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(in Japanese) ​ Japanese 
  1. TOP
  2. Sustainability
  3. Social
  4. Human resources strategy
  5. Expansion of training system and development of next-generation leaders

Expansion of training system and development of next-generation leaders

Based on the type of human resources we seek, we implement a variety of curricula centered around an educational system that supports the growth of each employee according to their career path. Additionally, for individual interviews and various types of training, we use online and real-life methods depending on the content, in an effort to improve the overall quality.

Independent career development

We implement various training curricula based on an education system based on the ideal human resources. In order to support each employee in maximizing their performance and career autonomy, we strive to provide opportunities for continued independent learning.
In preparation for the introduction of a new personnel system in fiscal 2023, we have revamped our desired profile of employees and restructured our training system.
In the selective training for learning basic business skills by theme, about 16% of general employees volunteered to take the course (134% increase from the previous year), and over 99% answered affirmatively about the application of the learning content in their work. Furthermore, we strengthened E-learning, which is not bound by time or place, and enriched the learning content.
We have also expanded our career design training to help employees chart their own career paths, providing a curriculum tailored to each age group from their 20s to their 50s. We are also focusing on autonomous career development for a wide range of age groups.

Focus on changing management's mindset

With the aim of improving management skills, we provide various training programs based on the mindset and skills required for managers to fulfill their roles.
In fiscal 2023, we conducted 1-on-1 follow-up training for all managers. The curriculum was based on the 1-on-1 training in fiscal 2022, and the aim was to improve the quality of communication skills, build trust with subordinates, and support their growth. In addition, basic training was conducted for new managers to understand the roles and responsibilities of managers. This builds the foundation for building a vision for their own organization and developing subordinates, leading to utilization and practice in their own departments.

TOPIC: Unconscious bias training

In order to eliminate excessive consideration due to unconscious bias and provide appropriate growth opportunities for each individual, all managers will take unconscious bias training over a period of approximately two months in 2023 through e-learning and workshops.

Educational system diagram

Nurturing the next generation of leaders

In fiscal 2023, we will begin "developing the next generation of leaders," and have agreed that the next generation of managers will be developed by the management team, rather than being a measure taken solely by the HR department. We have divided the talent pool into four groups, and are creating development plans for each group based on "personnel selection" + "training, learning from others, and learning from experience (such as being selected as a project member or being transferred)." We will evaluate the behavioral changes and results of candidates after taking the development plan and create the final development plan.

Major Initiatives for 2023

  • Restructuring the education system
  • Renewing the ideal talent profile
  • All full-time employees take the StrengthsFinder course
  • StrengthsFinder individual coaching/team building training
  • Expanding e-learning
  • Expansion of career training

OUTPUT

Training cost per employee 2023 72.93 (1,000 yen/person)
14% increase from last year
Number of training sessions 2023 34 Programs
12 more courses than last year
Number of participants in the training 2023 1,257 Man
38% increase from last year

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