S ocial Report

Relationship with Employees
Our personnel system allows employees to take on various challenges.

■ Concept of the Personnel System■ Providing Employees with Comfort in the Workplace

The Tokyo Electron Group respects a spirit of challenge and inde-

The Tokyo Electron Group is committed to providing employees

pendence amongst its employees and aspires to be a corporate

with a comfortable workplace. For example, we try to ensure thatgroup in which employees can take on a variety of challenges.

employees do not work too much overtime. At each workplace, theBased on this, we are improving the working environment to attain themanager in charge identifies the overtime hours for each employee

following three targets: (1) no penalizing of employees who failand takes action to reduce the hours. In the month following awhile taking reasonable risks in creative endeavors; (2) rigorous fairness

busy month in which employees worked much overtime, thein handling of our personnel; and (3) fairness in compensation. Our per-manager encourages them to take paid holidays and ensure that nosonnel system is designed to motivate the organization and help

one works disproportionately more than others. Also, we haveeach employee develop him/herself. The system does not simply

established some rules to provide employees with a better working

focus on the results, but also attributes importance to the process lead-environment, including the introduction of a no overtime rule on

ing to the results. Our goal is to fairly evaluate employees based on

Wednesdays.

their contribution through the three mainstays of “competency toFor maternity and childcare leave, we have improved the systemassess processes,” “the individual’s role (mission),” and “results

so that both male and female employees can easily take childcare

based on the employee’s role (performance).” Competency is not justleave by simply applying to their manager. In FY 2006, a total of 40

the objective of assessment and inspection, but a measure of theemployees took childcare leave.

growth of the employee’s skills and abilities required for task cate-

We have also improved thegories. We will always support our employees in their efforts toworking environment for employees

improve themselves and provide them with opportunities towith disabilities. At our sites, we areupgrade their skills and advance their careers.

establishing facilities for the disabled,

Concept of Our Personnel System

including barrier-free access and toilet facilities for physically handi-Company
Mission
Performance
Indicate company goals and Reward performance helping todirections
reach company goals withcommensurate compensation

Competency
Offer careers and opportunities tobuild skills needed to meet thecompany’s goals

Mission: The individual’s role
Competency: Competency to assess processes
Performance: Results as based on employee’s role
Competency
Obtain expertise offer aprofessional attitude

Performance
Provide performance that helps
the company reach its goals

Competency
Polish up professionalism toobtain higher salaries

Employees

capped people, thereby increasing
the employment of people with disabilities within the Group.

Toilet facilities for physicallyhandicapped people■ Test for Employees Wishing to Change Work
CategoryIn the Tokyo Electron Group, office employees are classified into two
categories: those engaged in routine work and those engaged in
more versatile tasks. For those who are engaged in routine work but■ Motivating Employees

have sufficient abilities and the willingness to take on more versatile

We conduct two types of employee surveys once a year: a personal sur-tasks including planning, negotiation, and making comprehensive

vey in which employees describe any job changes they would like todecisions, we administer a test comprising essay writing, a written

make, their hopes and opinions about the company, and advice theyexamination, a presentation, and an interview, and those who met

would like to ask for; and a morale survey in which employees

the absolute evaluation criteria of the test are allowed to change theirdescribe their view of their own morale levels and ideas about their orga-work to more versatile tasks. We value willingness, awareness as anizations and workplaces. In the morale survey held in FY 2006,

professional, determination, and future potential in the evaluation. Inemployees were asked for their opinions on management policies,

FY 2006, seven employees passed the test and changed their

their jobs, safety and health, their working environment, their bosses, andwork category. We will continue to provide highly motivatedthe company’s evaluation of them, and the survey results were posted

employees with an opportunity to change their work categoryon the intranet as feedback to employees. In addition to the surveys, weunder this system.

have introduced an in-house staff recruitment system to help employees
decide on and pursue their own career paths, which matches employees
wanting to improve their careers with departments in need of staff.

32 TOKYO ELECTRON Environmental and Social Report 2006