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CSR Charter ⅤManagement Policy for Human Growth

Human Resource Development and Rewards

Principle and Outline

The Daigas Group strives to be a company where all employees can attain personal growth through their work. To that end, we have introduced career course-specific human resource systems that respect and make full use of the individuality and initiative of employees, and we provide a variety of training. We are also dispatching employees on overseas assignments or arranging for overseas business training to develop human resources capable of playing active roles globally. Furthermore, we carry out cogent personnel evaluations based on Management by Objectives (MBO) and we have established mechanisms enabling employees to take on the challenges of self-directed career development.

Personnel System

Personnel system fostering each workforce plays a greater role

To realize continuous growth and development of Osaka Gas through initiatives for achieving “Field of Dreams 2020,” the Daigas Group long-term management vision, and “Catalyze Our Dreams,” medium-term business plan, Osaka Gas introduced a personnel system by which we clarify the roles and expectations for each position, and perform hiring, training, evaluation, and placement appropriate for various job roles. This personnel system allows employees to choose which career track they would like to pursue in Osaka Gas.

Overview of Personnel Management System

Overview of Personnel Management System�v

Training System

Training according to all career tracks, job levels and job descriptions

Osaka Gas has training programs for all employee levels that are designed to spur motivation and personal growth.

We have a wide range of training for all positions and job descriptions. In addition to a training system divided by career track courses that employees select to pursue, we have different training programs for junior and new employees, mid-level employees, and executives, as well as a variety of elective training courses.

Training courses by career track

We develop and conduct systematic training so that employees can acquire the skills and abilities required to be successful in the career tracks they select.

Meister Course

This course aims to train job professionals who can produce high results with a wealth of experience and excellent skills, as well as help improve the Company's performance by handing down their skills and expertise to future generations. Each business unit has its human resource development center where employees can systematically acquire the skills and expertise required to accomplish jobs at each workplace. The Human Resources Department provides training designed to improve the ability to pass the skills and techniques on to later generations, across different business units.

Management Course

This course is intended to foster future supervisors and managers who will manage business operations based on a wealth of job experiences and leadership, and help revitalize their organizations and promote the growth of subordinates. To nurture future supervisors and managers, we offer training for selected employees to enhance their management capabilities and leadership.

General Course

This course aims to train personnel who will be responsible for staff affairs, including devising strategies for each business unit and for the entire Daigas Group, and who will lead their organizations with extensive experience in management and other various fields. Twice a year we offer in-house business schooling designed for junior employees and mid-level employees. They learn logical thinking, marketing, accounting, finance, and other knowledge and skills that will serve as the foundation for strategy planning.

Specialist Course

This course is intended to nurture specialists who will devise strategies for each business unit and the Daigas Group, and contribute to decision-making and implementation of the strategies. In addition to the in-house business schools offered by the General Course, we organize in-house seminars to impart advanced expertise in each business field.

Training for all job levels

Training for junior and new employees

Training for junior and new employees

Training for Junior and New Employees

Osaka Gas designates the first three years as the junior/new employee training period, when employees are given the basis for becoming competent company workers. After employees acquire the basic conduct and manners during orientation, they undergo follow-up training once a year to improve on the abilities they need at each stage of growth. During this period, each new employee has a personal tutor and advisor (PTA) who helps him or her to learn and grow on the job.

Mid-level Employees Awareness Program

After being with the company for a certain amount of time, when employees change their jobs or responsibilities, they undergo action observation assessment training through aptitude tests and practice tasks. Each employee's aptitude and abilities are objectively assessed, and used to assist them in future self-development and to place them in positions that match their abilities.

Management Strengthening Training

To strengthen the management skills of supervisors and managers, we are implementing group training that enables participants to acquire the knowledge needed by managers on utilizing in-house systems and managing risk, establishing organizational tasks, and managing subordinates, and helps them to learn the necessary communication skills.

Training for developing human resources leading overseas operation

Our employee working overseas in the Trainees Program (second from right)

Our employee working overseas in the
Trainees Program (second from right)

Overseas Business Training System

To develop human resources who can play active roles in overseas business, Osaka Gas dispatches personnel nominated to engage in overseas business to locations overseas or domestic locations with an overseas-like environment to complete short-term intensive overseas business training curricula.

[Specific examples of curricula]
Overseas training systems (dispatching nominees to affiliate companies under the Energy Resources and International Business Unit, overseas research institutions, etc.), short-term language study abroad, etc.

Overseas study system

Employees are sent to overseas universities to enhance their understanding of global business operations and help them acquire management literacy.

Language study support

We are supporting English-language study in order to develop human resources capable of playing active roles both inside and outside Japan.

Employee Performance Evaluation and Interviews

Evaluating employees to help them grow

Osaka Gas strives to create a fair system of assessment through meetings between employees and their superiors. These meetings incorporate two assessment indices: (1) performance assessment, which measures how well results are being achieved based on the management by objective (MBO), a performance management system; and (2) role expectation assessment, under which assessment is made of how well action is being carried out on a daily basis. Under our objective management system, employees set and aim for their own targets, and assessment is based not just on results but also on employees' willingness to take on new challenges and experiment with new ways to reach their goals.

Assessment System

Assessment System

Evaluation on employees' compliance efforts

Since FY2009, compliance efforts have been included in employee performance evaluations. This contributes to better legal compliance and an improved sense of ethics among employees.

Furthering Employees' Careers at Osaka Gas

Self-motivated career design

Once a year, self-observation interviews are held for all employees, who reflect on the state and personal rewards of their jobs, and describe their medium- and long-term career hopes and the path they wish to take to get there. These interviews help gather valuable opinions and desires of employees, which managers use to place them in positions that suit their personal goals. The result is the furthering of self-designed employee careers.

Employees can also take the initiative in furthering their own careers under our internal Challenge Programs, which allows them to apply for other job openings at the Daigas Group that they want to try. Since fiscal 1989, when the system was introduced, a total of more than 200 employees have taken advantage of it.

Skill Development Support

Aiming to improve field operational skills

We are offering skills training in the management of terminal facilities, the construction and safety inspection of gas supply pipes, and the installation and repair of equipment to employees of the Daigas Group to ensure that we can safely supply customers with gas.

In FY2018, a total of 25,733 people underwent a wide range of training, and we are striving to improve the precision of field operations.

CSR of Daigas Group

President's Commitment
Management and CSR of the Daigas Group
Policies on CSR
Special Feature
Contribution to the Sustainable
Development Goals (SDGs)
Corporate Governance
Stakeholder Engagement
Value Chain of the Daigas Group
Actions on Materiality
CSR Charter Ⅰ
Creating Value for Customers
CSR Charter Ⅱ
Harmonizing with the Environment and Contributing to Realizing a Sustainable Society
CSR Charter Ⅲ
Being a Good Corporate Citizen Contributing to Society
CSR Charter Ⅳ
Complying with Laws and Regulations and Respect for Human Rights
CSR Charter Ⅴ
Management Policy for Human Growth
ESG Data
Reporting

President's Commitment
Management and CSR of the Daigas Group
Corporate Principles and CSR Charter
Daigas Group Code of Conduct
Global Compact and ISO 26000
Long-Term Management Vision 2030
Medium-Term Management Plan 2020
Policies on CSR
Special Feature
Contribution to the Sustainable Development Goals (SDGs)
Addressing Social Issues through Energy Services
Promote Efforts for Recognition, Understanding and Penetration of SDGs
Corporate Governance
Corporate Governance
Risk Management
CSR Management
Stakeholder Engagement
Dialogue and Cooperation with Stakeholders
Response to Stakeholders' Voices
Value Chain of the Daigas Group
Enhancement of CSR in Our Value Chain
Social Impact of Business Activities in Our Energy Value Chain and Efforts to Reduce Such Impact
CSR Efforts Throughout Supply Chain
Electricity and Gas Industry Reform
Actions on Materiality
Materiality
Customer Health and Safety
Product and Service Labeling
Energy / Emissions
Effluents and Waste
Local Communities
Customer Privacy
Grievance Mechanisms
Supplier Assessment
CSR Charter Ⅰ
Creating Value for Customers
Index
CSR Indicator
Safety and Security 1: Procurement Stage
Safety and Security 2: Processing Stage
Safety and Security 3: Distribution Stage
Safety and Security 4: Consumption Stage
Incorporating Customer Opinions
Proposing New Value
CSR Charter Ⅱ
Harmonizing with the Environment and Contributing to Realizing a Sustainable Society
Index
CSR Indicator
Environmental Management
Environmental Action Targets
Environmental Impact throughout the Daigas Group Value Chain
Risks and Opportunities Related to Climate Change
Method to Evaluate Effects of CO2 Emissions Reduction and Results
Efforts Contributing to Realizing a Low-Carbon Society
Helping Customers' Efforts for Realizing a Low-Carbon Society
Efforts in Resource Recycling
Conserving Biodiversity
Developing Environmental Technologies
Addressing Environmental Risk
Green Purchasing and Green Distribution
Environmental Communication
CSR Charter Ⅲ
Being a Good Corporate Citizen Contributing to Society
Index
CSR Indicator
Social Contribution Activities
Corporate Volunteering Activities under the “Small Light Campaign”
Activities for Promoting Communication with Society
Activities at Osaka Gas' Foundations
CSR Charter Ⅳ
Complying with Laws and Regulations and Respect for Human Rights
Index
CSR Indicator
Compliance Promotion Efforts
Action on Human Rights
Efforts for Protection of Personal Information
Information Security
Consultations and Reports from Partner Companies
CSR Charter Ⅴ
Management Policy for Human Growth
Index
CSR Indicator
Employment
Acceptance of Diversity
Balancing Work and Family
Human Resource Development and Rewards
Communication Between Employees and Company
Improving Occupational Health and Safety
ESG Data
Environmental Performance Data
Social Data
Governance Data
Reporting
CSR Report Policy
Commendation from the Outside
Third-Party Review / Third-Party Verification
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