Basic Stance on Relationship with Our Employees
As an IT solutions provider, the CTC Group's employees are its greatest asset. We are continually striving to create a workplace environment in which each and every one of our employees can make maximum use of their abilities, realize their full potential and feel that they are doing a worthwhile job; and seeking to enrich and improve working conditions to enable employees to live rich, healthy and fulfilling lives.
The CTC Group is also making every possible effort to create a workplace in which employees can mutually recognize the importance of diversity, strive to achieve a healthy work-life balance, and challenge themselves to look one step ahead and try out new things.
Human Resources Development
In the world of IT, new technologies and services are constantly being created, and the industry is continuously evolving at a rapid pace. Under these conditions, the CTC Group must continue working to refine the latest cutting-edge technologies and provide better services to its clients. To enable us to do this, we aim to create a workplace in which every employee can feel motivated, challenge themselves to new things and realize their full potential.
Career Support for Employees
Based on our policy of creating a company in which each and every employee takes the initiative in growing and developing their own career, we are investing generously in the development of a working environment in which our employees can make sufficient use of their abilities. In order to accomplish this, we provide various learning opportunities to match the level and position of each employee, from new recruits and younger employees to mid-career employees and management personnel. These opportunities include training sessions where employees can acquire knowledge and skills, and study groups for sharing expertise and know-how.
Global Human Resources Development
In order to develop personnel who can be active on a global scale, we not only work to improve employees' language abilities, but also conduct educational training for certain personnel selected from amongst those employees with suitable business experience and track records in Japan; with the objective of developing their overseas business mindset and improving their practical communication abilities. We also arrange internships at overseas firms and rotate personnel around overseas business locations in order to provide them with overseas business experience. Additionally, we are also investing our energies into the recruitment of foreign nationals and persons with overseas study experience.
Multi-Path Personnel Management System
From fiscal 2013, we defined an engineering specialist career path system; a specialist career path for engineers. In addition to existing management positions, we also added high-level engineering-type posts (principal, senior executive engineer, executive engineer, etc.) to our personnel system; and are seeking to enhance our technological capabilities through the introduction of this multiple career path (multi-path) personnel management system.
Furthermore, starting from fiscal 2015 we have also introduced a multi-path personnel management system for sales personnel and staff (consisting of two courses: management and high-level specialist) and systemized our personnel rank/grade scheme based on occupational roles, including engineering roles, with the objective of offering a diverse range of career paths for all of our employees.
Encouragement of Diverse Work Experience
In order to energize our human resources, we have introduced rotational work experience as a requirement for promotions, and are providing our employees with opportunities to experience a more diverse range of work duties.
By standardizing treatment of engineers, sales personnel and other staff, and conducting limited-term rotations at an energetic pace, we are developing human resources who will be able to respond flexibly to various changes.
Efforts Towards Diversity
The CTC Group is working to create a workplace that emphasizes and values diversity, towards achieving further growth as a corporate group. We respect differences such as sex, age, nationality, values and lifestyles, and recognize the importance of diversity; and are providing support to enable each and every one of our employees to make maximum effective use of their abilities.
Promoting Active Roles for Female Employees
Situations and environments can change as a result of various life-changing events. CTC provides various forms of support to enable its employees to continue working with a sense of value, even after such events.
We offer a mentoring system, in which female corporate officers and senior employees with extensive knowledge and job experience provide empathetic support for junior employees, and exchange meetings for interacting with people from other business areas.
Female managers (CTC only)
|Number of employees||40||47||41||45||48|
|Percentage proportion (%)||5.1||4.4||3.8||4.0||4.4|
- Leading position means managers and specialist (certified profe ssionals till FY2014).
Employment of Elderly People
As a result of revisions made to the Act on Stabilization of Employment of Elderly Persons in April 2013, CTC has expanded its re-hiring of employees who retire upon reaching retirement age to include all persons who express the desire to continue their employment with the company, and established an environment that will enable healthy, elderly people with the motivation to work to make an active contribution to our business. We also hold life design seminars for employees aged 55 and over to consider their plans for the future.
Promoting Active Roles for Employees with Disabilities
We established HINARI Corporation in April 2010 as a special subsidiary for the purpose of encouraging the employment of persons with disabilities. In addition to providing massage and cleaning services to CTC Group companies, HINARI is also engaged in business such as outsourced farming work in cooperation with farmers in Hamamatsu, and outsourced dismantling and recycling of computers and computer-related devices. In addition to office beautification services for desks (and surrounding areas), copy machines and conference rooms, etc., through its cleaning services, HINARI also cooperates with activities to convert empty aluminum cans (collected from within CTC companies) into wheelchairs and donate them to welfare/care facilities.
Moving forward, HINARI will continue in its efforts to create a wider range of environments in which people with disabilities can utilize their abilities.
Employment Rate for Persons with Disabilities (CTC only)
|Percentage proportion (%)||1.94||1.88||2.00||2.20||2.15|
Promoting a Healthy Work-Life Balance
CTC is engaged in various initiatives towards achieving the realization of a workplace where employees can lead a diverse range of lifestyles to match their current stage of home and/or community life while at the same time feeling that they are doing a worthwhile and fulfilling job; including childcare and nursing care support.
Moving forward, too, as a leading company playing an important role in the evolution of the IT industry, we will aim to become a company where each and every one of our employees can shine, and feel that their work is worthwhile.
Initiatives for Changing Attitudes Towards the Way We Work
In 2014, CTC began the full-scale introduction of a morning-focused working system, as an initiative designed to revolutionize attitudes towards the way we work.
We have also established various schemes to provide refreshment support for our employees, including our Flexible Holiday scheme, which grants special holidays for employees taking multiple consecutive holidays; our Good Job & Refresh scheme, which issues travel tickets and accommodation vouchers to employees who have made major contributions to the company; and our Refresh Holiday scheme, which supplies special holiday and refreshment funds to employees who have worked at the company continuously for 15 or 25 years. We have also established a Volunteer Holiday scheme that enables employees to participate in volunteering activities taking place on weekdays.
These activities are also introduced on the Positive Off* website. This movement is also endorsed by CTC.
- About the Positive Off Movement
Positive Off is a Japanese government-run movement that actively encourages people to take holidays and enjoy going on days out or travelling, and to regard and enjoy holidays (i.e. time off) in a positive way. It is advocated and run by a joint effort between the Cabinet Office, the Ministry of Health, Labour and Welfare (MHLW) and the Ministry of Economy, Trade and Industry (METI).
Support for Balancing Work with Family Life
In addition to enhancing and improving its maternity and childcare leave schemes, CTC is also investing its energies into career-shaping support for employees who return to work after childcare leave; through initiatives such as "Returning to Work After Childcare Leave" seminars targeting such employees, and management-oriented "Iku Boss" seminars (aimed at managers with subordinates who are returning to work after childcare leave). We are also making efforts with regard to caregiving support initiatives (for employees caring for sick or elderly relatives), not only by expanding and improving our schemes, but also in terms of creating a suitable corporate culture and conducting awareness-raising activities.
Number of Employees Making Use of Childcare Leave Schemes (CTC only)
|Overall number of employees||47||52||57||64||67|
|Of which male employees||2||0||1||4||2|
Number of Employees Making Use of Nursing Care Holiday Schemes (CTC only)
|Number of employees||85||100||100||109||137|
Number of Employees Making Use of Caregiving Leave Schemes (CTC only)
|Number of employees||1||1||1||2||1|
Employee Health Management
CTC conducts regular and comprehensive employee health checks and post-checkup measures, takes steps with regard to work in accordance with advice from industrial doctors, and offers healthcare guidance and education provided by health professionals and nurses.
With regard to mental healthcare, we are making efforts to improve line-manager care and self-care (based on the four types of care outlined in MHLW guidelines for promoting and maintaining the mental health of workers), and are endeavoring to make the existence of internal and external points of contact for mental health consultations widely known amongst our employees.
As one aspect of our health-promotion activities, we also run initiatives that link to improving the health of our employees, on both an individual and organization-wide basis; including meetings for measuring "bodily contortion" (for the purpose of preventing backache and stiffness of shoulders, etc., caused by desk work) and support to help employees quit smoking.
Labor-Management Related Issues
The CTC Union exists as an employee-centered organization that holds regular information exchanges regarding the way we work and other such issues. Opinions and other information shared at such exchanges are utilized in formulating Personnel Department policy measures and various other initiatives.
Basic Employee Data
Basic employee data for the CTC Group is as follows.
Numbers of Employees by Gender
(CTC Group consolidated)
Average Continuous Working Years
Numbers of New Employees Hired (Newly Recruited Graduates)