Human Resources Management

Basic Policy

‘People’ are a major source of corporate competitiveness, and securing highly motivated and capable personnel is the foundation of business operations.

In addition, our business environment has become more complex and sophisticated due to the recent expansion of our business domains and advances in technological innovation. In these circumstances, it has become extremely important to secure personnel with broad knowledge and diverse skills, and to focus on training so that employees can maximize their abilities.

Against this backdrop, the current Corporate Business Plan sets forth employing, developing, and leveraging human resources to support sustainable development as one of its basic policies.

Based on this policy, we are strengthening our recruitment capabilities dramatically and effectively promoting the current personnel and training systems based on the basic philosophy of “development and growth.” We are also working to create an environment in which diverse personnel can work healthily and energetically.

Sumika ‘Take Action’ Declaration

We have set forth a number of important values and views that would make our employees find significance and feel pride in working at Sumitomo Chemical in the “Sumika ‘Take Action’ Declaration,” and we are promoting this initiative so that they can lead healthy and fulfilling lives as employees, both mentally and physically. The first to third steps were declared as a joint labor-management declaration, the fourth step, declared with health insurance association, and the fifth step, as the company-wide declaration. Specific actions are set forth in five categories to promote this initiative.

Human Resources System Initiatives

Sumitomo Chemical engages with its employees through a human resource system that takes account of the performance individuals achieve in their roles, depending on the scale of their responsibilities, along with the abilities they employed and their actions in the process. The system enables those willing and capable employees to aspire to higher roles at an early stage, and to build their self-motivated desire to grow in their career process.

Accordingly, our performance evaluation system is not limited to evaluating how well each employee fulfills their expected role and their achievements; it evaluates how well said employee demonstrates their ability and acquires the knowledge and skills needed for their role. The system thus encourages individual development and growth without overly focusing on short-term achievements.

Managers talk with all their subordinates on a regular basis to review their performance and objectives and to provide feedback on their behavioral advantages and areas for improvement. In the interviews, they also discuss future job expectations and career paths to help increase their motivation and abilities.
Moreover, we have adopted a similar human resources and performance evaluation system for managers at overseas Group companies as for Sumitomo Chemical’s managerial employees.

Philosophy and Aims of the Human Resources System

Characteristics of Our HR Systems

(1) Career Development Field (CDF)

To encourage the development and growth of each employee amid a time of diversifying ideas about career trajectories, we have incorporated Career Development Fields (CDF) (professional categories) into our HR systems. We decided to do this because we understand the importance of considering from the medium- to long-term perspective the details of placements and training in line with each employee’s ability and suitability as well as based on their career goals. Planned placements and training are conducted in line with each employee’s career goals, and employees take the reins when thinking about their careers.


Field X A career in which the employee takes on a specified role, while also working on tasks that support the maintenance and development of Sumitomo Chemical’s business over the medium- to long-term.
Field Y A career in which the employee works on tasks that contribute to the development of business as a professional, within a role with a defined scope.
Field Z A career in which the employee works on a variety of tasks supporting things like the development of new technology and the increasing sophistication and complexity of business.

(2) Careers for Specialists

We offer more than the conventional path, which assumes a largely vertical progression in rank from manager to general manager, and so on. To reflect the need for complex and advanced knowledge in operational and R&D fields, we have introduced a mechanism that provides appropriate compensation so that personnel with a high degree of specialization can unleash their full potential and rack up accomplishments.

Careers for Specialists

  • Careers for Specialists