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Performance Data

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Employee Performance Appraisal

  Unit 2013 2014 2015 2016 2017 Coverage
Management by objectives % 58 57 58 63 60 MHI
Multidimensional performance appraisal % 42 43 42 37 40 MHI

Employment

New hired   Unit 2013 2014 2015 2016 2017 Coverage
Total   529 536 484 589 469 MHI
Male   476 495 441 518 416 MHI
% 90.0 92.4 91.1 87.9 88.7 MHI
Female   53 41 43 71 53 MHI
% 10.0 7.6 8.9 12.1 11.3 MHI
Total turnover rate % 4.3 4.0 5.6 3.3 2.5 MHI
Voluntary turnover rate % 0.5 0.6 0.7 0.7 0.8 MHI
Average length of service Total years 16.1 16.3 16.1 16.2 16.4 MHI
Male years       16.2 16.4  
Female years       16.6 16.6  

Employee Engagement

As the driving force that will enable our sustained growth and development, MHI must become a company where the diverse people, who support Group activities, all work with confidence. Tto achieve this goal, we will focus on promoting Group member engagement and enhancing our organizational strengths. Specifically, we will concentrate on 1) internal sharing of strategies, visions, and goals, 2) reform of work practices, including more flexible delegation of authority, review of rules, and improvement of work processes and content, and 3) review of our HR systems and their operation. Through making active use of employee awareness surveys, we will implement these measures throughout the Company on a continuous basis.

Work-life balance

Number of employees using programs that focus on work-life balance   Unit 2013 2014 2015 2016 2017 Coverage
Childcare leave Number of individuals   226 205 219 182 203 MHI
of which are men   10 17 20 17 36 MHI
Childcare workshift   441 456 465 444 459 MHI
of which are men   60 61 72 99 134 MHI
People using child planning leave   5 1 3 4 2 MHI
Family-care leave   9 5 5 2 7 MHI
Family-care work shift   8 13 14 13 19 MHI
Returning to work after childcare leave % 98.2 94.3 98.2 99.1 97.2 MHI
Remaining in work after childcare leave % 99.1 95.5 96.0 98.1 98.5 MHI
Percent of employees taking annual paid leave % 75.0 75.5 76.8 77.7 81.4 MHI

CSR