Work style, human resource development and training system

Basic Philosophy

At Sanwa Kagaku Kenkyusho, we regard our employees as "human assets" and aim to maximize their value.
In today's rapidly changing world, it is essential for our company to develop human assets who can steadily implement management strategies and business plans under any circumstances to ensure sustainable growth.
We actively promote the development of individual abilities and the creation of a rewarding work environment to cultivate such human assets.
By providing an environment where each employee can grow and work with a sense of purpose, we create a future where both the company and its employees continue to grow together.

Work style

Our company endeavors to create a workplace environment where each employee, with their unique values and backgrounds, can maximize their abilities.
To support flexible working arrangements that align with individual lifestyles, we have introduced various systems and actively foster a workplace culture that values diversity and harmony.
Through these initiatives, we are creating an environment where employees can work with peace of mind and shaping an organizational culture that promotes innovation.

Key systems and initiatives supporting work-life balance

We actively develop and introduce various systems to help each employee balance work and family life.
We are particularly focused on supporting flexible working arrangements tailored to the various stages of a person's life, including childcare support, and creating a comfortable working environment. Our aim is to forge a workplace where employees can confidently pursue their careers while maintaining a fulfilling personal life, promoting a balance between work and life.
Through these initiatives, we are creating a workplace culture where everyone can work comfortably and thrive.

WORK SYSTEMS FOR A COMFORTABLE WORKING ENVIRONMENT

• Flextime system
• Discretionary labor system (research positions)
• Telecommuting system
• Shortened working hours for childcare and caregiving

Reduction of long working hours

As part of efforts to reduce long working hours, Sanwa Kagaku Kenkyusho makes e-learning-based programs available to all staff. These programs focus on training supervisors, raising employees' awareness, and ensuring strict labor time management.

Promotion of Annual Paid Leave Utilization

To promote the uptake of annual paid leave (hereinafter referred to as 'annual leave'), we have introduced a planned annual leave system that ensures that all employees systematically take at least 5 days of annual leave each year.
Additionally, we encourage employees to take annual leave through various initiatives, such as setting recommended annual leave days and company-wide leave days.

• Annual leave utilization rate: 69.9% (FY2023 results)
• Average number of annual leave days taken: 13.7 days (FY2023 results)

Support for balancing work with childbirth, childcare, and caregiving

Shortened working hours for childcare and caregiving

Our company has established a system that allows working hours to be shortened for childcare and caregiving beyond the periods stipulated by the Act on Childcare Leave/Caregiver Leave.

Working System	Our company's period	Legally mandated period
Shortened working hours for childcare	To care for a child before they enter junior high school, it is possible to shorten working hours by up to two hours per day.	Shorter working hours are available for childcare of children under 3 years old.
Shorter working hours for caregiving.	For each eligible family member, it is possible to reduce working hours by up to 2 hours per day twice within a continuous period of 3 years or more from the start of use. Remote work for caregiving is possible.	For each eligible family member, it is possible to reduce working hours by 2 hours per day more than twice over a continuous period of more than three years from the start date of use. The company is under an obligation to make remote work options available to employees to allow caregiving.

Initiatives for supporting the development of the next generation.

We are promoting "support for balancing work and childcare" by establishing an action plan as part of our initiatives for supporting the next generation.

Promotion of health for employees and their families.

Initiatives for Health Management

• To ensure that each individual remains healthy for a long time, regardless of age, we will work to improve health literacy^*.
• We will approach the maintenance and improvement of physical and mental health from a comprehensive perspective, including prevention, diagnosis, treatment, and prognosis.
• Aiming to create a comfortable and rewarding workplace, we will work to maintain and improve a better work environment.
• We have established a consultation service for both mental and physical health that is available to both employees and their families.

* Health Literacy: The ability to obtain, understand, and utilize accurate information related to health and medical care.

List of Employee Benefits

External Evaluation of Work-Life Balance

Kurumin

Certified Health and Productivity Management Organization

Sanwa Kagaku Kenkyusho has been awarded the Aichi Labour Bureau Director's Excellence Award" in the Family-Friendly Employer Category at the Equal Opportunity and Work-Life Balance Promotion Awards

Promotion of Diversity

Action Plan Based on the Act on Promotion of Women's Participation and Advancement in the Workplace

Our company positions the promotion of diversity as one of its key management strategies.
We have formulated an action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace, aiming to enhance competitiveness by creating an environment where a diverse range of talented individuals can thrive by utilizing their unique abilities and strengths.

Planning Period: April 1, 2024, to March 31, 2026

Information Disclosure Based on the Act on Promotion of Women's Participation and Advancement in the Workplace for FY 2023 (PDE Link: WomensActiveEngagement.pdf)

Promotion of Employment for Persons with Disabilities

Our company takes into consideration job placement, task assignments and job content to ensure that persons with disabilities can fully utilize their abilities, while also focusing on talent development. Our goal is to create a workplace environment where everyone, regardless of whether they have a disability, can thrive.

Increase in career recruitment ratio

Our company is actively focusing on career recruitment, creating an environment where individuals with rich experience, expertise, and diverse backgrounds can flourish. By incorporating new perspectives and skills throughout the company, we aim to foster organizational growth and diversity, building a more competitive and dynamic workplace culture.

Talent Development and Training System

Approach to Talent Development

Our approach to talent development is based on strategic human resource management utilizing HR technology, aiming to achieve autonomous career development.
Employees are supported in actively engaging in skill development, and an environment is created where they can fully utilize the abilities they acquire as a result.
Additionally, by achieving optimal talent placement that leverages individual skills and aptitudes, we contribute to the growth and development of the entire organization.
We strive to foster a culture where each employee takes responsibility for their own career and pursues continuous learning and growth.
This maximizes individual potential and fosters mutual growth for both the company and its employees.

Desired Qualities in Candidates

The qualities we seek in candidates include having the initiative to think and act independently, and the ability to consistently deliver the expected results by leveraging their advanced expertise in any environment.
We welcome individuals who can adapt flexibly to changes, maintain a desire for lifelong learning, and actively cooperate with those around them while pursuing the collective success of the team.
We hope to work with individuals who have the drive to create new value from a creative perspective and contribute innovative ideas that propel the growth of the company.

Human Resource Development System

Training and Development Programs Aligned with Career and Life Stages

With the aim of fostering the mindset and skills necessary for employees to work autonomously in society, our company offers a variety of training programs, including new employee training, as well as second-year, third-year, and fourth-year training programs.
This provides an environment for employees to refine their expertise, enhance their management skills, and reflect on their career paths as they gain experience with age.
In addition, the selection training aimed at developing the next generation of leaders includes not only training within the company but also training throughout the Suzuken Group, enabling employees to gain a broad perspective and accumulate valuable experiences, which are crucial to the cultivation of leaders. Through these training programs, we aim to provide each employee with opportunities for growth and to achieve the sustainable development of the entire organization.

External training

We implement an external training system to create opportunities for acquiring new knowledge and experiences.
Through this system, we not only promote "individual diversity" by encouraging employees to gain various kinds of knowledge and experiences, but we also drive "organizational diversity" by bringing together talented individuals with different backgrounds.
This creates an environment where new perspectives and ideas can easily emerge, contributing to the creation of innovation throughout the organization.

Talent Development

Development of DX talent

With the ongoing penetration of digital technologies into the medical and healthcare industries, the use of various digital health services is increasing across the Suzuken Group.
In response to this situation, our company is leveraging digital technology to innovate business processes and business models to support sustainable growth.
And to achieve this goal, we are focusing on developing talented staff with expertise in DX (Digital Transformation).

Support for obtaining DX certification

The Suzuken Group encourages the acquisition of DX-related qualifications and provides incentives to employees who obtain these qualifications. This increases employee motivation for learning, promotes the effective use of digital technology, contributes to strengthening the overall competitiveness of the company, along with the advancement of digital transformation across the entire healthcare industry.

• IT Passport holders: 237 persons (as of January 2025)
• Information Security Management holders: 36 persons (as of January 2025)
• DX Certification holders: 14 persons (as of January 2025)

Support for various correspondence education expenses

Our company offers a system that allows employees to take over 110 different courses on a range of topics, including business skills, management skills, language learning, and certification support, to assist their self-development.
We have established a system to subsidize part of the costs for employees who complete these designated correspondence courses.
In this way, we create an environment where employees can proactively acquire new knowledge and skills, leading to career growth.

TOEIC® Exam Assistance

Our company has established a subsidy system for TOEIC® examination fees to support employees in improving their language skills. Additionally, by providing incentives based on the scores obtained, we enhance employees' motivation to engage in continuous learning.