SMK will observe international rules while respecting local customs and culture whether domestic or overseas, and run business in a manner that will contribute to the development of every site as a “good corporate citizen”.　

SMK has established a good relationship between the corporate management and employees with a good understanding of each other. At the beginning of every fiscal term, an opportunity for communicating the company’s targets set for the term, called the business plan presentation meeting, is provided. This is to share information about corporate management policy for the year between the corporate management and employees and promote employees’ understanding of the policy. In addition, the wage system has been altered by the Payroll Committee inaugurated with representatives from both the corporate management and the employee side

SMK has an education and training system established to support each individual employee covering new employees up to manager level personnel no matter where they work, no matter what level they are at and no matter what function they are responsible for. The SMK Group has provided education and training in combination of level-specific education, function-specific education such as sales/marketing, engineering and production management, OJT made available by attached organizations, and correspondence courses (Half the tuition cost will be repaid to those who completed their courses within the defined period.) As a transnational enterprise, English was positioned as an official language in Apr. 2001. In Japan, a language learning program is well provided (fees for in-house English and Chinese classes and commercial language school tuition are subsidized).

・Target management system

At SMK, every employee defines their target on their own for every fiscal year, assesses their achievement with their superior on closure of the fiscal year and discusses subjects for the next year. This is to assess their contribution to the company and development in a fair manner to promote their further development. Achievement levels of their targets are linked to performance evaluation for reflection of their individual efforts on their treatment.

・Personal Statement Program

The Personal Statement Program is implemented in Jan. every year for all company employees. This is an opportunity for each employee to submit their suggestions, proposals and wishes to the Company, other departments and the department they are attached to. What is declared will certainly be evaluated and put into practice if found to be good.

SMK has tried to better its uniquely design personnel system over stipulations of relevant laws so that each employee can exert their ability to a maximum extent in accordance with diversifying life styles. A flexible working hour system, flexible holiday system, child-care leave of absence program (three years), short-time working system, and working system while rehabilitating make SMK’s back-up system perfect for employees to enjoy their life in a productive manner. Furthermore, our business locations transnationally spread across the globe have comprehensive programs and systems meeting their local customs and needs.

To attain ease of mind and affluence and secure a comfortable and safe working environment for our employees, SMK has implemented the following approaches:

Each year, all our Works inside and outside of Japan hold a disaster drill for the safety of personnel and to raise disaster awareness. At company headquarters, with the cooperation of the local fire department, we have formed a firefighting brigade active within the local community and inside business locations, which prepares for disasters, starting with fires, learning about tackling blazes in their initial stages and carrying out evacuations. Representatives from among new employees are selected to form the firefighting brigade and take part in the disaster drill. We have achieved excellent results with the drills, which are reported to the local fire department, as well as at the “Volunteer Firefighting Council” held by the Fire Prevention Management and Research Association.

To help employees maintain and promote good health, we use company networks, morning assemblies and the like to provide them with the health insurance association’s information, advice or campaigns. We want each individual employee to be healthy, so have also set up a subsidy fund to help them maintain their health. When it comes to mental health, we hold lectures to provide information about self-care to employees and all management personnel and have a mental health consultant within the company.