Macnica promotes a hybrid work style that combines working from home and coming to the office, which increases organizational productivity and maximizes output. Employees can independently and autonomously decide where to work where they can be most productive. We also have a system where employees can choose to work from home full-time for reasons such as childcare, nursing care, injury or illness, etc.
We have introduced a satellite office system to provide an environment where employees can work safely and efficiently even when they are out of the office. By creating an environment where work can be done outside the office, we are trying to reduce travel time and improve work productivity.
We provide allowances for the purpose of subsidizing communication costs and utility costs when working from home, subsidizing cafe usage during sales activities and mobile work when going out of business, mask costs to prevent infection, and subsidizing sanitary products.
In the new employee training, we will learn the way of thinking, knowledge, communication skills, etc.
In the career development training, each employee can receive training in line with their individual career design, such as specialized skills, management, and next-generation management development training, so that each employee can play an active role as a professional.
In order to facilitate negotiations with overseas business partners, we provide presentations and facilitation in English, as well as training on negotiation skills. We also subsidize the cost of the TOEIC test for those who are eligible for language training.
Macnica has introduced a career course setting (double-track personnel system) that corresponds to the individual's aspirations, aptitude, and desired work style. If your career plan or work style changes after joining the company, you can change course.
Once a year, we conduct a self-assessment questionnaire to confirm the jobs and departments that employees would like to challenge, their desired career paths in the future, and their opinions about companies and organizations. Through this system, we support the career development that suits each individual and create a better organizational environment for our employees.
We have introduced various systems to create an environment where employees can work for a long time with peace of mind. We have also prepared a mechanism for reflecting the voices of employees.
Marriage leave, refresh leave every 10 years of service, anniversary leave, etc.
Employees can take paid leave in hourly increments, such as going to the hospital or taking their children to and from school.
It is system to support child care. We have created an environment that makes it easy for employees to return to work, and the rate of return to work after maternity leave is over 95%.
This system is designed to reduce working hours for those who are raising children, caring for family members, or treating injuries and illnesses, in order to achieve a work-life balance.
Unused paid leave can be accumulated separately from annual paid leave.
This is a system that provides income compensation during long-term medical treatment to create an environment in which people can concentrate on their medical treatment and supports early return to work.
We have created an environment where employees can work with peace of mind through a corporate-type defined contribution pension (DC) and a defined benefit corporate pension (DB).
