Based on the Torex Corporate Code of Conduct, Torex Semiconductor respects the diversity of employees, strives to provide work environments where employees have a sense of security and aims to be a company in which each and every one of employees tackles their works with pride and fulfillment.
Human Resources Development Policy
From here on, it is conceivable that circumstances such as the growth of our digital society and initiatives toward the SDGs will lead to demands for new capabilities.
Also, with the arrival of a 100-year life for mankind, it will become difficult to continue doing only specific work over one’s lifetime, and we will enter a time in which even individuals will be required to obtain new skills and abilities.
It will be necessary for us to construct a human resources development system for diverse personnel who can inherit existing abilities while also having the potential to create new things, as we aim for sustainable growth and improvement of our medium- to long-term corporate value, since the environment surrounding corporations will furthermore change drastically in short time periods.
Torex Semiconductor will establish and maintain mechanisms to continually improve the abilities of its employees by building an environment to support personnel development which includes OJT, internal and external group training (Off JT), and self-development.
Realization of work life balance
We consider the work-life balance of our employees to be important. We have established various systems so that our diverse employees can work with pride and fulfillment and produce results in their works.
Curtailment of Overtime
Torex Semiconductor has implemented the following measures to appropriately operate and reduce overtime work in consideration of the impact of this on the health of our employees and from the viewpoint of accomplishing work efficiently through the realization of harmony between work and life.
Policies
- We have banned work after 10 p.m. in principle
- We have banned work on Sundays in principle
- We strive to ensure employees take a substitute or compensatory holidays if they work on holidays in principle
| FY2021 | FY2023 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|
| Company-wide average/Per month | 20.05 hours | 19.75 hours | 19.75 hours | 19.46 hours | 12.78 hours |
Advocate for Paid Vacation
| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Paid vacation acquisition rate | 55.9％ | 60.8％ | 65.9％ | 68.3％ | 72.0％ |
Childcare/Nursing Care Support System
・Childcare leave system
・Reduced working hours system during the childcare period
・Family care leave system
Management based on health-care
Employee Health Management
We strive to ensure our employees undergo a regular physical examination once a year to proactively promote their health management. In addition, we provide support to allow our employees to have medical checkups by paying a part of the costs of them for those aged 35 years or older and all of the costs of them for those aged 50 years or older, and in FY 2018, 100% of employees received those examinations.
| FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|
| Consultation Rate | 99.4％ | 99.5％ | 100% | 100% | 100% |
Mental Health Care
We promote mental health care to provide work environments where employees have a sense of security. In addition to introducing stress checks, we hold regular health consultation meetings with an industrial physician once a month. Moreover, we aim to reduce the mental fatigue, stress and worries of long-term workers such as by recommending meetings with the industrial physician.
FY2021 FY2022 FY2023 FY2024 FY2025 Rate of Taking
Stress Check82.6% 85.6% 88.8% 87.3% 88.7%
Human Resources Development
Internal Recruitment System
We have introduced an internal recruitment system to create the opportunity for each and every one of our employees to be able to take the next step by exercising their full potential with a greater sense of satisfaction.