Status of Management to Support Employees' Personal Growth

Management Approach

Fundamental concept

The Daigas Group is working to become a company that promotes the growth of its employees through work by employing a personnel management system that promotes an environment in which individuality and initiative are respected and diverse talent is cultivated.

The Daigas Group would like to be a company at which employees can find not just employment but also personal growth through their work. To that end, we have introduced career-course-specific human resources systems designed to respect and put to full use the individuality and autonomy of employees, and we have been conducting a wide range of training. We have also formulated the Daigas Group Diversity Promotion Policy to ensure that a diverse range of people can play active roles at the Daigas Group. Convinced that ensuring employees’ safety and maintaining/improving their physical and mental well-being are keys to all our operations, we are also undertaking efforts to prevent work accidents and to promote fitness.

Activity Indicators and Targets/Plans/Results

Activity indicator: Employee Attitude Survey: job satisfaction and attachment to the company

Osaka Gas periodically conducts “Employee Attitude Survey” to understand how employees are satisfied with their job, workplace environment, superiors, company systems, and so on. Employees are asked to rate their satisfaction level on a five-point scale for categories including job satisfaction, attachment to the company, etc., and to leave an open comment.

Major actions taken

Implementation of “Employee Attitude Survey”

The “Employee Attitude Survey” is carried out to understand how satisfied Osaka Gas employees are with their jobs, workplace environment, superiors and human resources system, as well as to gauge their understanding of corporate principles and the long-term management vision in today’s rapidly changing business environment. Employees are asked to rate their satisfaction level on a five-point scale for various categories, such as job satisfaction and attachment to the company, and to leave an open comment. We consider these survey results as a source of business growth and will use them to implement better measures to promote a workplace culture where employees can take on challenging work.

Targets/plans/results

The goal of the “Employee Attitude Survey,” conducted every two or three years, is to confirm changes over time in employee attitudes and the progress made in adopting/implementing the human resources systems. The results of the latest survey, conducted in FY2019, on the CSR Indices of job satisfaction / attachment to company and degree of satisfaction with human resources systems, are shown below.

■ FY2018–FY2021 Results

CSR Indicator:
Employee Attitude Survey
Targets FY2018 Results FY2019 Results FY2020 Results FY2021 Results
Job satisfaction and attachment to the company Maintained sufficient levels Maintained sufficient levels
(3.85 on a scale of 5 for job satisfaction and 4.38 on a scale of 5 for attachment to the company)

*FY2015 results

Maintained sufficient levels
(3.86 on a scale of 5 for job satisfaction and 4.25 on a scale of 5 for attachment to the company)
Maintained sufficient levels
(3.86 on a scale of 5 for job satisfaction and 4.25 on a scale of 5 for attachment to the company)

*FY2019 results

Maintained sufficient levels
(3.86 on a scale of 5 for job satisfaction and 4.25 on a scale of 5 for attachment to the company)

*FY2019 results

■ Change in Results of "Employee Attitude Survey" over Time

  FY2008 FY2010 FY2013 FY2015 FY2019
No. of respondents (response rate)     5,984
(85.2%)
5,897
(86.2%)
5,118
(88.2%)
Attachment to the company 4.07 4.36 4.38 4.38 4.25
Job satisfaction 3.74 3.80 3.89 3.85 3.86
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(FY2021 Report)
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Economic Performance
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Creating Value for Customers
(Charter I)
Contributing to the Sustainability of the Environment and Society
(Charter Ⅱ)
Engaging with and Contributing to Society (Charter Ⅲ) Respecting Human Rights
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Creating Value for Customers (Charter I)
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Processing Stage
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Distribution Stage
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Consumption Stage
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Contributing to the Sustainability of the Environment and Society (Charter Ⅱ)
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Engaging with and Contributing to Society (Charter Ⅲ)
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Respecting Human Rights (Charter IV)
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Complying with Laws and Regulations (Charter V)
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Providing Work Environment That Supports Employees’ Personal Growth (Charter VI)
Charter VI Index Status of Management to Support Employees' Personal Growth Employment Acceptance of Diversity Balancing Work and Family Human Resource Development and Rewards Communication Between Employees and Company Improving Occupational Health and Safety
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