Tokyogasgroup csr report

Enhancement of People-Centered Management Base

Personnel Development and Career Development

Personnel Development Systems

Basic policy
We develop the skills of our employees in recognition of the fact that people experience growth through their jobs. To this end, we focus on providing instructive training given by superiors on the job (OJT), effectively combined with training (OFF-JT) programs, self-development programs, and workplace transfers and rotations. We also operate an open recruitment system and conduct interviews on career plans so that employees can find self-fulfillment and a sense of satisfaction in their work.
DFF Inc., Corporate Social Responsibility Sect, General Administration Dept., Corporate Planning Dept., Resources & Global Business Division, Energy Solution Div, Power Buisiness Dept., Pipeline Network Division, IT Division, Residential Sales Div., Fundamental Technology Dept., Energy Solution Div, Environmental Affairs Dept., Purchasing Dept. , Health Insurance & Employees' Welfare Sect., Personnel Dept., Internal Audit Dept., Audit & Supervisory Board Member's Office, Compliance Dept., Regional Development Div., Finance Dept, TGES, TOKYO GAS COMMUNICATIONS, INC.

Human Resource Development Programs

Our Human Resource Development Programs for training employees are composed of two pillars: training to develop foundational and common skills as business people and training to develop a broad range of expertise. By expanding, enhancing, and increasing the skills required of "contribution-type" employees, we aim to foster both employees who can think for themselves, act and involve others, and employees who can adapt flexibly to changes in the business environment. We thus seek to maximize the distinctive traits and strengths of each and every one of our employees, enhancing our overall productivity through their individual growth, and fostering employees who can serve as the driving force of Tokyo Gas Group. 
 
Human Resource Development in Residential Services
Human Resource Development Centers
Our human resource development centers provide training for employees of Tokyo Gas Group and partner companies in the residential services sector. In fiscal 2016, about 60 instructors taught some 170 courses (1,333 sessions in total). These instructors consist of former as well as current employees, and also employees of group companies. Courses are designed in collaboration with the departments concerned and cover training in technical skills to guarantee the quality of field work (safety inspections, equipment repairs, installation of gas appliances and water heaters, and gas installation work) and training to develop the mindset and basic knowledge required to remain the customer’s choice. Training leads to qualifications under our internal qualification scheme, and e-learning courses are offered to provide employees with an accessible means of renewing their qualifications.
 
Training facilities

Tsurumi Human Resource Development Center 
(23 classrooms, 25 practical training rooms, and other facilities including a concept house and amenity space)
Tsurumi Human Resource Development Center Tsurumi Human Resource Development Center Tsurumi Human Resource Development Center

Takinogawa Human Resource Development Center
(2 classrooms and 3 practical training rooms)
Takinogawa Human Resource Development Center

Senju Human Resource Development Center
(1 classroom and 4 practical training rooms)
Senju Human Resource Development Center


Human Resource Development in the Pipeline Sector
The Pipeline Network Division defines human resource requirements and implements human resource development measures to establish the foundations for human resource development from a mid- to long-term perspective. Specialist skills are developed through OJT based mainly on daily supervision and Off-JT provided at training centers and other facilities in order to ensure the maintenance and transmission of skills and technologies.

Skills and Technology Certification Program
We have introduced arrangements to equip individual employees with the skills and abilities needed to perform work responsibly in conformance with customers’ and society’s expectations. This program provides mechanisms to ensure that work is performed by personnel possessing a certified level of skills, and it is fundamental to our ongoing fulfilment of our responsibilities to the customer and society.

“Meister” Instruction Program
This is an in-house qualification scheme that facilitates personnel development by certifying highly skilled personnel to raise workplace skills and ensure the smooth transmission of skills to the next generation. The program provides a clear vision of what it takes to be the ultimate professional so as to encourage personnel to develop the skills to become “Meister” instructors to their younger colleagues and become more aware of their important role as certified experts in passing on their skills to younger personnel.

Training Centers (Pipeline Training Center, Emergency Management Training Center, Transmission Training Center)
Off-JT is provided at three centers organized according to line of work. In addition to providing regular training for employees of Tokyo Gas Group and partner companies in the form of basic induction training, training to raise work performance capacity, and common core training, these centers deliver customized training and onsite training, loan training resources such as tools and videos, and offer open access to their facilities.
 
Training facilities

Pipeline Training Center (Tsurumi)
Pipeline Training Center (Tsurumi) Pipeline Training Center (Tsurumi)

Emergency Management Training Center (Tsurumi)
Emergency Management Training Center (Tsurumi) Emergency Management Training Center (Tsurumi)

Transmission Training Center (Soka)
Transmission Training Center (Soka) Transmission Training Center (Soka)

 

Use of Training Management System
The above training is administered via a system called STUDY II (and a qualification management system in the case of the Transmission Training Center). Employees of Tokyo Gas Group and partner companies can apply for training using STUDY II, and information on the system can be shared with other systems to make it easier for employees to manage their personal learning records . 


Tokyo Gas Group Mindset Orientation
 

In April 2017, all new Group employees received “Tokyo Gas Group Mindset Orientation.” The purpose of this orientation is to instill a strong sense of belonging in new recruits in order to make them more aware of being part of our Group. The orientation program includes lectures on subjects such as the Group’s main policies, customer satisfaction, compliance, human rights, the environment, diversity, and CSR. Athlete Keiichi Kimura (employed in the Personnel Department) also spoke on his experience of winning silver and bronze medals in swimming at last year’s Rio 2016 Paralympics and his future challenges in order to share the importance of having a passion for tackling new challenges.

  • Tokyo Gas Group Mindset Orientation sessionTokyo Gas Group Mindset Orientation session
  • Keiichi KimuraKeiichi Kimura

DFF Inc., Corporate Social Responsibility Sect, General Administration Dept., Corporate Planning Dept., Resources & Global Business Division, Energy Solution Div, Power Buisiness Dept., Pipeline Network Division, IT Division, Residential Sales Div., Fundamental Technology Dept., Energy Solution Div, Environmental Affairs Dept., Purchasing Dept. , Health Insurance & Employees' Welfare Sect., Personnel Dept., Internal Audit Dept., Audit & Supervisory Board Member's Office, Compliance Dept., Regional Development Div., Finance Dept, TGES, TOKYO GAS COMMUNICATIONS, INC.

Transfers and Rotations

Assigning the right people to the right jobs

We aim to allocate the right person to the right position to ensure that our employees can feel challenged by and gain satisfaction from their work. Every year, employees have an interview with their superiors regarding their career plan. Their own self-evaluation is entered into the personnel system together with the evaluation by their superiors to be utilized for future relocation plans and further career development.


Open recruitment system and free agent system

To supplement the regular method of personnel transfers, we operate an "open recruitment system" through which employees can put themselves forward for positions in new business projects and other opportunities, as well as a "free agent" system that allows employees to challenge themselves by applying for positions that they wish to be considered for.

DFF Inc., Corporate Social Responsibility Sect, General Administration Dept., Corporate Planning Dept., Resources & Global Business Division, Energy Solution Div, Power Buisiness Dept., Pipeline Network Division, IT Division, Residential Sales Div., Fundamental Technology Dept., Energy Solution Div, Environmental Affairs Dept., Purchasing Dept. , Health Insurance & Employees' Welfare Sect., Personnel Dept., Internal Audit Dept., Audit & Supervisory Board Member's Office, Compliance Dept., Regional Development Div., Finance Dept, TGES, TOKYO GAS COMMUNICATIONS, INC.