Human Resource Management
Strengthening Recruitment of Newly Graduated Pharmacists
among job-seeking students graduating in 2023” targeted at university and graduate school students scheduled to graduate in March 2023, we came number one in the dispensing pharmacy and drugstore industry for four categories related to our company.
Conveying Workplace and Career Information
Percentage of career hires in new hires
as of July 21, 2023
Development of Human Resources
Framework of education and training
The ideal Nihon Chouzai pharmacist and career possibilities
Can act independently with a sense of ownership
Possesses a strong desire to contribute to medical care in Japan
Specializes in community-based medical care, athome medical care, advanced medical care, or other fields
Enhancing Training of Increasingly Needed Expert pharmacists ⇒Differentiation from Competitors
Training for New Hires
Training for Newly Assigned Store Managers
Mid-career employee training
We provide separate training for two groups of employees aiming to become future managers: career-track new graduates and mid-career employees. We identify required skills from annual training charts and incorporate these into the training program. We also provide support before and after the training, including preparatory and follow-up assignments involving superiors, and career interviews.
Information Technology training
Launched in 2021 as part of our digital transformation strategy, this program seeks to secure and develop technologically savvy personnel. Participants chosen from each department attend training, give a digital transformation proposal presentation, and generate new proposals.
We conduct this training for management leaders. They learn the key points of fair, impartial staff evaluations, and how to use the evaluation system to boost motivation and foster the development of subordinates.
Used for training in digital transformation, Privacy Mark business certification, and other learning for the purpose of understanding various systems and learning efficiently.
We are preparing a talent management program to further develop a cadre of next-generation leaders. As Nihon Chouzai expands its business to achieve the long-term vision for 2030, the need for leaders is growing. We are working to build up a pipeline of employees who can operate from a management perspective, planning to be able to assign needed personnel to key positions at any time. After clarifying the ideal qualities and qualifications demanded of a next-generation leader, we will assess, review, and identify talented employees, and implement a capacitybuilding plan to generate leaders who can assume responsibility for the future of Nihon Chouzai.
● E-learning on insider trading regulations
● Compliance education for new employees
● Starting June 2021: Compliance lectures held as part of training for newly appointed pharmacy managers
● Distribution of compliance learning materials on a monthly basis, monitoring of learning compliance
● Compliance education using case studies of industry misconduct at the Pharmacy Department managers' meeting
※Including position-based education
Customer Satisfaction (CS) Award
Best pharmacy of branch
Award for pharmacies that provide superior service
Every year we select and recognize those pharmacies that have provided superior services. This selection is based on our customer satisfaction survey of patient-supplied questionnaires, followed by recommendations by supervisors and a final check from the person in charge of customer satisfaction.
Best staff of hospitality
Award for staff who provide superior service
Every year we select and honor staff who have provided superior services. Selected pharmacy staff are primarily those who have been highly rated according to patient questionnaires. The supervisor then performs a “blind” check.
Award staff who have superior care capabilities
The Role Play Award selection process consists of a first-round comprised of 100 participants, which is narrowed down to 20 in the main selection. Performances of care giving to patients are judged. Recipients are selected for the Grand Prize and Outstanding Performance Award in the Pharmacist Category, Operator/Registered Dietitian Category, respectively, as well as the Audience Award across categories.
Diversity & Inclusion
Promoting women’s advancement in our workplaces
13% or more (from April 2022 through March 2025)
*Percentage of women assigned as area managers and administrative section managers
We provide support to help employees who have experienced a life event continue on with their jobs. This support is provided through a variety of systems and initiatives that facilitate the balance between an employee’s work and personal life. NIHON CHOUZAI has many employees that balance both “work” and “child-rearing,” creating an atmosphere in which they can cover one another.
1 Various systems
● Prenatal/Postnatal leave
● Childcare leave: 1 year (available until the child is 2 years old if the child cannot be admitted to a nursery)
● Childbirth congratulatory money
● Working time reduction for childcare (finishing time can be shortened in 30-minute increments, up to 2 hours per day, until the child enters elementary school)
● Nursing leave system (leave may be taken for nursing when a child becomes ill, receiving vaccinations or medical examinations)
● Maternity leave system for spouses (in order to encourage male employees to participate in childcare, a leave system is provided separately from paid leave)
We make “maternity trousers” available for expectant pharmacists who are working while protecting their babies until they go on prenatal leave. Since the white garment has a rubber part on the abdomen with less tightening, they can work comfortably, and it also helps prevent cold and swelling in the abdomen and feet.
With the membership-based health and welfare benefits service, a wide variety of menu items that are useful for daily life and holidays are available at a reasonable price. Services such as monthly childcare facility subsidies, childcare facility vouchers and babysitter subsidies are included in the menu, in addition to subsidies for babysitting expenses through Discount coupons for babysitter dispatch services by the Cabinet Office and securing priority admission slots through cooperation with company-initiated childcare facilities. We are working to enhance systems that support employees who want to balance their work and raising children.
Monthly childcare facility subsidies
3 Flexibility of career plans
We have introduced a system that affords employees flexibility in changing their employment contracts so that they can easily shift from a full-time employee status to a contracted or part-time employee status in accordance with life events and changes in their living environments. In addition, we have created a system which will enable employees to preferentially return to the Company after they have retired on account of compelling personal reasons, such as marriage, childbirth, child rearing, caregiving, or the work transfer of a spouse.
Results of Efforts to Promote Women’s Advancement in the Workplace
As a result of continuing our efforts to create opportunities for both men and women to play a role in the Company, and with the development of an easy-to-work-in environment for females, in 2018 we obtained Grade 3 of “Eruboshi,” * a certification, recognizing excellent companies for the active participation of women, that is based on the Act of Promotion of Women’s Participation and Advancement in the Workplace.
* Eruboshi, or “L Star” (the L represents Lady, Labour and Laudable), is a certification under the Act on Promotion of Women’s Participation and Advancement in the Workplace. The Minister of Health, Labour and Welfare (delegated to the Labour Bureau head) grants Eruboshi certification to corporations with an outstanding implementation of their action plan for initiatives to promote the active participation of women. There are five evaluation criteria, namely, recruitment, employee retention, working hours and other work conditions, rate of women in management, and diversity of career progression, with three levels of certification based on the number of criteria met. At NIHON CHOUZAI we have fulfilled all criteria and have received Grade 3.
In 2021 we obtained “Kurumin” certification for creating a supportive workplace for employees with children, in accordance with the provisions of the Act on Advancement of Measures to Support Raising Next-generation Children.
* Under the Kurumin system, the Ministry of Health, Labour and Welfare accredits companies, which have achieved objectives included in their General Employer Action Plans, that was formed based on the Act on Advancement of Measures to Support Raising Next-Generation Children, and meet the certain standards.
In 2021 we obtained “Tomonin” certification to demonstrate that we provide a workplace environment where employees can balance work and nursing care.
"Tomonin" certification is a symbol mark promoted by the Ministry of Health, Labor and Welfare. In order to prevent unavoidable quitting of work for the care of parents and family members, it indicates that the company will create a work environment where both work and long-term care can be achieved.
We carried out our first engagement survey for the entire Group in 2021. Survey scores in areas regarding the future of the company were extremely high compared to survey data for other companies. This result represents a significant advantage for the Group in terms of achieving stable, ongoing growth. We carried out a follow-up survey in 2022. Without worrying about small fluctuations in response values, we will use the surveys to accurately analyze where the Group stands and work to ensure that all employees understand Group policies and are empowered to put the Group philosophy into practice.
We will continue to conduct regular surveys, and take steps across the Group to improve employee engagement.
We have introduced a system whereby employees can take paid leave in a planned manner. This system works to support the taking of paid leave based on an employee’s preferences, and it facilitates the creation of an environment in which paid leave can be taken.
Work-Style Reform Committee
We have established a Work-Style Reform Committee so as to address changes in the law and further enhance workplace productivity. This committee follows up with employees who work long hours and responds to issues of work safety and health.
Proactive dissemination of personnel rules to worksites
From the perspective of reducing overtime work and strengthening our efforts to promote the acquisition of paid leave, we are regularly providing opportunities for Area Managers and Store Managers to receive explanations from HR staff, aiming to change mindsets such as the thorough enforcement of attendance rules at worksites.
We have issued a Declaration of Health and established performance indicators striving to promote health, improve productivity, retain staff, and recruit talented employees. We have also built an organizational framework to allow industrial physicians to be involved in our health promotion from a professional standpoint. We are creating a system in which all employees are conscious of their own health and can contribute to fostering a vibrant workplace culture.
From fiscal 2018 we have strengthened measures with regard to disease prevention. In addition to the health insurance association providing subsidies to those employees who have received their influenza immunization, NIHON CHOUZAI also grants a subsidy.
Smoking is prohibited at all locations, including headquarters, branches, and pharmacies. In addition, from the perspective of disease prevention, disinfectants are installed at the entrances and exits of all pharmacies, headquarters, and branches.
Promoting Hiring of the Disabled
Expansion of occupational categories
In addition to the traditional occupational categories of pharmacist, medical administrator and office worker, we are expanding occupational categories, such as employees who are tasked with being the driver when a pharmacist is making a home visit.
Using sign language to provide care and medication guidance
Pharmacists who are deaf provide service at their pharmacies using sign language. In addition, we provide e-learning contents within the Company so that pharmacists can learn the sign language required for providing the pharmacy services needed to assist deaf people.
Dedicated support staff system
We assign dedicated support staff to every employee with disabilities, from the time of the initial job interview through to a follow-up period after joining the company. Dedicated support staff receive the job coach training, and are taking other steps to provide more robust support for job retention as company-based
Job retention measures
After an employee with disabilities joins the company, the dedicated support staff member conducts regular interviews and follows up by telephone. Public health nurses also provide support, working with managers in the workplace to address any issues early as possible. In these ways, we are working to create an environment where employees can work without worry.