Human resource development
Basic approach to human resources
Our employees are invaluable assets. Based on our human resources philosophy regarding employees as the Group’s primary assets, we pursue prosperity for both our employees and the Company through diligent practice of respect for human rights, fair evaluations and treatment, human resource development, and professionalism. Based also on the idea that it is essential to our future ongoing growth to secure and develop talented human resources and create workplaces where everyone can work with vitality and harness their capabilities to the fullest, we are implementing work style reforms to change attitudes toward work styles, reform rules, and promote diversity.

Human resource development policy
The Group strives to hire and develop human resources who are capable of adapting to rapid technological innovations and market changes.
For training, we offer a diverse lineup of programs including new employee training, position-based training, technical training, the transformation leader development program, and the culture transformation program.
Moreover, we also provide support for self-development, such as incentive programs for acquiring qualifications and correspondence learning courses, and are committed to providing growth opportunities and encouraging employees to actively take advantage of them.
Four hiring & human resources development policies
- Strive to pursue the sustainable growth of the Group by flexibly hiring human resources according to business requirements.
- Develop human resources as required to expand and shift our business by improving employee knowledge, capabilities, and skills systematically and in a timely manner through the Career Development Program (CDP) and training.
- Implement measures for diversity and inclusion to build work environments that make it easier for diverse human resources to thrive.
- Foster an open, liberated culture and comfortable workplaces that enable each employee to better harness their capabilities.
Training system

New employee training
The first year of employment is designated as a training period in which we offer a multifaceted curriculum that includes induction training, basic training for our Group, specialization-specific training, and training for acquiring IT qualifications, to supplement employees’ common sense understanding as members of society and help them strive to acquire a wide range of knowledge and basic technical skills as members of the company. In addition, each new employee is assigned a mentor, who promotes growth and motivation through training and follow-ups, as well as advice on mental health and lifestyle issues.
We also provide step-up training in the second year to review the training and secure its results.
Technical training
The Group’s technical capabilities are the very essence of our corporate brand. For this reason, we conduct technical training across the country, including at Group companies, and focus on developing IT personnel, engineers with advanced and up-to-date technical skills, and what we call “safety professionals.” Our technical training consists of both in-house and external training. In-house, we conduct safety and quality management training and professional engineer training, while externally we strive to have our employees obtain high-level national qualifications as professional engineers, advanced professional skills in engineering and CAD skills, and cutting-edge skills in ICT fields such as virtual cloud, network servers, and programming. We are also actively working toward acquisitions of high-level national qualifications and IT qualifications in developing the strategic engineers and DX personnel needed to execute our medium-term management plan and 2030 Vision.
Support and incentives for acquiring qualifications
We assist our employees’ self-development and provide them with growth opportunities through our human resources systems and various training programs.
For those wishing to acquire qualifications that are either required for their jobs or advance their capabilities as employees, our Qualifications Acquisition Incentive Program offers assistance for the various costs associated with taking training courses and acquiring or maintaining qualifications. For qualifications that we have designated, we provide monetary incentives to employees who have newly acquired those qualifications.
Overseas trainee system
Along with the expansion of our global business, we implemented an overseas trainee system starting in fiscal 2022 to expand upon and replace assignments of employees to the Philippines which we had started in fiscal 2015.
In this system, we accept applicants from among all employees of the Group companies (at least three years with company and age 25 or older), and we send them to work at overseas Group companies for roughly one year. Having them work hands-on at each global location, our personnel intensively gain experience, personal networks, and expertise, which also serves as a means for us to more quickly develop human resources who will lead and drive our Group’s business.
In fiscal 2022, we sent a total of six overseas trainees to the Philippines and Singapore.
Overview of trainee system
Eligible employees | Employees age 25 or older who have been with the company at least three years |
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Duration of assignment | 1 year |
Selection method | We accept applications. The Human Resources Development Department interviews those who have passed the first screening and selects the trainees from among them. |
Development program |
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Assignment destinations in fiscal 2023
Destination (Group company) | Country | Trainees |
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MG EXEO | Philippines | 2 |
Aeqon | Singapore | 1 |
Ascent | Singapore | 1 |
EXEO Global | Singapore | 1 |
Initiatives at Group companies
We want all employees at our 175 Group companies (142 consolidated subsidiaries, 15 non-consolidated subsidiaries, and 18 affiliates), including those overseas, to be able to work with a sense of fulfillment. Our top priority is to build one new team to enable this. We see this as an essential step toward developing our human resources for the future, reforming our work styles and increasing diversity.
Based on the Group’s common operational measures, in addition to playing the role of a “go-between” for expanding the excellent initiatives of our Group companies, we will further promote the establishment of one strong team that takes on the challenge of new businesses and responds to changes.
Group employee wins gold medal at WorldSkills Competition 2022
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Toru Ebihara entered the Information Network Cabling skills category representing Japan and won a Gold Medal at the WorldSkills Competition held at Miyako Messe convention center (Kyoto) from October 15 to 18, 2022.
Ebihara went up against competitors from 12 countries and regions in the skill of Information Network Cabling, which tested abilities in the construction and measurement skills required for building information network infrastructure. We are determined to continue strengthening and improving our technical skills, developing outstanding engineers, and contributing to society.
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Group employee Toru Ebihara (center) wins gold medal at WorldSkills Competition 2022