[Priority issue 2] Develop and Utilize Diverse Human Resources

Since 2007, Japan has become the super-aging society in which the ratio of the population aged 65 and above exceeds 21%. We recognize that it is an important issue for a corporation to support its employees’ working styles to create time for nursing care. Fujifilm submitted a “Questionnaire on Nursing Care” to employees and results from the survey revealed that many employees will potentially need to care for their family members in the near future and this possibility make them concern balancing their care and work.

Based on these findings, we invited a specialist to hold a Care and Work Balance Support Seminar in every Fujifilm business site in order to promote understanding of our support systems—beyond the industry’s usual welfare standards—and the specific methods to utilize them in appropriate situations. A total of more than 1,000 employees attended the series of seminars and deepened their understanding of the actual problems that they may encounter in providing nursing care, such as care costs and how to choose a care manager, and the way to balance their work using the company’s support systems.

Fujifilm continues to enhance such support systems and raise awareness among employees so that no more employees choose to leave their jobs due to their nursing care.

Enhancing the human resource (HR) program and training to reinforce a corporation’s competitiveness continues to be an urgent matter. In order to develop human resources who can lead company transformation, and to appoint the right staff to the right positions, it is necessary to visualize existing human resources and enable flexible appointments by standardizing assessment systems, training programs, labor rules, and HR databases throughout the group companies. In April 2016, Fuji Xerox integrated the HR/training programs and HR information systems for 23,000 employees in affiliates and sales companies in Japan. Through this integration, Fuji Xerox intends to increase the flexibility of human resource utilization beyond the borders of individual companies aiming to enhance the opportunities and places for employees to exert their talents, and in turn creating a more empowering corporate culture. Such HR database integration would also standardize HR processes and reduce HR costs.

At the same time, Fuji Xerox introduced the Program for Accompanying a Spouse’s Transfer as part of its initiative to advance employees’ careers. The program provides an opportunity for employees to work in any Fuji Xerox office—including those overseas—to continue their career in the case that their spouses are transferred to another location. Fuji Xerox already has a program for employees to return to their work within a certain period after leaving a job due to reasons such as accompanying a spouse’s transfer; however, a career break, even if it is temporary, could reduce the motivation to work. When a Fuji Xerox employee applies for this new program to continue his/her work in the location to which his/her spouse transferred, the company assesses if there is a position that can accept the applicant in the area. If no appropriate position is found, Fuji Xerox will extend its search for possible positions within Fuji Xerox’s affiliates. Further, the applicant can take a leave in the event that no alternate position is found either within Fuji Xerox or its affiliates.

Fuji Xerox continues to promote a corporate culture and systems that motivate and empower individual employees to achieve their potential.

* Job Leave program: Limited to Fuji Xerox and a number of domestic affiliated companies.