Basic Policy

Sumitomo Forestry strives to create an environment that facilitates free and vigorous expression as well as an exchange of opinions by employees so that they can perform their responsibilities with vigor, integrity and consideration for others. The Company wants each and every employee to grow within a corporate culture of respect for individual employees, and fair evaluation of accomplishments and efforts.

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Communication in Employee Evaluation and Job Execution

Sumitomo Forestry has a policy of providing all employees feedback on their evaluation results, with the main objective of nurturing and developing human resources through employee evaluations. Meetings between individual employees and supervisors must be held once every six months, providing an opportunity to set targets and receive an explanation of evaluation results.

In fiscal 2019, we also adopted value evaluations to assess the management skills of employees in general management roles, cultivate the ability for staff to think independently and take action, and to realize corporate development and employee growth not only in the short-term but also long-term performance. A value evaluation defines “value” as something that contributes to future corporate growth by ensuring the full understanding of the corporate philosophy, Our Values and management challenges as well as adherence to the Code of Conduct. These assessments are a framework to evaluate the employees who lead “value” as specific actions and initiatives.

In fiscal 2020, the multi-faceted evaluation system (360 Degree Evaluation) was conducted for management employees in charge of organizational management, employees new to management or who intend to become management. From these results, a feedback workshop is conducted to help these employees precisely recognize the current situation (awareness), gain hints into specific management actions as well as help them formulate and execute independent action plans. In addition, these evaluation results also provide feedback to supervisors of the organization where these employees belong as reference for their own evaluations and guidance to each employee.

Sumitomo Forestry also recognizes the continuous service of employees who have worked for 10 and 20 years to thank them for their contributions to the company over so many years. In addition, the Personnel Department conducts direct self-report hearings of all employees once a year to ascertain opinions on jobs and workplaces, transfer requests and family circumstances, among other matters.

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Casual Discussion

Casual Discussions have been held on a regular basis since 2007 as a platform for discussion between the President and employees, with an aim of facilitating new ideas for the Sumitomo Forestry Group.

The Sumitomo Forestry Group held a dialogue by recruiting participants from Group companies in fiscal 2020. Junior employees in each business division discussed the things they value at work and in their personal life under the theme “what we value” in this dialogue. Although the casual discussion was only held once in fiscal 2020 due to the impact of the coronavirus disease (COVID-19), it acted as an opportunity for a face-to-face dialogue between management and employees. We plan to continue organizing this discussion in fiscal 2021.

Casual Discussion

Casual Discussion

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Employee Satisfaction Survey

Sumitomo Forestry conducted the tenth employee satisfaction survey between July and August 2020.

The survey asked 91 different questions in ten categories: work, work load, workplace, supervisor, evaluation/treatment/skill development, career, management and vision, customer first, compliance, and satisfaction.

The questionnaire targeted 4,981 full-time and fixed-term employees with a response rate of 92.5%.

As a result of the survey, 80.1% of employees answered either “absolutely” or “yes, if I have to choose” when asked whether they were satisfied working for Sumitomo Forestry. The success of initiatives to reform personnel systems advanced during fiscal 2019 was demonstrated by the items that have improved over the years such as receiving an explanation of evaluation results, understanding about their own evaluation, feedback interviews conducted that recognizing career and skill development. We also broke down the results of the survey based on the categories of management level and gender.

Furthermore, this survey was also jointly conducted at 25 consolidated Group companies in Japan and Sumitomo Forestry. The questionnaire targeted 12,334 full-time and fixed-term employees (including some part-time employees) with a response rate of 90.4%.

Sumitomo Forestry plans to introduce the employee satisfaction survey as an annual survey throughout all consolidated Group companies in Japan to understand yearly changes.

Employee Satisfaction Survey Response Rate (Sumitomo Forestry)

Employee Satisfaction Survey Response Rate (Sumitomo Forestry)

Employee Satisfaction Survey Trends (Sumitomo Forestry)

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Relationship with Labor Unions

Membership rate in labor unions
(Non-consolidated)
100%

All of the eligible employees at Sumitomo Forestry (3,746 people) have joined the labor union as of January 1, 2021. Within the labor agreement completed between the Company and the Sumitomo Forestry Labor Union, the Company recognizes the Labor Union's right to freely engage in activities and to collective bargaining, and promises to guarantee the stable livelihoods of labor-union members, and to maintain and improve labor conditions by establishing meetings with management comprised of both labor and management members.

In fiscal 2020, joint labor-management discussions were held on 17 occasions, and following on from fiscal 2019, consideration was given to measures for reducing long working hours and innovating work styles.

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Sustainability Report