Realization of an Attractive Workplace

Provision of a Comfortable Working Environment

Fair Evaluation and Treatment

Equitable Personnel Evaluation Based on Abilities and Accomplishments

Sysmex values the spirit of independence and challenge, provides employees with opportunities for self-fulfillment and growth, and rewards them for their accomplishments. We remunerate employees appropriately, according to factors such as their occupations and qualifications, and base salaries are the same regardless of gender.

Based on the principle of fair treatment, our basic approach toward evaluation is to "reward employees for capabilities that contribute to the enhancement of corporate value as well as for accomplishments." In addition to evaluating employees for their successes, we evaluate the process of producing achievements (competency evaluations). To achieve fairness and ensure that employees understand their evaluations, we show employees their evaluation results and their superiors' comments.

Basic Principles of the Personnel Management System

1. Ensuring long-term employment
  • Establishing a double-linear-type competence-based rating frame that enables a diversity of employees to maximize their skills, and providing opportunities for self-realization and growth
2. Promoting the development and cultivation of diverse human resources
  • Establishing competence-based rating standards and promoting cultivation of human resources and normalization of career advancement through clarification of promotion criteria
  • Evaluating not only accomplishments but also the processes of producing achievements (capability realization) in order to promote human resource development and the reform of corporate culture
3. Rewarding employees for capabilities that contribute to the enhancement of corporate value as well as for accomplishments
  • Simplifying the relationship between evaluation and reward
  • Creating a remuneration structure that is easy for everyone to understand and that rewards employees in accordance with their contributions, role, competency and accomplishments

Supporting Employee Career Design

Sysmex Corporation employs a voluntary reporting system for all employees. Under this system, each year we hold meetings with each employee to learn about their medium- to long-term career, overseas work, and job category aspirations. The system affords each employee with the opportunity to consider their own career directions and life plan, as well as to effect their own skills development and placement.

Improving the Treatment of Contract and Temporary Employees

Sysmex Corporation actively hires contract employees and temporary employees as regular personnel. We have clarified our internal regulations for hiring people working on fixed-term contracts, offering them fair opportunities for promotion. We put this information on our intranet to encourage a thorough understanding of these rules.

To provide a more comfortable working environment, we extended the flex-time system and began applying our welfare program’s “cafeteria plan”* to contract employees as well as regular employees. This system enables employees to efficiently arrange their own working hours to suit individual circumstances, such as visiting the hospital or raising children. Going forward, we will revise our systems as appropriate to enhance our treatment of employees.

  • This is part of our welfare system. Each year, the Company provides employees with “cafeteria points”, which they can use as they choose to pay the costs of specific types of welfare to improve work-life balance.

Introducing Internal Awards Systems to Motivate Employees

Sysmex introduced the Group CEO Award system to recognize individuals, divisions, or groups that contribute most significantly to the realization of the Sysmex Way, our Group corporate philosophy, sharing these achievements throughout the Company each year. We provide awards to one individual and one group.

To motivate R&D engineers and heighten awareness of intellectual property, we have also introduced three patent award systems: the Patent Grand Prize/Patent Prize of Distinction, the Patent Meister, and the Filing Commemoration Prize. In addition, we present a Quality Award for success in quality improvements.

Efforts to Enhance Employee Satisfaction

Sysmex conducts "corporate culture surveys" once every two years targeting all employees of the Sysmex Group. Employee satisfaction is one aspect of these surveys. Survey results are fed back to individual departments, where they serve as a basis for enhancing satisfaction levels. Departments with poor survey scores receive visits from the Human Resources Department, which offers advice for improvements. The Human Resources Department takes actions, such as conducting interviews at the individual and department levels, to identify problems and consider improvement measures for reforming organizational culture.

Understanding of and Support for Work-Life Balance

Promoting the Use of Systems that Support a Work-Life Balance

Sysmex Corporation provides a dedicated site on its Intranet to provide easy-to-understand explanations of its programs for supporting work-life balance. We also hold briefings to promote awareness. In addition, we promote the use of these programs during diversity roundtables where employees exchange opinions freely on such broad-ranging themes as careers, work motivation, balancing work and private life, and cross-cultural understanding.

Systems to Support a Balance between Work and Child-Rearing

Providing a Host of Leave Systems and Supporting Child-Rearing with an In-House Daycare Center

Sysmex Corporation has created diverse programs to provide family support, from pre-natal care to child-rearing. In addition to leave systems for fertility treatments and morning sickness, we offer child nursing leave until a child reaches two years of age, a system for shorter working hours until a child reaches junior high school age, a work-at-home system, and a flex-time system that differs by type of work. When an employee needs to take time off work to nurse a child, they can do so under a program that allows them to use accumulated paid leave in half-day increments in addition to statutory leave. We also smooth the return to work following childcare leave by conducting seminars prior to employees returning to work, and distributing newsletters to employees on childcare leave.

In line with the growing demand for male employees to participate in childcare, we are considering a system that would allow men to take special leave prior to their spouse giving birth, offering two additional days to be taken within one month of the birth to make any necessary preparations. Employees are also eligible for "nurturing leave", under which they can take a special leave of three consecutive days to care for children up to one year of age.

We have established Sysmex Kids Park, an in-house daycare center that accepts babies and toddlers, at Technopark, our core R&D base. The center offers short-term as well as fulltime daycare, so that employees whose spouses work on a part-time basis or who find it difficult to take care of their children due to a caretaker’s illness, bereavement, or other circumstances may also temporarily utilize the service.

In recognition of its planned implementation of such systems, Sysmex Corporation received the next-generation support certification logo (nicknamed "Kurumin"*) from the Ministry of Health, Labour and Welfare.

  • Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, companies that formulate business plans as general business operators, meet the targets designated by these plans, and meet certain standards may receive “Kurumin” certification as “companies that support child-rearing” by the Minister of Health, Labour and Welfare.
In-house daycare center, Sysmex Kids Park

In-house daycare center, Sysmex Kids Park

Next-generation support certification logo (nicknamed "Kurumin")

Next-generation support certification logo (nicknamed "Kurumin")

Systems Related to Children
Systems Related to Children

Other Systems to Support Work-Life Balance

Supporting Nursing Care, Corporate Citizenship Activities, and Others

Among its programs aimed at promoting work-life balance, Sysmex Corporation has prepared various types of programs related to nursing care.

We have introduced a program of that allows employees who need to attend to family members in hospital to take short-term nursing care leave and accumulated paid leave for up to 40 days in half- day increments. We also have a work-at-home system that enables employees to care for family members who require nursing care or other types of support.

In addition, we have introduced a unique “income indemnity system” to provide a nursing care leave stipend, aiming to help offset the loss of income from taking leave, as well as unexpected expenses, for people taking one month or more of nursing care leave. Furthermore, we have a system for rehiring employees whose careers have been interrupted due to nursing care.

We hold briefing sessions to explain the purpose of these systems, as well as to prepare for nursing care to alleviate the uncertainties surrounding the balance between nursing care and work.

Aside from these programs, we have introduced a volunteer leave system (up to 10 days of leave per year, two of which are counted as paid leave) and a system of donor leave, whereby organ donors receive up to five days at the time of each donation. These systems are aimed at making it easier for employees to take leave and support their work-life balance in various ways.

Systems Related to Nursing Care
Systems Related to Nursing Care

Supporting a Return to the Workplace Following Leave

To facilitate a smooth return to work following leave for child rearing or nursing care, three months prior to their return to work Sysmex Corporation provides employees with tablets and notebook PCs that give them access to internal email and allows Intranet access. This system provides support from an IT perspective. Enabling access to Company information in real time facilitates communication with the workplace, helping to avoid a sense of feeling lost upon their return and eliminate gaps returning employees feel with their coworkers. When returning employees start to use these devices, we also provide them an opportunity to meet with superiors in their departments. We also hold seminars on preparing to return to work after child nursing leave.

Activities at Other Group Companies

Company Activity
Sysmex America
  • Introduction of a flex-time system and a work-at-home system
  • Introduction of a childcare leave system (for fathers and mothers) that exceeds statutory requirements
  • Introduction of family support systems (child-rearing support, family leave, and assistance payments when employees need to use support systems offered by outside institutions when family members are ill)
Sysmex Europe
  • Introduction of a flex-time system and a work-at-home system
  • Establishment of a parent–child room
  • Introduction of a childcare leave system (for fathers and mothers)
  • Child-rearing support system (assistance payments when employees need to use support systems offered by outside institutions)
Sysmex Shanghai
  • Introduction of a flex-time system
  • Child-rearing support system (medical insurance assistance)
Sysmex Asia Pacific
  • Introduction of a flex-time system and a work-at-home system
  • Child-rearing support systems (medical insurance assistance, provision of scholarships)
  • Two days of volunteer leave

Commendations and Third-Party Awards to Group Companies

Company Award/Commendation
Sysmex America
  • Selected for the Companies That Care Honor Roll for 11 consecutive years
Sysmex Europe
  • Top Employer SME 2019, ranked 8th in the “Electronics and Electrical Engineering, Medical Devices” category (by FOCUS-Business)
  • The Family Friendliness Award (German Federal Ministry for Family Affairs, Senior Citizens, Women and Youth)
Sysmex Malaysia
  • HR Asia Best Companies to Work for in Asia 2018 (sponsored by HR Asia)
Sysmex Korea
  • Listed among the top 100 companies in Korea by “Great Place to Work 2018” for the first time
Parent–child room (Sysmex Europe)

Parent–child room (Sysmex Europe)

Great Place to Work (Sysmex Korea)

Great Place to Work 2018 (Sysmex Korea)

HR Asia Best Companies to Work for In Asia 2018 (Sysmex Malaysia)

HR Asia Best Companies to Work for in Asia 2018 (Sysmex Malaysia)

Employee-Related Data