Over 2 decades have spent since manufacturing had gone global.
Having started with the manufacure of telecommunication tools, we expanded our business into lighting and precision pressed parts manufacture, adjusted to the customer's demand of each time.
In precision pressed parts department, we sell our products to the customer in the United States, China and Thailand as well as those in Japan.
Now the world is in a big inovative era through asian economic growth, financial crisis, jostle for supremacy and Covid-19.
We are going to expand our exsisting business and focus on developing energy-saving lights, high-quality cooling parts, space and medical parts and more with our original ideas and techniques.
In addition, environmental procedure such as reducing greenhouse gas and improvement of every employee's satisfaction and skills are our next goal.
We are going to grow in every aspect such as manufacturing, environmental care, and trust from customer and society.
Based on our principal of Customer First,
we aim to become the company that society expects.
We actively make contributions to society
by developing new products and technologies.
We aim to become an attractive, energetic
and internationally-minded company.
We provide customer with dependent products as a goal of improvement customer satisfaction.
We carry out the following objectives to fulfill the quality management policy.
| 1 | Fulfill the related laws, regulations and customer requirements |
|---|---|
| 2 | To fulfill the Quality management policy, departments related adress the concrete measures settle the goal and act them. |
| 3 | To fulfill the goal ・Observe the quality information including customer satisfaction and properly use them ・Develop new technoligies and new product accroding with the customer demand ・Reduce complaints by quality management on the process |
| 4 | Constantly improve the utility on quality management systems |
| 5 | By showing the quality management policy session at session etc, we attempt to have each hierarchy understood and the policy. |
| 6 | Regularly review at the meeting to maintain the property of the Quality management policy. |
We have established the action plan continuing from the previous plan as follows, with the goal of building an easy-to-work employment environment where all the employees can balance work and life in order for them to sufficiently show their skills.
1.Plan duration …2 years from March 21, 2025 to March 20, 2027
2.Contents
| Goal１ | Conduct prevention and measures of harassments targeting all the employees. |
|---|---|
| Measures | Do a periodic recognition questionnaire for employees regarding environment of workplace and harassment. |
| Based on the result, conduct improvements of workplace, measures for harassment etc. |
| Goal 2 | Support women’s long term career development so that female employees are able to enthusiastically show their skills at the most. |
|---|---|
| Measures | Have a discussion forum among female employees to arrange opportunities to reflect opinions or to collect information. |
| Have a seminar targeting female employees to motivate their career development. |
1. Plan duration …2 years from March 21, 2025 to March 20, 2027
2. Our problem
| Problem 1 | Few women are at the management position. |
|---|---|
| Problem 2 | Compared with women, men take less childcare leave by percent. |
3. Goals
… We would establish the following action plan to settle and improve employee environment where women are able to show their skills.
| Increase in the number of women at management positions |
| Maintain women’s taking childcare leave percentage at 100% and aim more than 50% at male employees' childcare leave |
4. Action contents and conduct duration
| Action１ | Do an action to develop women for management positions in the future |
|---|---|
| April 2025～ Preparation：Try to give female workers a variety of job experience through teaching or developing on their daily job and make a fair judge. | |
| March 2026～ Action：Select the human resources with potential to be on a management positions, and develop them as candidates continuously in a planned way. | |
| April 2026～ Analyzation：Every year, check the ratio of women to all executive or management position and review the evaluation criteria or operation. | |
| Action２ | Take an action to promote for male employees to take support system on childcare leave（continuing） |
|---|---|
| April 2025～ Preparation：Check up the percentage that male employees took the childcare leave | |
| March 2026～ Action：Suggest the male employees to take paternity leave by internal intranet or internal magazines | |
| April 2026～ Analyzation：Confirm the result and suggest again on internal intranet according to the result | |