滨松光子学株式会社的目标是通过在全球范围内为医疗、工业、分析和测量应用提供关键产品,为世界各地人们的健康和福祉做出贡献。为满足这一需求,我们认识到建立组织和企业文化的重要性,鼓励员工不仅支持现状,而且基于自由和创新思维积极参与。
这是一个宏伟的目标。为了实现这一目标,滨松光子学株式会社致力于将人权——世界各地所有人的基本权利——置于我们的业务基础之上。所有员工都应理解公司行为准则的原则,包括禁止就业歧视和促进机会平等;禁止童工和强迫劳动;尊重人权。2017 年 8 月,滨松光子学株式会社签署了联合国全球契约,声明公司支持其 10 大原则。
公司将继续在总务部人力资源小组的指导下推进尊重人权的工作。
滨松光子学株式会社从事光业务,关于光性质的许多内容仍未得到解答。我们从长期追求未知和未探索的领域的角度来解决这些问题。在滨松光子学株式会社,我们假设我们的员工长期与我们在一起。因此,我们付出了巨大努力,创造舒适且长期支持员工的工作环境。滨松光子学株式会社以奖励员工对公司业务成果的长期贡献的工资结构为基础,支付工资,并附带对员工工作公平补偿的奖金(包括绩效奖金)。
我们有关工作条件的招聘规定发布在我们的内部网站上,任何员工都可以随时阅读。
滨松光子学株式会社维持一项退休计划。2002 年 3 月,公司推出了持续就业计划。根据该计划,月薪收入者的退休年龄从 60 岁增加到 65 岁。在继续就业的同时,公司在延长期内提供的工资金额与 60 岁时获得的工资金额相同。该计划创造了一个环境,使老员工可以充分利用他们的技能和能力,将他们的知识传递给年轻的同事。该计划还使滨松光子学株式会社能够留住其所需的优秀人才。
此前,滨松光子学株式会社雇佣了大量兼职员工。兼职员工受雇于固定期限合同。他们的每日工作时间比月薪收入者要短。然而,兼职员工在滨松光子学株式会社的广泛流程中发挥着至关重要的作用。请注意,2010 年,公司将所有兼职员工的状态更改为“规定工时的员工”,引入了没有固定期限的雇佣合同。由此制定的雇佣计划为兼职员工提供了在公司稳定的职位,使他们能够放心地履行职责。
滨松光子学株式会社尊重工人的组织权。如今,公司的工人由滨松光子学株式会社工会代表。截至 2023 年 9 月,97.9% 的非管理层员工属于工会。公司和工会都努力建立以相互善意和信任为特征的劳动管理关系。双方均致力于公司业务的增长。
公司和工会每月都会定期召开一次会议,称为劳动管理会议。当工会呼吁集体谈判时,公司会善意回应。基于人们普遍认识到,劳动和管理层必须致力于合作以改善业务成果,双方从工作条件开始,反复讨论各种主题。
经过劳动管理谈判,近年来,基本工资和奖金的增加情况如下。
基本工资增加 (%) | 奖金(月薪等值) | |
---|---|---|
2023 财年 | 2.66 | 6.1 |
2022 财年 | 0.78 | 5.8 |
2021 财年 | 0.33 | 5.5 |
滨松光子学株式会社明白,要在公司事务中发挥动态作用,每位员工都依赖于家庭和社区生活的坚实基础。因此,公司努力确保员工的工作与生活平衡。我们根据需要与工会协商,采取如下措施。
2022 财年:13.1 小时
2021 财年:14.2 小时
2020 财年:12.2 小时
员工带薪休假后,他们会以全新的精神面貌回到工作岗位,准备好以新的活力处理下一项任务。滨松光子学株式会社认识到带薪休假对提高生产力的贡献。因此,从入职第一年起,滨松光子学株式会社便为员工提供年假。公司还提供各种特殊休假计划(示例如下),并鼓励员工利用这些计划。
2022 财年:84.2%
2021 财年:77.0%
2020 财年:72.8%
2022 财年:95.4%
2021 财年:95.2%
2020 财年:95.5%
2022 财年:7482.5 天
2021 财年:3,763.5 天
2020 财年:2,439 天
当一名为公司做出贡献的有成就员工因疾病等原因而无法工作时,该员工可能因无法工作而不得已退休。这种情况不仅对员工造成重大损失,对公司也造成重大损失。为了解决这个问题,滨松光子学株式会社制定了一项针对疾病或伤害的临时退休计划。根据此计划,员工可以根据其连续服务年数暂时退休,带薪休假构成该暂时退休期的一部分。公司已制定因疾病或受伤而暂时退休的指南,以便暂时退休的员工可以安全地返回工作岗位,并在公司中再次发挥积极作用。
有经验和良好业绩的员工退休,会给公司带来重大损失。为使员工能够持续为滨松光子学株式会社工作,公司制定了以下措施。
已生育的女性员工人数 | 因分娩而辞职的女性员工人数 | |
---|---|---|
2022 财年 | 16 | 0 |
2021 财年 | 20 | 0 |
2020 财年 | 14 | 0 |
男性也有资格接受临时退休育儿、缩短工作时间用于育儿、育儿弹性工作时间和育儿轮班工作。
育儿临时退休 | 缩短工作时间用于育儿 | 育儿弹性工作时间 | 育儿轮班工作 | |||||
---|---|---|---|---|---|---|---|---|
男性 | 女性 | 男性 | 女性 | 男性 | 女性 | 男性 | 女性 | |
2022 财年 | 83 | 14 | 6 | 30 | 77 | 6 | 19 | 1 |
2021 财年 | 42 | 22 | 7 | 25 | 65 | 4 | 14 | 0 |
2020 财年 | 26 | 14 | 3 | 32 | 59 | 9 | 10 | 1 |
临时退休护理、缩短工作时间用于护理、护理弹性工作时间和护理轮班工作的结果如下。
临时退休护理 | 缩短工作时间用于护理 | 护理弹性工作时间 | 护理轮班工作 | |||||
---|---|---|---|---|---|---|---|---|
男性 | 女性 | 男性 | 女性 | 男性 | 女性 | 男性 | 女性 | |
2022 财年 | 0 | 1 | 0 | 0 | 2 | 2 | 0 | 1 |
2021 财年 | 2 | 0 | 1 | 0 | 4 | 1 | 0 | 0 |
2020 财年 | 0 | 0 | 0 | 0 | 1 | 0 | 0 | 0 |
为了帮助员工建立资产组合,公司推出了员工持股协会计划。在滨松光子学株式会社首次公开发行股份 (IPO) 之前,引入了员工持股协会计划。为了鼓励员工勤勉尽责,并进一步促进公司业绩的改善,滨松光子学株式会社提供员工购买公司股份成本 10% 的激励性付款。
由于这些长期的持股协会活动,超过 90% 的滨松光子学株式会社员工加入了持股协会。在某些年里,100% 的新员工加入了持股协会。
持股协会成员人数 | 持股协会成员率 | |
---|---|---|
截至 2022 年 9 月底 | 3,684 | 92.98% |
截至 2021 年 9 月底 | 3,555 | 92.87% |
截至 2020 年 9 月底 | 3,447 | 91.99% |
滨松光子学株式会社每年都会迎接来自日本各地的 100 多名员工。对于来自远方地区的员工而言,寻找居住地尤为重要。为了帮助这些员工,滨松光子学株式会社建造了宿舍,并为单身员工提供住所。我们还为感兴趣的员工提供低成本的早餐和晚餐服务。滨松光子学株式会社通过降低宿舍住户的成本,为从远处地区加入公司的员工的工作和家庭生活提供支持。
我们的宿舍尊重单身员工的尊严和隐私。每位住户都分配有自己的套房,并且不会宵禁。此外,当来自海外子公司的学员和来自外国联合研究合作伙伴的研究人员抵达日本时,公司会为他们提供空置的宿舍套房作为临时住所。
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