Evaluation / Compensation

We believe that treatment in line with proper appraisal is an important system that improves employee motivation, secures and fosters talented human resources, and is closely related to the Group's development.

Setting Goals and Performance Appraisal

At all levels, Mitsui Chemicals has systemized annual interviews and meetings to set goals with superiors. Progress toward the goals and an assessment of action taken are reflected in employee compensation. Assessment of an employee’s covers their actions related to diversity and safety based on the Mitsui Chemicals Group Action Guidelines and the Core Values. In support of diversifying human resources, including women’s empowerment, specific causes or reasons that surfaced during the fiscal year are assessed and rated on a scale of 1 to 5.
In goal-setting interviews, we set not only performance targets for a single fiscal year but at the same time conduct a "capability/career development interview" to confirm the business tasks the employee would like to experience as well the skills they would like to acquire in the short term (within three years) and long term. Employees are thus able to use their own initiative in setting their own career paths. In addition, the manager reviews the career perspectives, strengths and weaknesses as well as the future goals of their workers and obtain their support.
Since fiscal 2017, Mitsui Chemicals has been using its Talent Management System (Success Factors) to manage activities from setting goals to evaluating performance, and this has improved the accuracy and efficiency of HR management. Employee’s performance achievements are updated on the system either by the employees themselves or by the superiors to enable effective management of the employee’s goals. In addition, the employee and their superior are able to use the system to review the employee’s performance history, which enables consistent development of the employee’s talents.

Evaluation Feedback

Mitsui Chemicals has introduced an annual interview with their superior for employees in all positions to give feedback on their performance assessment. The interview is designed not only to discuss the assessment results but also to share areas in which the employee can make improvements and the superior’s expectations from the perspective of the employee development.
Moreover, the Mitsui Chemicals Labor Union conducts a survey on the rate of these feedback meetings among its members and the degree of satisfaction with the feedback. The results of the survey are shared by labor and management, and we are striving to manage the evaluation system appropriately.

The conducting rate of feedback meetings and Degree of Satisfaction
(Mitsui Chemicals Labor Union Registered Members)

  FY2016 FY2017 FY2018 FY2019
The conducting rate
of feedback meetings
in the Previous Fiscal Year
96% 98% 98% 94%
Degree of Satisfaction over
Evaluation Feedback
89% 90% 86% 91%

Global Evaluation Guidelines

Global evaluation guidelines were formulated in May 2016 to organize the Mitsui Chemicals Group’s evaluation mechanisms, approaches, and design, and have been distributed to all Group companies. These guidelines consist of two concepts: (1) management by objectives (MBO), (2) global core competencies. These guidelines are enabling the HR sections of four regional headquarters (the Americas, Europe, Asia-Pacific and China) to support the development, revision, and operation of evaluation systems for companies in their respective regions.
Specifically, global core competences are used as a shared index within the Mitsui Chemicals Group’s Key Talent Management system, and they are used as the basis for the 360-Degree feedback and assessments provided in tandem with the leadership development program.
Improving assessment and training has become an urgent issue in finding and utilizing talented group-wide human resources in the years ahead. We are strengthening our cooperation with Group companies in applying shared Group evaluation indices broadly and fairly.

Complying with Legal Wage and Establishing Compensation Levels that Are Both Attractive and Competitive

With the globalization of our business activities, we will comply with laws on compensation in the various countries and regions in which we operate. In addition, compensation levels and systems that are both attractive and competitive are being developed to match conditions in the labor market in each country or region.
Compensation for Mitsui Chemicals employees, who make up roughly 40% of the Group's total employees, are reviewed regularly against the compensation database of an external research firm to maintain the competitive compensation levels that are needed to attract human resources. Our policy of using an external database ensures that the compensation percentiles correspond to the percentiles of our medium-term business performance.

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