About ES
ES refers to employee satisfaction, which is a complementary benefit to CS, or customer satisfaction. If employees are satisfied, they feel challenged and rewarded by their work, which is linked to providing customers with satisfying products and services. Accordingly, ES is an issue of paramount importance for Murata.
Murata considers employee satisfaction (ES) to be of equal importance to customer satisfaction (CS) as a vital factor underpinning corporate growth. Accordingly, since fiscal 2005 we have conducted a survey every two years on Organizational Vitality and Individual Vitality.
The 2005 survey targeted 14,385 employees, with an exceptionally high return rate of more than 95%. From the results, various revelations emerged, such as that employees feel differently toward the Company depending on their post and that feeling exhausted and busy are sources of stress. In the future, we will invigorate communications as an ES improvement strategy, and along with accepting and respecting each and every employee, carry out managerial awareness reform.
While building up labor-management relations of mutual trust based on a labor agreement, we aim to foster both the development of the Company and stabilization of the livelihood of Murata employees.
Our labor systems and standards are formed with employee assent and changes and revisions are implemented in agreement after deliberations with trade unions. In addition, we hold explanatory meetings on labors system and standards for managerial staff and newly appointed corporate officers.
The roles of trade unions and staff committees extend beyond fostering communications between employees to the conveyance of otherwise difficult information from workers to management.
First aid training in cardiopulmonary resuscitation at Komatsu Murata Manufacturing Co., Ltd.
Murata established its Occupational Health and Safety Rules in 1987 with the aim of realizing a workplace free from injury and illness, as well as to create a pleasant working environment for all.
During fiscal 2006, the rate of time lost for work-related injuries in the domestic Murata Group was 0.50, or 0.35 on a nonconsolidated basis. This was a considerable rise from the 0.33 of the previous fiscal year (although the nonconsolidated figure declined from 0.39).
This trend has led us to review our safety policy, and to commence preparation of our health and safety management system based on OHSAS18001-1999.
Focusing attention on the "4Ms" (men, machines, materials, and methods), Murata takes measures to assess potential work-related risks in advance and formulate preventative strategies.
Regarding work that humans are involved in (men and methods), we have compiled a list of work entailing potential risks of accidents. We have estimated the levels of damage that may be suffered should an accident occur, and have expressed these damage levels numerically. For tasks with a potential damage level that is deemed not permissible, we have taken measures to reduce the risk by improving relevant equipment, revising the work, wearing protective gear, and other means.
Concerning equipment (machines), we have established a check system for inspecting equipment health and safety. Before introducing new equipment, we examine if it complies with Murata's safety rules as well as relevant laws and regulations. Therefore, only equipment whose safety has been confirmed can be installed.
Similarly for materials, we use our safety review system to inspect all materials to be used in producing Murata products. We check the safety of all these materials based on Murata's own rules as well as relevant laws and regulations, so only materials whose safety has been confirmed can be used.
Promoting the health management and fitness of employees equates to a creating a healthy Company.
Our mental health strategies include educational activities and publicity through in-house bulletins and publications. In addition, we are improving our consultation system using occupational physicians and employee support via an external organization (Employee Assistant Program).
To prevent overwork, we keep thorough records of work hours and refer employees clocking up more than a specified number of hours to an occupational physician for consultation and a physical health assessment.
Murata strictly manages overtime and other additional duties to ensure employees are free from overwork. All times outside daily working hours are recorded through an attendance system, which is monitored by a supervising manager to formulate a system that ensures appropriate control.
This approach ensures that the supervising manager stays abreast of each employee's working status and that the system can facilitate monitoring of working hours.
Actual overtime conditions are periodically confirmed with the trade unions and appropriate measures implemented after discussions between labor and management.
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