Denka is not only working to properly understand the strengths and individuality of each of its human resources and have them take on the most suitable roles but is also promoting the utilization of human resources and strengthening of development systems based on the vision of its “Mission 2030” management plan in order to develop future management team members, establish a company-wide education system, and create a self-learning culture.

The Profile of Specialists at Denka

Denka’s purpose is to “Make the world a better place as specialists in chemistry.” Denka’s “specialists,” who support this purpose, are human resources who, with our core values of “Initiative,” “Integrity,” and Empathy,” give their all in each workplace and act with the determination to become the best they can there.

Hiring Specialists

The main objective of our recruitment activities is to welcome talented human resources who can become Denka’s specialists into our company. To this end, we systematically hire a diverse range of people from various backgrounds, regardless of gender or nationality, using the best mix of new graduates and mid-career hires.

Denka’s Personnel System

Denka operates a personnel system that emphasizes the following three points to promote the growth and career development of each individual employee.

①

Disclose the details of the system, evaluation criteria, and promotion criteria to employees to ensure “transparency”

②

Conduct evaluations with “fairness” after clarifying roles and definitions of each personnel level and job group

③

Ensure thorough feedback from evaluators so that each employee can move on to the next step feeling a sense of “persuasiveness” regarding the evaluation process and results

Key points of personnel system

Major job group system

Promotion of employees’ independent career development

Education and Training Programs

Denka believes that the growth of each individual employee is essential to the realization of our Vision. When one person takes on a challenge, it stimulates those around them and can lead to someone else taking on a new challenge. Challenges bring about positive change to an organization and create a culture that encourages people to challenge themselves. The potential of people is nothing less than the potential of an organization. Denka strongly encourages each individual to take on the challenge of becoming the best version of themselves, while continuing to pursue the creation of more growth opportunities within the organization.

Denka’s human resources training program consists of two major components: (1) a “training program” consisting of mandatory programs for each employee level and elective programs that allow employees to learn independently, and (2) “development measures” that support career realization, including a self-development support system.

Mandatory programs are programs tailored to the “desired human resources profile” systematically defined for each employee level every year starting from the year of joining the company. For example, we have defined that young employees who are in their first five years at the company are required to be “human resources who can deliver results while maintaining a sense of ownership and involving others,” and we provide them with opportunities to acquire the mindset, skills, and knowledge necessary to become such human resources and encourage their growth.
In addition, we have defined that managers are required to be “human resources who understand the roles they are expected to take on and can demonstrate leadership to bring about organizational change by acquiring knowledge and skills,” and we conduct management training to encourage their growth. Furthermore, in order to ensure that Denka continues to produce products that are needed around the world, we believe that it is essential for all Denka employees to have a firm grasp of current trends in society and have made education on megatrends mandatory, using employee-friendly materials.

With the aim of “fostering a culture of self-learning,” elective programs create an environment where each employee can select what they think is necessary and what interests them from among thinking, communication, business/operational skills programs, learning them through e-learning. In addition, as a new initiative for training measures, we have introduced a self-development support system from FY2024.

Internal Recruitment System

Denka introduced an internal recruitment system in FY2023 as a means of not only increasing motivation but also matching the needs of each organization and individual by providing employees with opportunities to actively challenge themselves to take on positions of their choice in consideration of their own careers.
The following two points are being achieved through a system in which requirements for posts and positions needed by the company are disclosed to employees in advance, and the necessary personnel are appointed from among the applicants.

1. By encouraging each department to actively engage in securing excellent human resources and to be aware of and take steps to enhance the attractiveness of their own departments, we can improve the vitality of the organization.
2. We take into account not only the applicants’ skill and experience but also their motivation and career plans when matching them with the human resource needs of each department