Developing Human Resources
At ShinMaywa Industries, we aim to maximize our employees’ individual abilities and expertise with the aim of building relationships that drive the sustainable growth of the Company. To this end, we are implementing various measures to enhance employee engagement and strengthen business competitiveness.
Human resources portfolio
Visualization of the roles of human resource
We visualize our human resources composition by type based on the roles played, and are building a strategic human resources structure from the perspective of human capital.
- A：Experts
- Human resources that demonstrate the ability to enhance productivity, etc. as experts in specific fields in existing areas
- B：Directors
- Human resources for expanding business performance through improvements in existing areas
- C：New creators
- Human resources committed to organizational performance through exploratory activities in new areas
- D：New producers
- Human resources that demonstrate abilities in a specific field in a new area by applying their expertise
Managing our human resources portfolio
We aim to maximize effectiveness by appropriately allocating human resources in accordance with our Long-term business strategies. As we manage our human resources portfolio, we will analyze the overall composition in quantitative and qualitative terms, and respond flexibly according to each business strategy.
Human resource development programs and training
Next-Generation Executive Development Program
Amid dramatic changes in our business environment, we are systematically training employees that exhibit high potential as future business leaders. At an early stage, we select employees who can be expected to take charge of management from a medium- to long-term perspective, and enable them to develop the basic skills needed to transform our business. The program also incorporates liberal arts learning and EQ coaching to train human resources to become capable of building and carrying out their own growth strategy stories. The final assignment of the program is to develop an idea for a new business with the aim of solving social issues and achieving business growth. So far, 88 participants have completed this program.
Training program up to the third year with the Company
We have prepared a training program to train new graduates as professionals who can identify issues from the conditions at hand and make improvements. The aim is that by their third year, they will be able to play an active role as full-fledged business people.
Self-development support system
従We have put in place the following systems to support the self-development of our employees.
- Distance learning courses for engaging in active self-development
- Voluntary participation training programs in a wide range of genres
- In-house TOEIC test to improve English skills and scores
In-house skills competition and maintenance skills competition
To bring joy and pride to manufacturing and to maintain
and enhance necessary skills, we hold in-house skills
competitions and maintenance skills competitions once a
year including employees of contractors. Through these
contests, we aim to enhance skill levels and morale at
production sites by awarding those with outstanding skills.
Although the maintenance skills competition was not held
in FY2021 due to the COVID-19 pandemic, the in-house
skills competition was held with infection prevention
measures in place, with 389 participants. We will continue
striving to enhance the skill level of the Group as a whole,
including our overseas locations.
