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Focusing on Employees’ Growth and Development

Human Capital Development

Basic Policy on Human Capital Development

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Annual total number of participants (for training provided by Human Resources Development Dept.)Total hours of training: 23,780 hours / The number of hours of training per person: 11 hours

We clearly state, “Employees are essential assets” in The Nabtesco Way.

In order to share the company’s ideal image of the human capital where it is the people who make the company, and to define the direction that all employees should follow, the Nabtesco Group established the Basic Policy on Human Capital Development and has been providing a range of educational opportunities in line with this policy ever since.

Basic Policy on Human Capital Development

Develop personnel who can think and learn on their own at all times as members of a global corporate group, and create a culture that values and supports learning.

Education Scheme (excerpt) (as of June 2019)
FY2015 Education Scheme (as of May 2017)
Number of Trainees (Training Provided by the Human Resources Department from January to December in FY2018)
Training for New Employees 71   Training for Third-Year Engineers 20
Entry-Level Problem-Solving Training 44 Training for Third-Year Clerks 12
Upper-Level Problem-Solving Training 26 Third-Year Retrospective Training (head office workers) 29
Training for Newly Appointed Managers 16 Fourth-Year Career Development Training (business office workers) 20
Training for Newly Appointed General Managers 3 Basic Management Program 16
Training for Candidate Foremen 10 Studying at Domestic and Overseas Business Schools 13
Training for Newly Employed Mid-Career Hire Employees 37 Overseas Language Study (overseas trainees) 6
Business Training 81 English Writing Training 15
Training for First-Year Clerks 10 Intensive Study Camp for English Conversation 4
Training for First-Year Engineers 39 English Presentation Training 18
Selective Training for First- and Second-Year Engineers 123 Training on Meeting Skills in an International Setting 9
Second-Year Report Presentation (head office workers) 26 Training for Employees to be Transferred Overseas 8
Second-Year Retrospective Training (business office workers) 35 Overseas Position Training 35
Second-year Training in the Head Office Technical Department 37      
  • * The number of trainees above includes also trainees from subsidiaries.
Corporate Communications Department, Personnel Department, 1, 2

Improving Basic Skills of Young Employees to Immediately Become an Effective Workforce

Second-Year Research Report & PresentationSecond-Year Research Report & Presentation

We provide new graduates who have joined the company with intensive training in a planned and systematic manner during their first two years of work, deeming this time to be optimal for enhancing their basic skills. Specifically, we provide them with annual training programs in consideration of their individual growth stage, thereby helping them to improve year by year.

We also give new employees on-the-job (OJT) training, believing it to be important to offer them hands-on work experience so that they can become an effective members of the workforce as soon as possible. Under the OJT system, OJT staff members provide careful instructions to individual trainees, while the trainers themselves also receive training to maintain their high ability to provide such instruction. In addition, a common training plan worksheet designed to visualize the contents and progress of the training is used for all trainees to create a uniform, high-quality training environment.

Corporate Communications Department, Personnel Department, 1, 2

Development of Globally Competitive Human Capital

Training to develop skills for meetings in an international settingTraining to develop skills for meetings in an international setting

As overseas business is expected to continue to expand, it is becoming increasingly important to develop globally competitive human capital. We introduced a system to register in advance employees slated to work overseas so that we can provide them with essential training in a planned manner. It also builds a database of the experiences of those actually working overseas to share useful information on overseas work among employees, thereby enhancing the entire Nabtesco Group’s global abilities.

We organize regular trainings for English writing, presentation and developing skills for meetings in an international setting, as well as an intensive study camp for English conversation to provide our employees with opportunities to gain and improve basic English language skills required for global business communications. In FY2012, we introduced the “Overseas Trainee Program” in which our employees can study and work aboard. By the end of FY2018 we had sent a total of 25 employees overseas under this program. In addition, in 2017, we also introduced overseas job training mainly involving the employees who have worked for Nabtesco for more than three years.

Corporate Communications Department, Personnel Department, 2

Development of Human Capital at Overseas Group Companies

The Nabtesco Group is proactively endeavoring toward the development of human resources at Group companies outside Japan. For example, we are implementing various training programs aimed at improving the skills of locally hired personnel. In China, we provide business management trainings for executive candidates at business locations to promote the appointment of locally employed staff for managerial positions. In addition, we offer an OJT-based training programs designed for skill enhancement, in which employees of overseas Group companies are assigned, for a certain period of time, to factories in Japan belonging to various business segments, including the railroad vehicle equipment, hydraulic equipment, commercial vehicle equipment, and automatic door businesses.

By offering opportunities to deepen their understanding of the Nabtesco Group’s corporate culture and The Nabtesco Way that supports it, and to learn specialist skills, we are developing workers who can contribute to economic development in their home countries. We will continue these efforts to reinforce our overseas operational bases and to contribute to the economic and social development of the countries in which we operate.

Corporate Communications Department, Personnel Department, 1, 2

Increasing Our Employees’ Awareness of the Nabtesco Way

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Workshop on The Nabtesco WayWorkshop on The Nabtesco Way

We established the Nabtesco Way in October 2012. It is a collective term that signifies our Corporate Philosophy, Our Promises and the Action Guidelines, which has been  shared by all employees to support each employee’s work and judgment. Its aim is to increase the sense of unity in the Nabtesco Group and facilitate even better cohesion.

In FY2018, following the previous year, we held a focus workshop tailored to the participants’ attributes to deepen their understanding of and attunement with the Nabtesco Way.

“The Nabtesco Way Month” (Workplace Meeting) Participants in FY2016:Group companies in Japan / 11companies / 442workplaces / 4,124persons

Our 2017 organizational diagnosis showed that attunement with the Nabtesco Way remains largely unchanged. It also made clear that satisfaction with communication within the organization has been rising by the year, which is why we made communication the core of our activities to reliably create more awareness about, understanding of, and attunement with the Nabtesco Way. In concrete terms, we organized workshops for stratified and goal-specific training in addition to the abovementioned focus workshop. By having participants share with each other what they thought was positive about their workplaces and what they felt was “typical of Nabtesco” in their work, and relating that with the Nabtesco Way, we helped them understand the goals and background of the concept as well as sympathize more with its various aspects.

We have also been holding the “Nabtesco Way Month” annually in April since FY2013, as a time for raising employee awareness about the Nabtesco Way. 4,291 employees at 438 workplaces and 10 group companies in Japan participated in the sixth Nabtesco Way Month in FY2018. Way meetings were held at everyone’s own workplaces, allowing participants to discuss and share about the Nabtesco Way as well as how they related it with their own experiences and daily musings.

Satisfaction with communication within the organization (based on employee questionnaire)
(Unit: %)
  2013 2015 2017 2017 (Target)
Ratio of Satisfaction 67.1 68.6 69.3 78.6
(Male) 67.1 69.0 69.5 -
(Female) 68.1 69.2 -
Coverage of employee respondents 100 100 100 100
  • * The calculation scope covers only Nabtesco Corporation.
  • * We use the indicators “Relations between senior and junior workers” and the “State of the organization” which represent a degree of communication within the organization (The surveys have been continually conducted in FY2013, FY2015, FY2017).
  • * We evaluate above two indicators according to seven grades (1: Completely disagree; 2: Disagree; 3: Somewhat disagree; 4: Neither agree nor disagree; 5: Somewhat agree; 6: Agree; 7: Completely agree) and rate the results (4 or more is defined as satisfied).
Corporate Communications Department, Personnel Department, 1, 2
Focusing on Employees’ Growth and Development
Human Rights and Labor Practice

Human Rights Policy

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Focusing on Employees’ Growth and Development
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Human Rights Monitoring System

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Focusing on Employees’ Growth and Development
Human Rights and Labor Practice

Prevention of Child Labor and Forced Labor

Based on the Universal Declaration of Human Rights, we are committed to eli...

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Human Rights Due Diligence

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Focusing on Employees’ Growth and Development
Human Rights and Labor Practice
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Labor Management Relations

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Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

ESH Basic Policy and Management Targets

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Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Occupational Health and Safety Management System (Acquisition of OHSAS 18001 certification)

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Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Activities

The Nabtesco Group complies with the Industrial Safety and Health Act and o...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Incidence of Occupational Accidents

No fatal accidents involving employees (incl. temporary staff) have taken p...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Creating a Safety Culture

At the Nabtesco Group, we have been working to create a safety culture sinc...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Education and Public Outreach on Health and Safety

We convene a Safety Practitioner Liaison Group twice a year, sharing inform...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Disaster Prevention Initiatives

At the Nabtesco Group, we systematically strengthen our factory buildings t...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Evaluation of Safety and Health Risks Associated with New Businesses and Projects

The Nabtesco Group conducts risk assessments relating to ESH in each stage ...

Focusing on Employees’ Growth and Development
Management of Occupational Health and Safety

Health Management

Efforts to Eliminate Mental Health Problems Joint meeting held by the...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Active Employment of Non-Japanese Nationals Including Foreign Students Studying in Japan

Due to the maturity of the economy and the fact that the Japanese populatio...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Proactive Employment of Women

Total Number of Newly Recruited Main Career Track Employees (New Gradua...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Promoting Employment of Senior Persons

Re-Employment Rate of Retirees * The culculation scope covers onl...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Promoting Employment of Persons with Disabilities

A group photo of Nabtesco Link Corporation Employment Rate of Persons wi...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Work-Life Balance

Brochures We expect that each employee maintains their mental and ph...

Focusing on Employees’ Growth and Development
Fostering Workplace Diversity

Stability of Workforce

Rate of those who resigned for personal reasons * The culculation...

Focusing on Employees’ Growth and Development
Human Capital Development
Response thumb 123 373 01e

Basic Policy on Human Capital Development

We clearly state, “Employees are essential assets” in The Nabtesco ...

Focusing on Employees’ Growth and Development
Human Capital Development

Improving Basic Skills of Young Employees to Immediately Become an Effective Workforce

Second-Year Research Report & Presentation We provide new gradua...

Focusing on Employees’ Growth and Development
Human Capital Development

Development of Globally Competitive Human Capital

Training to develop skills for meetings in an international setting ...

Focusing on Employees’ Growth and Development
Human Capital Development

Development of Human Capital at Overseas Group Companies

The Nabtesco Group is proactively endeavoring toward the development of hum...

Focusing on Employees’ Growth and Development
Human Capital Development
Response thumb 123 377 02e

Increasing Our Employees’ Awareness of the Nabtesco Way

Workshop on The Nabtesco Way We established the Nabtesco Way in Octo...