Basic stance with regard to stable employment
In order for AISIN Group to provide stable employment, it needs to become and remain a corporate group that is valued by society. Toward this goal, every employee needs to take an active role, grow personally and contribute to achieving sound and sustainable business growth. This, we believe, will lead to stable employment over the long term.
Building sound labor relations to make AISIN a company people will want to work for
The AISIN Group complies with the ILO's Fundamental Principles and Rights at Work, respecting the principles of free association and organizations' right to negotiation. We have built a framework to hold regular conferences between workers and their management in our product headquarters, departments and plants to share policies and issues and foster mutual trust and cooperation. The UN's Guiding Principles on Business and Human Rights are another key guideline for our initiatives. We have established procedures to identify, prevent, lessen and correct factors that are to the detriment of human rights, and are applying these procedures to fulfill our responsibility as a company to uphold human rights.
We are taking a wide range of measures to reduce the working hours of our employees, including actively adopting IT tools, creating flexible working systems such as work-from-home systems, holding training to improve the quality of management in our workplaces and sharing success stories of people in the AISIN Group who have improved operations or increased efficiency. We have also announced company-wide targets to increase the amount of annual paid vacation taken by our employees, and have put measures in place to achieve those targets. Of course, this does not apply only to our workers based in Japan. We are in the process of creating a framework to shorten the working hours of our personnel on overseas duty and invest in their health.
To make AISIN a place where our employees will enjoy working, we conduct employee awareness surveys and hold regular meetings to revise work practices on each site based on the results.
Employee retention is important to us, and we strive to standardize our basic principles and systems concerning human resources and labor. This forms the basis of the measures we implement in each country and region we operate in, based on relevant local laws, to reduce overall risks related to human resources and labor and create a sound relationship between our workers and management. Through these measures, we achieved a low turnover* of 1.00% in FY2017.
*The number of employees who left (of their own volition) between April 1, 2017 and March 31, 2018 ÷ the total number of employees as of April 1, 2017.