Actions on Materiality
Training and Education (FY2019 Report)
Reasons why materiality is important for our business.
The Daigas Group is committed to creating value primarily for customers, as well as for society, shareholders, and employees, as stated in the Daigas Group Declaration, part of the Daigas Group Corporate Principles.
We believe that developing human and intellectual capital is a source of value creation. The Daigas Group’s Long-Term Management Vision 2030 lists the promotion of work style reform and development of human resources as important goals to be attained by 2030. We consider it vital to develop personnel who are capable of working in an active manner in a rapidly changing business environment, and to that end we offer a range of training and educational programs aimed at developing individual capabilities.
Inside of the Group
Management systems and its performance
Indicator (GRI Standards: 404-1)
Average hours of training per year per employee
The Daigas Group Code of Conduct was formulated and the Group has declared its intention of creating workplaces in which employees can work with peace of mind. We will respect employee individuality and support career design and skills development to enable diverse personnel to reach their full potential.
(International and domestic standards)
- U.N. Global Compact
- Act for Measures to Support the Development of the Next Generation
- Act on the Promotion of Women’s Participation and Advancement in the Workplace
(In-house policy and standards)
- Daigas Group Code of Conduct
- Daigas Group Diversity Promotion Policy
Osaka Gas has introduced a personnel system that helps all employees to clarify their roles and expectations through meetings with superiors who serve as training advisors. Employees themselves select a career track course to pursue.
We offer a wide range of training programs for all positions and job descriptions, in addition to the system of training by career track. These include training programs by level—junior/new, mid-level, managerial, etc.—along with self-directed training. Overseas business training is also conducted to develop personnel who can play an active role globally.
HR Development System
|Human Resources Dept.||Guidance on common training elements company-wide|
|Organizational unit||Guidance on training elements unique to the organizational unit (job expertise, acquisition of qualification, etc.)|
|Supervisors||Person responsible for training|
|Personal tutor and advisor (PTA)||Person in charge of training new employees for three years after joining the company|
|General affairs||Supervision of and support for training|
To help develop employee skills, we conduct assessments through meetings between employees and their superiors based on Management by Objectives (MBO), with periodic follow-up meetings. This mechanism encourages each individual’s willingness to grow and helps us formulate a training plan.
- ・Average annual hours of training per employee
- 25.1 hours / person
- ・e-learning (safety, information security, environment) program* Includes temporary employees and part-time workers
- Number of participants: 5,029 / course
No. of hours: 3.67 hours / person