Omron 2015 Annual Report Download - page 31

Omron contributes to social sustainability through a CSR policy incorporating three main concepts.
Please see our website for more.
CSR Activities and Policies
Commitment to International Corporate Social Responsibility Standards and Guidelines
Omron Corporation is committed to fulfilling our
corporate social responsibility (CSR) as a global
organization. We created the Omron Group CSR
Practice Guidelines, referencing the Universal
Declaration of Human Rights, the United Nations
Global Compact, ISO 26000, the OECD
Guidelines for Multinational Enterprises, and other
international CSR standards and guidelines.
In
2008, we declared our support for the Ten
Principles of the United Nations Global Compact
(UNGC). These principles are universally accepted
standards for human rights, labor standards,
environmental impact, and anti-corruption
practices. Currently, Omron is a member of
the local UNGC chapters in Japan and China.
We intend to continue our commitment to
international CSR policies, building strong
relationships of trust through responsible
engagement with our stakeholders.
http://www.omron.com/about/csr/
Fumio Tateishi
Chairman
Omron Corporation
July 2015
non-managerial positions, to make compensation
and rewards based solely on role and contribution.
For this step, we eliminated pre-qualification
categories for supervisors and managers. By
introducing a standardized system, we have
opened the door for younger or new employees
to advance rapidly, while providing motivation for
all to aspire to more challenging work and central
roles within our company.
During 2012, we revised our management-level
human resources structure. Our goal was to put
the best person in the right position from an
overall group perspective. To that point, Omron
had been a typically Japanese company, rewarding
seniority as the primary factor in employment.
Under our new system, rewards are commensurate
with the importance of the role played, without
regard to age and length of employment with
Omron. From FY15, we use the same concept for
In order for Omron to continuously identify and
develop the talent of those who will become the
next generation of leaders, we created a
succession program for key group positions,
providing training, practical experience, and
career planning. As a global company, we have
been focusing on having local staff in key
Personnel System Reform in Japan
A System to Identify and Develop the Next Generation of Omron Leaders
positions at local entities*. Our growth drives a
critical need for more talented managers, and
we are constantly looking for new ways to
identify and develop candidates to take over and
lead future generations at Omron.
* See P. 16 for more.
Global human resources strategy is a critical component of the Omron long-term vision, defined
in VG2020. In the end, our people are the thing that assures our growth in the EARTH-1 STAGE.
Finding and training our next generation of leaders is more important than ever.
Sustainability through Superior People
Human Resources Management
● Contribute to a better society through business operations
Continuously offer advanced technologies and high-quality products and services by stimulating
innovation driven by social needs.
● Show a commitment to addressing societal issues as a concerned party
Address such issues as human rights, the environment, diversity, and community relations in a way
that draws on Omron’s distinctive strengths.
● Always demonstrate fairness and integrity in the promotion of corporate activities
Promote more transparent corporate activities that maintain fairness and integrity not only through
strict compliance with laws, regulations, and social rules but also through increased accountability.
About Omron Where We’re Headed Corporate Value Initiatives Corporate Value Foundation Financial Section
Integrated Report 2015 59
58 OMRON Corporation 59