What Denka Considers to be Specialists

Denka's purpose is to become specialists who make the world a better place through the power of chemistry. The Denka specialists who support this purpose are people who possess our three core values of Integrity, Initiative, and Empathy, give their best efforts in each of their respective places, and act with the will to become the best version of themselves that they can be in those places.

Hiring Specialists

Denka's recruitment activities have a major purpose of welcoming excellent human resources who can become specialists in Denka. To achieve this purpose, we are planning to recruit a diverse range of human resources with various backgrounds, regardless of gender or nationality, in a best-mix of new graduates and mid-career professionals.

Denka's Personnel System

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

1. Disclose the contents of the system, evaluation criteria, and promotion criteria to employees in order to ensure "transparency."
2. Conduct evaluation with "fairness" based on clearly defined roles and definitions for each personnel grade and job type.
3. Companies must ensure that evaluators provide feedback so that each individual can move on to the next step with a sense of "persuasiveness" regarding the evaluation process and results.

Promoting proactive career development by employees

Education and training programs

Denka believes that the growth of each and every Denka employee is indispensable for the realization of our VISION. The challenges of one person stimulate those around them and give rise to new challenges for someone else. Challenges bring about positive change to organizations and create a culture that encourages people to take on challenges. The potential of people is nothing but the potential of organizations. Denka will strongly support the challenges of each individual to become the best version of themselves and continue to pursue the creation of more opportunities for growth within the organization.

Denka's human resource training programs consist of two main components: ① "Training Programs," which include mandatory programs for each employee rank and optional programs for self-directed learning, and ② "Development Measures," which support employees in achieving their career goals, including self-development support systems.

In the mandatory programs, we provide programs tailored to the "ideal employees" defined by each employee's rank every year starting from the year of joining the Company. For example, for the young employees up to five years after joining the Company, we define that they are required to become people who "have a sense of ownership and can achieve results by involving those around them," and provide opportunities to acquire the mindsets, skills, and knowledge necessary to become such people, thereby supporting their growth.
For the management employees, we define that they are required to become people who "understand the roles required of them and can demonstrate leadership to bring about organizational change by acquiring knowledge and skills," and conduct management training that can support their growth. Furthermore, in order for Denka to continue creating products that are always needed by the world, it is essential for all Denka employees to accurately grasp the trends of the times. Therefore, we also make mega trend training mandatory using teaching materials that are easy for employees to relate to.

Our elective programs aim to foster a culture of self-directed learning, providing an environment where individuals can choose from programs focusing on critical thinking, communication, and business/professional skills—programs they deem necessary or interesting—and learn through e-learning.
Furthermore, in order to support each employee in realizing the career they envision and taking on the challenge of forging their own path in life, Denka introduced a "Self-Development Support System" in fiscal year 2024. Under this system, the company provides a predetermined amount of money for learning opportunities ^* that employees choose themselves. The aim is to provide opportunities for growth that go beyond the scope of their assigned duties, and to cultivate and instill a self-motivated learning attitude as part of the organizational culture.

• ※There are certain restrictions on learning opportunities eligible for the stipulated amount of support.

Internal recruitment system

At Denka, we have introduced an internal recruitment system in 2023 to not only boost employee motivation by providing opportunities for employees to actively challenge their desired positions, but also to match organizational and individual needs.
By making the requirements for posts and job types needed by the Company public in advance and appointing the necessary personnel from among applicants, this system achieves the following two points.

• By having each department proactively address the securing of outstanding personnel and encouraging awareness and actions to enhance the appeal of each department, the Company aims to boost organizational vitality.
• Companies also measure the matching of employees' motivation and career plans with the human resource needs of each department in addition to the skills and experience that employees possess.