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Human Resources Development / Work-Life Management

Human Resources Development

We see the development of human resources who possess a creative and innovative spirit and who can succeed on the global stage to be an important management challenge for achieving our growth strategy in a rapidly changing business environment. In light of this, we are developing a human resources development scheme that remains consistent throughout the phases of recruitment, assignment, evaluation, advancement, and education.
As part of this, we established a "Human Resources Development and Training Policy" in 2010 and rearranged our training courses based on it. To ensure its effectiveness, we set up a management committee that allows management to monitor and continuously improve the implementation of our human resources development program.

ENEOS Group-wide Initiatives

  1. 1.Training of Group management candidates

    We develop candidates for future Group management positions through rank-specific selection and training.

  2. 2.Promoting measures linked to "work-style reform"

    We are actively promoting various measures linked to "work-style reform" to prepare the groundwork for effectively developing diverse human resources.

Initiatives by ENEOS Xplora

  1. 1.Rank-specific and other training

    We provide rank-specific training as well as training to develop core personnel.

  2. 2.Overseas dispatches of young employees

    We send employees--and particularly young employees who have been with us for only a few years--to overseas branch offices for between three and six months with set core assignments. This allows them to learn about the actual practices of the E&P (oil exploration and production) business and to contribute to local operations.

  3. 3.Career development interviews

    We conduct interviews at career milestones to match employees' hopes with the needs of the company and enhance the medium- to-long-term effectiveness of career development. We also provide company-based support to individual employees as they take on the challenges of "becoming who they want to be."

  4. 4.Employee education programs

    Throughout the year, we provide 12 programs aimed primarily at young employees to help them acquire knowledge of E&P business-related technologies, contracts, economic efficiency calculation, and other topics. In-house instructors lead classes using teaching materials they craft on their own.

Policies to Support Raising of the Next-Generation Children

In April 2025 we renewed our action plan in line with the Act on Advancement of Measures to Support Raising Next-Generation Children.
We will continue developing personnel systems and workplace environments in line with this plan to provide employees with peace of mind during pregnancy, childbirth, and child-rearing with peace of mind.

ENEOS Xplora Inc. Employer's Action Plan No. 6*

Implementation period: April 1, 2025 to March 31, 2028

Objectives

1. Keeping and improving Supportive Working Environments for pregnancy, child-birth and child-rearing.

Our aim is to keep and improve the working environment so that employees can continue their careers with peace of mind, during such life events as pregnancy, child-birth, or child-rearing which inevitably require cooperation from society.

KPI 1 : Maintaining paternity leave rate of 70% or more

<Specific measures>

  • Promoting understanding paternity leave among management and staff
  • Enhancing internal communication for paternity leave

KPI 2 : Maintaining the total amount of statutory overtime hours and statutory holiday work per employee less than 20 hours monthly.

<Specific measures>

  • Promoting understanding paternity leave among management and staff
  • Implement measures to reduce long working hours by analyzing status quo
2. Keeping and improving personnel systems to provide all employees with peace of mind during pregnancy, child birth and child-rearing

We are committed to keeping and improving HR systems so that employees can balance career and child-rearing lively, during such life events as pregnancy, child-birth or else.

<Specific measures>

  • Working systems with high flexibility to support work-life-balance from time & space perspective. Systems To realize child-rearing with partners, continuing career.
  • Child-rearing friendly systems for working couples
  • Systems to provide employees during childcare with work flexibility
  • Systems to support pregnancy and child-birth of male employee's spouses
  • The first to fifth action plans had implemented by March 2025.