NISSIN FOODS GROUP

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Fostering a Workplace with a Sense of Job Satisfaction and Self Realization

Overtime Reduction Measures and Flexible Work Arrangements

NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS have been carrying out the Smart Work 2000 project since fiscal 2018 as a part of work style reform. This is an initiative aimed at enhancing employee work-life balance and raising their work productivity. New programs were also created with the target being total annual working hours per person of less than 2,000 hours. Each department has set targets for the number of hours of overtime work and the number of days of paid leave taken, and bonuses are paid to employees in departments that reach their targets. As a result, annual working hours per employee were 1,985 hours in fiscal 2019 and 1,954 hours in fiscal 2020.

Smart Work 2000
Target Total annual working hours per person of less than 2,000 hours
Scope of application Employees of NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS
Programs and systems
  • Shortening of regular working hours through extension of the lunch break by 15 minutes
  • Flex-time system with no compulsory working hours
  • Telecommuting program that allows employees to work from home up to 10 days per month
  • Half-day paid leave system
  • Program to pay bonuses to departments that have achieved their targets for reducing overtime and promoting taking of 90%
  • special paid leave is granted (maximum of seven days in fiscal 2020)

Improvement of Office Environment

Starting in March 2018, various spaces were created in a portion of the Tokyo Head Office to facilitate efficient work by employees. In recognition of these efforts in creating a variety of spaces, such as places where individuals can focus on work and spaces where employees can meet casually at any time, NISSIN FOODS HOLDINGS was received with the New Office Promotion Award of the 31st Nikkei Office Awards for 2018.

  • Introduction of a free address system
  • Preparation of places where individuals can focus on work
  • Preparation of spaces where employees can meet casually at any time
  • Preparation of nap areas

Employee Attitude Survey

The attitude survey conducted each year for employees of Group companies in Japan and overseas (not conducted for overseas Group companies in fiscal 2018) includes questions on satisfaction with the company, communication within departments, the presence or absence of harassment by managers, and empathy with the company’s vision and strategies. The survey findings and collected opinions are shared with top management and department managers for use in improving working conditions and satisfaction with the company.

Results of employee attitude surveys

Scope: Employees of consolidated subsidiaries in Japan
FY2017 FY2018 FY2019 FY2020
Feel job satisfaction 77% 77% 76% 71%
Satisfied with workplace environment 69% 69% 68% 65%
Satisfied with employee-friendly systems 48% 51% 56% 55%
Scope: Employees of consolidated subsidiaries in Japan and overseas
FY2017 FY2018 FY2019 FY2020
I want to achieve the company’s vision and strategies together 78% - 86% 82%

Employee Interview

All employees* can request for interviews with members of the HR Division to share their wishes concerning job assignments and suggestions to the company. In addition, surveys are conducted monthly for all new graduate employees up to their third year of service, and up to their second year of service for all mid-career hires employees. The survey covers aspects of job satisfaction, interpersonal relationships, and health, and individual interviews—in person or via telephone—with the HR Division are conducted based on the replies. For managers, the Company creates opportunities each year for them to meet with executive officers. These meetings are valuable opportunities for managers to inquire directly about management strategies and policies. They also allow managers to seek advice about successor development plans as well as their mission and responsibilities at work. The meetings are also good opportunities for executive officers to listen directly to employees’ voices and apply them to business management.

  • *Employees of those who are employed by NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)

Labor-Management Relations

NISSIN FOODS HOLDINGS, NISSIN FOOD PRODUCTS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS usually inform employees and labor unions at least 24 weeks prior to undertaking major business changes that may significantly impact employees. In addition, articles related to the notification period for collective bargaining as well as regarding deliberations and negotiations are clearly stated in collective agreements.

The companies stated above and the NISSIN FOODS Labor Union (union shop system) cooperate in efforts to create a better company.

In fiscal 2020, deliberations were carried out mainly for issues related to the following.

  • Pay increases and bonuses
  • Implementation and review of HR systems
  • Promotion of Smart Work 2000
  • Revisions of regulations due to legal revisions
  • Welfare (health checks, leave system, company housing program, subsidies for self-improvement expenses, etc.)
  • Results of employee satisfaction surveys

As of the end of fiscal 2020, the rate of labor union membership is 91% for employees working at Group companies in Japan and overseas except employees working at the companies without unions and employees who don't have rights to join.

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