The photo shows 20 employees who received “Child rearing support system” scholarships at the JVC Thailand Plant.
The Thailand Plant started operating the “Child rearing support system” in October 2010 to eliminate unease among young mothers with children, such as the economic burden and insufficient childrearing experience, and to support an environment allowing them to give birth and raise their children with peace of mind.
We have systematized and implemented training to improve the skills necessary for implementing personal roles, and training to manifest personal skills within the organization.
The “cooperative work program” therein aims to create new added value out of a mutual recognition of participants’ different ideas and values, based on essential communications skills such as listening and dialog, and to forge a place of learning through experiencing how to draw out and improve team skills through training.
We are implementing a career development program to support actions to achieve “what I want to be in the future,” based on personal employment history and experience.
The career development program comprises the following three pillars.
- Career interview
- Career design training
- Career development support
Career Interview
During the “career interview,” which is the most basic of the three pillars, career visions (“what I want to be in the future”) and career development themes are discussed between the individual and their superior once a year, and individual motivations and company expectations are “integrated.”
Career Design Training
Career Design Training
Career design training was implemented as an opportunity to consider the actions required to plan personal career visions. Career design training is training where much realization is gained by considering “what I want to be in the future” while reflecting on modus operandi to date. Further, this is an opportunity for participants to consider comprehensively work/lifestyle balance comprising “personal development to reach future goals” and “links to family life and the region,” while discussing their career visions.
Career Development Support System
At the end of the career design training, a career development support system is introduced to offer support including time and money to enable further challenges by putting into practice the details and realizations learned.
This system is used for various purposes to achieve career visions, such as distance learning courses, participation in extramural seminars, and the obtaining of qualifications, and is effective not only in personal development, but also in in-house invigoration.
Mental Health Care Countermeasures
Mental health care training
Mental health care countermeasures require prevention in the workplace, and for all of us to have the correct knowledge and awareness of mental health to be able to recognize changes in our colleagues. We are involved in making sure each and every individual has the correct awareness of stress through mental health training courses that aim for a healthy work environment where people enjoy working.
Countermeasures Against Overwork
Interview between worker with long hours and the industrial physician
Long working hours ultimately lead to overwork, and are an important social problem that cannot help being linked to health problems and, ultimately, death from overwork. We are striving to prevent damage to the health of people who work long hours.
We do this by reducing overtime and using interviews, guidance, and medical questionnaires by industrial physicians. Further, we have also established days when people leave work on time, and the safety and health committee is actively involved in reducing work hours.
Health and Safety at Work
Safety and Health Committee
The JVC Kenwood Group pursues activities with the basic stance of “strict observance of the law, “creating work sites that enable skills to manifest,” and “involvement in risk management,” by holding “respect for human life” as the core with regard to “creating a culture of safety and hygiene.” Amidst falling productivity as the workforce ages and seasoned employees retire, we are aiming to establish a corporate atmosphere that prioritizes the health and safety of the workers. To prevent workplace accidents, the JVC Kenwood Group is promoting risk assessment* to reduce health risks and risks of physical injury from chemicals, machinery, and equipment. Our hope is to go from zero accidents to zero risk.
* Risk assessment is the chain of procedures to evaluate risks by defining the dangers and risks in the workplace and to prioritize and set countermeasures to reduce risk.
In modern society, corporate responsibilities have grown more complex, and the physical and psychological stresses on employees have grown increasingly grave. Overcoming this hurdle is tied to corporate success and social responsibility, but given that it is flesh-and-blood people who are working like this, “injuries” may happen. Everyone is creating human relationships and a workplace environment with the goal of eliminating injuries, and increasing, even just by one person, employees who are healthy in both mind and body. That is the cornerstone of a robust and productive team (business). In addition to helping employees to avoid injuries, we consider it our duty to assist people who might be at risk of injury, and also people who have been injured so they can return to 100% performance as quickly as possible.
Industrial Physician
Yoshinori Ebihara
