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Together with Our Employees

Clarion values independent individuals in its recruitment, putting the emphasis on people by themselves. Furthermore, we operate a Human Resources Administration System which enables each individual employee to pursue his or her work with passion. We develop human resources capable of global thinking and a positive approach to breakthroughs, and foster the individuality and challenging spirit of our employees.
* Followings are systems in place at Clarion Co., Ltd.



■ Basic Policies on Recruiting

Clarion prohibits discrimination based on nationality, gender, religion, race, etc. and aims to recruit and train people with a wide range of personal values. Furthermore, as stated in the “Clarion Group Code of Conduct”, we respect the human rights and individuality of each employee.

■ The Kind of People We Want, Respect for Diverse Personal Values

Clarion is looking for “independent personnel, defined as people who can independently think, positively work on anything, and learn with curiosity.” When recruiting personnel, we select people valuing their personal merits, irrespective of their academic background, gender, religion or nationality. Through the selection procedures of group work, and group as well as individual interviews, Clarion evaluates personalities, and assessments are made based on their ability of good communication and unique ideas. We try to let potential recruits feel our corporate culture and have better understanding of the company through personal discussions with employees in pre recruiting seminars and similar sessions. We make efforts to ensure a transparent selection process by giving all candidates having passed preliminary screening, feedback of the full content of their assessment.

■ Employment of People with Disabilities

Clarion aims to expand its hiring of people with disabilities. The rate of employees with disabilities at the headquarters was 2.15% in fiscal 2014, and we achieved the legal requirement of 2.0%.

■ Male and Female New Graduate Recruitment Ratios

■ Equal Opportunity and Treatment in Employment

We are making reforming efforts so that human resources with divers characters and senses of value as well as inspiration can work lively. The above efforts include awareness raising through seminars on issues around applied laws and regulations, such as sexual harassment matter in Equal Employment Opportunity Law as well as promotions of diversity recruiting.
Female employees with experience of bearing child can achieve their life-work balance taking advantage of Child Care Leave and Short Working Hours System, and are working with feeling of achievement.
The proportion of female employees at the Headquarters is low at 12%, but through active recruiting efforts ratio of female in the new graduate recruitment in 2014 increased to 42.9%. We do not have any discrimination in recruitment by gender pursuant to the Basic Policies.
Female employees are finding a wider range of opportunities of work in our R&D, purchasing and sales departments.

Human Resources Administration System


■ Basic Policy on Human Resources Administration

Clarion states in its corporate philosophy; “Respecting the individuality and ability of each employee, and establishing a corporate culture of generosity”. Based on this philosophy, our H.R. administration system ensures that each employee is able to engage oneself to work with sense of independence and high motivation, and performance is duly appraised according to role, responsibility and contribution.

■ H.R. Administration

◆ Qualification System 
Qualification levels are set based on the role, responsibility and ability. Ranks based on expected role, responsibility and contribution are in place. Rank promotions are examined once a year when an employee qualifies requirements of each rank.

◆ Salary System
A salary range system based on qualification levels has been introduced. Salary is based on a range system according to qualification ranks, which considers the level dominant in the market.

◆ Appraisal System
Every six months, performance is assessed based on goal management, and the accuracy of activities and ability demonstrated throughout the year are evaluated. Performance of each employee is appraised based on the level of achievement within semi-annual target control, and annual appraisal is made based on appropriateness in performed competence. Semi-annual appraisal is reflected on the bonus and annual appraisal on salary and rank promotion.

◆ In-House Recruitment System and FA System
To encourage independent career formation, Clarion has adopted a new in-house recruitment system featuring workplace reassignment procedures whereby an employee may be reassigned if they so wish, as an opportunity. We also introduced the FA (Free Agent) system to encourage flexible movement of personnel within the company.

Human Resource Development


■ Basic Policy on H.R. Development

Clarion’s target is upbringing of group of professionals who can cope with rapid changes in the business environments. With defining “global human resources” (∗), we continue our efforts to recruit and bring up personnel who have potential of working in the global arena, and to let individuals and organizations exert their maximum potentials.

∗ Global Human Resources:
Personnel who have communication, leadership and negotiating skills that enable them to execute their duties effectively in international operations, actual experience including of cross-cultural understanding, as well as results demonstrated in various situations in global business

■ Education and Training System

Clarion provides its employees with following system to embody their expected employee role models.

● Status of Education Administration System (Apr. 2013 – Mar. 2014)

■ Career Development Support System

Besides collective training/education organized by the company, Clarion has an information system for registration and administration of individual self education, and it is utilized in supporting career development.

Clarion has adopted “Mentor System” through which new recruits are given special attention and development support.

Mentor System 
This is a system whereby each new employee (a mentee) is allocated with a senior staff member from the same department as his/her mentor. This encourages each new recruit to become independent and to build up internal network within the company at an earlier stage of employment.

Work-Life Balance


■ Support for Childcare and Nursing

Clarion has set up a “Childcare Leave System”, a “Nursing Leave System”, a “Vacation Deposit System” and a “Temporary Leave System during Spouse’ Assignment Abroad” in order to ensure environments and working conditions for employees needing to take care small children and/or older family members to balance their roles at work and at home.
Furthermore, in response to the Law for Measures to Development of the Next Generation, we laid out action plans and promote awareness raising at education and training sessions for each segment. We are proceeding with further improvement of the system in view of diversification.

■ Initiatives to Improve Full Consumption of Paid Holidays

Clarion works to create systems to facilitate full consumption of paid holidays. Clarion has introduced planned consumption of two consecutive holidays, and “Anniversary Holidays”(3 days).

Safety in the Working Environment

Clarion has established the Health and Safety Committee, which is working to develop healthier and safer workplace environments, and to comply with laws, regulations and ordinances related to health and safety in the workplace.

■ Health and Safety Committee

Clarion holds a meeting of the Health and Safety Committee once a month to discuss relevant topics.

■ Prevention of Industrial Accidents

In order to ensure safety of employees as utmost priority and to fulfill corporate social responsibilities, Clarion promotes various measures with the target of zero industrial accidents. In Fiscal 2013 also, there was no serious incident. 

■ Mental and Physical Health

We see rising risk of lifestyle related disease recently. We consider employees who are healthy both physically and mentally can give power to the company.

1. Physical Health
All employees over 35 years of age, when higher risk for disease starts, can now go through one-day visit regular health check, which gives more accurate diagnosis. The examination results are verified by industrial physicians and work health professionals and necessary guidance is given to those for whom observations have been made.

2. Mental Health
For better mental health, Clarion has “telephone consultation” and “personal consultation” systems. Within the latter system, the industrial physicians and the work health professionals. Designated psychiatrist doctors and industry mental health coordinators give personal care to those in need. Additionally, we provided mental health lectures every year. In fiscal 2013, we carried out mental health care education via e-learning for all employees. We learned about mental health care and how to deal with stress.
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