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Employment / Remuneration / Employee Support Initiatives

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Employment and Remuneration Policy

[ Employment and Remuneration PolicyPersonnel Allocations (in Japan) ]

Respect for equal opportunity and diversity, eliminating discrimination

OMRON's employment and remuneration polices are based on respect for diversity, providing equal opportunities free from discrimination according to nationality, race, gender, age, region, cultural background or other attributes.

In Japan, in strict conformance with the Equal Employment Opportunity Act, OMRON's recruiting process is governed by a set of detailed regulations. These include requirements that information be provided at orientations or mailed to prospective employees in a gender-neutral manner, and that there be no gender-based treatment differences in examinations and interviews. OMRON also strives to publicize employment opportunities widely using its corporate website and a variety of other media to attract a large base of prospective recruits.

Outside Japan as well, the OMRON Group’s recruiting activities follow each country’s applicable laws, while conforming to its basic policies.

Breakdown of Employees (in Japan)

A breakdown of OMRON employees is shown below:

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Personnel Allocations (in Japan)

[ Employment and Remuneration PolicyPersonnel Allocations (in Japan) ]

Personnel management system to motivate specialists

In fiscal 2005, OMRON Corporation launched a system that designates as "specialists" those employees who are willing to contribute to the company's business by demonstrating their highly specialized talent and expertise. The system, developed originally by OMRON, is designed to provide employees with greater opportunities and motivation. The specialists system encourages employees to challenge themselves through special initiatives, such as taking up to a one-year leave for the purpose of sharpening their expertise, and entering into a "post-retirement master specialists" contract.

This system is designed to clearly identify the desired personnel and provide them with appropriate remuneration that reflects their level of professionalism and performance.

By fiscal 2012, 15 employees had taken up to a one-year leave for sharpening their expertise, and three more employees did so during fiscal 2013, totaling 18 employees having used this program to date.

"Specialists" qualified employees

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