Basic Policy on Hiring and Employment

  The Yamaha Group respect human rights in hiring and employment and work to maintain fair hiring practices and provide employment opportunities to a diverse range of people. For example, information relating to the Company's hiring and employment practices and opportunities is aired openly and publicly through the Internet. Yamaha regularly recruits university graduates and it is possible for graduates to enter the Company with less than one year’s work experience. We also actively employ people with disabilities, foreign workers and the elderly. We also observe employment and labors laws in the countries where we do business and conduct appropriate labor management based on labor practices and labor-management relations. Employee evaluations and conditions are decided based on fair rules that take into consideration individual work execution capabilities and the responsibilities and results of work.

Consolidated Employment Figures

Consolidated Employment Figures

Consolidated Employment Figures by Region

Fiscal 2012 (Unit: People)
Domestic and Overseas Total Japan North
Europe China AP Total
Number of Employees 7,143 508 1,044 4,927 6,066 19,688
Number of Temporary Employees
(Yearly Average)
1,584 13 83 1,074 5,444 8,198
Total 8,727 521 1,127 6,001 11,510 27,806

Promoting employment of foreign employees

  Yamaha Corporation had 64 foreign employees on its books as of March 1, 2013. In order to enhance the role of diverse personnel regardless of nationality, we set employment targets for foreign employees that have newly graduated university and provide information on our employment related website in English.

Utilizing the Senior Partner System

  Yamaha Corporation instituted an employment extension program in April 2004 called the Senior Partner System that provides willing employees with the opportunity to work beyond age 60, the normal retirement age. There were 223 people working under the system as of the end of March 2013. The system allows us to effectively utilize personnel with a wealth of operational knowledge, skills and experience, while it enables younger employees to receive instruction and training as well as leads to more active participation in society post-retirement and more motivation in life. Group companies have also established similar programs in an effort to provide employment to people beyond the normal retirement age.

  In order to make more extensive use of this system, Yamaha Corporation revised the process and conditions in fiscal 2008, holding interviews with applicants early on and preferential reemployment in the place where one is working at the time of retirement. Also, Yamaha is providing work to all applicants arriving at the retirement age in fiscal 2013 based on the Revised Law concerning Stabilization of Employment of Older Persons enacted in April 2013.

Employing People with Disabilities

  Yamaha Corporation established a special subsidiary*1 in 1989, Yamaha Ai Works Co., Ltd. Yamaha Ai Works offers opportunities in general office work including data input, enclosing and sealing envelopes as well as printing together with administrative tasks relating to employee benefit programs. In this manner, the company is promoting employment for people with disabilities as well as the development of conducive working conditions. As of March 1, 2013, 87 people with disabilities were employed at Yamaha Corporation and Yamaha Ai Works combined. Of this number, 37 were assigned to Yamaha Ai Works.The employment rate has hovered around 2% since fiscal 2009, achieving standards set for April 2013 and beyond in the Act on Employment Promotion etc. of Persons with Disabilities. A specialist manager in charge of employment for people with disabilities is assigned to Yamaha Corporation’s Personnel Division and a system has been established to expand occupational fields, including at group companies, and support the promotion of employment. In order to encourage the employment of people with disabilities in society at large, Yamaha provides workplace tours and accepts apprenticeships while also dispatching instructors to workshops as qualified consultants on occupational life for those with disabilities.

  • *1 Subsidiaries recognized under the Act for Employment Promotion, etc. of Persons with Disabilities. Special subsidiaries must meet certain criteria in connection with the number and ratio of employees with disabilities. People with disabilities employed by such subsidiaries are counted as employees of the parent company when calculating its employment ratio.

Employment Numbers and Rate for People with Disabilities

Employment Numbers and Rate for People with Disabilities

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Third-Party Opinion

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Editorial Policy

Editorial policy for the CSR report.