Human Resources Development

We at Nissha Group believe our employees are our most important management resources. We work to develop human resources based on our Human Resources Development Policy.

Human Resources Development Policy

We implement a planned development of human resources needed for the company to grow and actively support our employees in the voluntary development of their skills with the aim of achieving growth for both the company and our employees.

Approach to Human Resources Development

We at Nissha Group approach human resources development from the three areas of planned human resource development, skill development, and career development. For each area, we aim to promote comprehensive education incorporating the perspectives of training system, on-the-job training (OJT), medium- to long-term career path development, and human resource systems to support these programs.

Human Resources Development Model

Planned human resource development
Implement planned development to foster and secure the human resources needed to achieve the management vision. (e.g., growth strategy, business continuity, creation of corporate culture)

Skill development
Individual employees voluntarily develop their skills and increase their market value.
→The company supports this and thereby enhances the quality of its human resources.

Career development
Support medium- to long-term career development and promote growth toward employees’ ideals. (Provide opportunities to recognize the importance of and pursue career development.)

Training System (Major Programs by Area)

Area Training
Planned human resource development Nissha Academy (selective training for next-generation management candidates), rank-specific training, manager training, overseas appointee training, etc.
Skill development Theme-specific training (leadership, logical thinking, presentation, etc.), foreign language training, accounting education, in-house TOEIC testing, correspondence course, etc.
Career development Education for young employees (first, second, and third years of joining Nissha Group), career development training, etc.

Training System Model

Training System Model

Selective Human Resource Development

In 2013, we established Nissha Academy, an in-house institute for fostering human resources with more advanced, specialized knowledge. While we continue to expand on our rank-specific, theme-specific, and career design training programs, Nissha Academy employs a selective system to provide training.

Nissha Academy comprises a Business School, which provides knowledge and skills in the proposal and execution of management strategies including accounting, finance, marketing, and human resources to foster leaders capable of company and business oversight; and a Management of Technology (MOT) School, which develops leaders capable of linking technology with management to create new business. In the fiscal year ended December 2017, 24 employees enrolled in the MOT School. Graduates are given opportunities to practice what they have learned through involvement in projects and the drafting of medium-term business plans, for a consistent human resource development program that integrates all three areas of planned human resource development, skill development, and career development.

As a gateway to Nissha Academy, in fiscal year ended March 2016, we launched business literacy training, a short-term intensive selective program covering the basics of themes such as management, accounting, and marketing. This program also goes beyond inputting knowledge to featuring practical contents, where participants apply what they have learned to analyze the current situation of their company and discuss its challenges through group work and the creation of individual reports.

Programs to Support Employees’ Will to Learn and Grow

We offer many open-call training courses, which employees may sign up for in line with their choice of personal development theme. Examples are courses designed to foster universal business skills such as logical thinking and presentation, and to develop linguistic skills required of employees of a global company. Our correspondence courses and self-learning programs via Skype support voluntary learning by covering half the price of subsequent courses for graduates.

In the fiscal year ended December 2017, we organized an open-call management workshop designed to draw out the determination and capabilities of experienced managers. We plan to carry this over into the fiscal year ending December 2018, as well as enhance our other programs for managers in response to their will to learn and grow.

Training Records

The total number of hours dedicated to major training programs in the Nissha Group in Japan and training hours per employee (by gender) are given in the table below.

  Fiscal year ended March 2016 Fiscal year ended March 2017 Fiscal year ended December 2017*
Annual training hours Male 23,106 17,605 14,204
Female 7,375 7,609 5,561
Total 30,481 25,214 19,765
Training hours per employee** Male 11.9 9.3 7.4
Female 17.3 17.9 13.1
Total 12.9 10.8 8.4

* With the change in fiscal year and date from March 31 to December 31, the fiscal year ended December 2017 covers a nine-month period (from April to December).
** Training hours per employee are calculated based on the number of full-time employees of the Nissha Group in Japan.

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