Human Resources

Approach to Human Resources

Under the CSR theme of "Human Resources and Human Rights," Human resources is based on the following policy.
"TAMRON makes every effort to provide employees with opportunities to develop and demonstrate their abilities in ways that respect their diversity, character and individuality. We embrace a global perspective, value teamwork and endeavor to cultivate human resources who harness creativity."
For the future growth of our company, we aim to be a company where diverse human resources can work actively in creating excitement and peace of mind in society.

Related SDGs

Gender Equality

5Achieve gender equality and empower all women and girls

Decent work and economic growth

8Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

Reduced inequalities

10.2By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status

Resource Management

To realize our corporate philosophy, it is necessary to build an organization in which each employee can demonstrate their full potential while striving to boost productivity.To develop an organization in which employees can excel, TAMRON works to "strengthen the potential of human resources" by making improvements to the workplace environment such as promoting a healthy work-life balance, diversity and health & productivity management, and through improvements to personnel systems such as human resource development and personnel evaluations.

Resource Management


Key CSR Issues 2022 results 2023/Mid-Term-Goals
Human resource development
Providing comfortable workplace environments and promoting diversity
(1) Overtime hours: 24% reduction from the previous year (4% decrease at head office, 59% decrease in Aomori) (1) Overtime: no more than 115 thousand hours / year (head office)
(2) Mental health check results: improve year on year (2) Mental health check results: improve year on year
(3) Percentage of female managerial staff: 10.0%(3.0 point improvement from the previous year) (3) Percentage of female managerial staff: improve year on year
(4) Percentage of employees with disabilities: 2.09% (4) Percentage of employees with disabilities: 2.3%

Work-Life Balance

TAMRON employs a diverse workforce at its domestic and overseas business sites in order to deliver products and service that satisfy its customers around the world. We are committed to providing workplaces that are motivating based on fair assessments and compensation and mutual understanding, with the ultimate goal of being a rewarding place to work so that our people can thrive professionally and support the growth of the company.

"TAMRON Kids Day-Care Center" and "diversity"


TAMRON pursues a number of initiatives aimed at promoting harmony between work and home life.
At the same location as our head office we have established the in-house TAMRON Kids Day-Care Center (small-sized daycare center licensed by Saitama City). The Center is available to the  local community as well as employees. We aim to support both male and female employees in balancing work and childcare, and to lead to the active participation of female employees.
Day-care times cover an extra hour on each side of working times, with extensions also available. Due to the opening of the in-house day-care center, the number of employees awaiting vacancies at local day-care centers has decreased, allowing employees to return from childcare leave earlier. One hundred percent of female TAMRON employees in Japan who have had a child have made use of leave before and after childbirth and the parental leave systems and subsequently returned to work. Employees can make use of the reduced working hours scheme until up to the end of April when their child graduates from elementary school at the longest.
Through these initiatives, TAMRON has met the standards set forth in the Act on Advancement of Measures to Support Raising Next-generation Children, and had also been awarded the “Kurumin Mark,” which is given to companies that promote a childcare-friendly workplace. TAMRON has also been certified as a "Platinum +" company practicing diverse work styles as part of the Saitama Womenomics Project being promoted in Saitama Prefecture, where our head office is located.

Kurumin Mark
埼玉県 多様な働き方実践企業

Initiatives to reduce overtime and improve productivity

TAMRON has implemented twice-weekly no-overtime days. By leaving work early, we expect employees to enjoy the company of their families as a source of vitality for the next day, and to make use of the extra time for personal skill improvement.
TAMRON conducts operations with an awareness of productivity. In the Productivity Improvement Project, we reviewed the way working hours are used with the aim of improving the speed and quality of the work performed. Additionally, based on the policy that "work an hour less and achieve even more than before: therein lies progress in how people work," we have set the goal of reducing company-wide overtime by 10% compared with the previous year.