Securing and Retaining Human Resources

Work Performance Evaluation

The NGK Group makes use of the following work performance evaluation when determining individual compensation.

Work performance evaluation Ratio for target employee
Systematic use of measurable objectives (objective-oriented management) agreed upon in advance between the supervisor and subordinate 100%
Implementation of a 360° survey aimed at all key personnel (multidimensional evaluation) 21%
Grade and qualification-specific comparison and ranking of employees according to a formal process 100%

Employee Turnover Ratio

Turnover Ratio

Item Scope Category FY2016 FY2017 FY2018 FY2019 FY2020
Turnover ratio (%)
(Only full-time employees, excludes mandatory retirees)
NGK Total 1.1 0.8 1.4 1.5 1.3
Men 0.9 0.7 1.2 1.3 1.2
Women 2.0 1.9 2.9 2.8 1.7

Voluntary Turnover Ratio

Item Scope Category FY2016 FY2017 FY2018 FY2019 FY2020
Voluntary turnover ratio (%)*
(Only full-time employees, excludes mandatory retirees)
NGK Total 0.8 0.8 1.2 1.5 1.2
Men 0.7 0.6 1.0 1.3 1.1
Women 1.7 1.7 2.5 2.6 1.6
  • Voluntary turnover ratio is calculated by dividing the annual number of employees retiring of their own will by the total number of annual retirees.

Employee Engagement

Once every two years NGK carries out a survey in order to visualize workplace vitality.
For the survey carried out in fiscal 2020, a total of 4,788 people took part (men: 4,207; women: 581). When compared against the average for other companies, the responses from NGK employees regarding job satisfaction and sense of relative importance tended to be higher. Also, job satisfaction scores were higher than those from the previous survey conducted in fiscal 2018.
These survey results will be utilized as basic data for use in developing human resource measures focused on creating an organization that is more work-friendly and offers employees a sense of challenge. The workplace-specific results will also be provided as feedback to supervisors and used for workshops intended to enhance division vitality, thereby contributing to improvement in the daily workplace environment.
In the future, divisions needing to improve their scores will be visited individually and provided with organizational development support.

Results of the Survey on Workplace Vitality


  FY2018 FY2020
Satisfaction Employee coverage Satisfaction Employee coverage
Total 66 89 68 94
Men - - 68 95
Women - - 69 89
  • Note: Separate figures for women and men were not compiled in fiscal 2018.