Stable Supply of Products and Quality Assurance System

Efforts to Improve Customer Satisfaction

Based on the belief that it is important to make proposals at a higher level in response to customer needs, we are focusing on employee education through skills training and other programs. In addition, we select national staff from overseas subsidiaries and overseas offices and conduct group training to improve customer satisfaction not only in Japan but also in other countries.

Health and Safety Initiatives

Aiming for zero serious accidents at coil centers and other processing bases, we are working toward the goal of "eliminating unsafe operations that lead to serious accidents. The following activities are being undertaken to achieve this goal: (1) on-site patrols by supervisors and video patrols using the recording function of safety cameras to identify unsafe operations and ensure that each worker performs hazard prediction (KY); (2) examination of similar accidents and hazard simulation training to improve the ability to recognize and avoid unsafe operations; (3) installation of safety sensors to reduce the risk of contact with moving objects and other equipment improvements; and (4) training to improve the safety of workers and the safety of workers. (3) equipment improvements, such as the installation of safety sensors to reduce the risk of contact with moving objects, and (4) awareness of compliance with rules through work training (e.g., crane slinging training) and review of work standards.
In order to share the same values throughout the JFE Shoji Group, we have established a bimonthly meeting of safety officers to share knowledge and information on safety and health with safety officers. In the event of an accident resulting in absence from work, the president of each Group company reports to top management each time an accident occurs, and the entire JFE Shoji Group works together to manage safety and health. In addition, once a year, safety awards are presented to employees to encourage their active participation in safety and health activities. Through these efforts, we will continue to raise the level of safety management throughout the JFE Shoji Group and create a safe and secure workplace environment.

Early detection of illnesses and maintenance and promotion of the health of employees and their families

Initiatives to Support Diverse Work Styles

To achieve work-life balance, we are working to reduce working hours by establishing a regular leave day every Wednesday, prohibiting late-night work after 10:00 p.m., and encouraging employees to take paid vacations.

In April 2016, the flextime system was expanded to include core hours from 11:00 to 14:00, a telecommuting system was introduced for employees with time constraints such as childcare or nursing care, and "Challenge Days" were implemented for employees to utilize telework and shared offices on a trial basis, regardless of whether they have any restrictions. In addition, the company is strengthening its efforts to support diverse work styles.

The Corona Disaster Relief Corporation is operating a flexible system, such as expanding telecommuting eligibility to all employees and tentatively introducing a flexible work schedule with no core hours. In addition, with a view to the after Corona, we have established a project team to study new ways of working, and are aiming to realize even more efficient and flexible ways of working by promoting a paperless work environment through digitization and studying new normal offices.

Business Reform (J-MUSCLE) Activities

Promotion of Diversity

We are conducting diversity seminars for management and diversity management training for managers of group companies. We are also actively working to support women's careers through a mentoring system and next-generation leader training, and in June 2021, we received the "Eruvoshi (3-star)" rating from the Ministry of Health, Labor and Welfare for "excellent implementation of initiatives to promote women's activities". We also hold meetings to exchange information among employees on maternity leave and provide follow-up training after their return to work so that they can continue to play an active role after their life events.

For locally hired employees at overseas bases, we are promoting global human resource development and exchanges, including management training in Japan with the aim of promoting them to senior management positions.

Reemployment system

We are conscious of creating an environment where veteran employees over 60 years old can work with a high level of motivation, while at the same time realizing flexible work styles and creating a healthy work environment. We offer a variety of work options, such as full-time work, shorter working days, and shorter working hours, to suit each individual's lifestyle.

Implementation of training and measures to maximize abilities

In order to expand our trading company business both domestically and internationally, we have prepared training programs that enable personnel with diverse backgrounds to achieve growth in their respective places and situations. We offer "skills training" in which trainees learn the basic skills required of trading company personnel, such as negotiation skills, finance, and strategic thinking, as well as "entry-level training" for career hires. We also offer "overseas trainee training," in which trainees gain hands-on experience in the operations of overseas group companies, and "Japan-based training," in which talented overseas employees are invited to the head office to further enhance their abilities and motivation, with the aim of raising the level of the entire group.

Development of global human resources

In addition to hiring and training foreign career-track employees and overseas local staff, we are strengthening human resource development through practical experience by actively dispatching young employees overseas, in addition to enhancing overseas study and training programs for Japanese employees, which we have been doing for some time.