Basic Concept
The Nisshinbo Group is engaged in a wide range of businesses, and each company implements its own human resources strategy. However, as a common goal for the entire Group, the Company has formulated a long-term human resources strategy called the Long-Term Vision. The Nisshinbo Group has set the following vision for its employees in 2030: "All employees enjoy change and boldly pursue high goals." Nisshinbo believes that this mindset and actions will create continuous value through the practice of Change and Challenge, leading to the realization of business strategies, profit generation, and social contribution through business activities (For the creation of the future of Earth and People). To achieve these goals, the Nisshinbo Group is advancing initiatives in five categories.
(1) Empowerment:
The Nisshinbo Group will formulate human resource strategies and human resource portfolios tailored to each company and develop human resources required by the organization while improving work engagement. The mindset and behavior that the Group expects from employees is self-directed growth.
(2) Inclusion:
The Nisshinbo Group will create an organization and culture that promotes the active participation of diverse human resources by integrating diverse values to create value, enhancing the level of agreement with its philosophy and policies, and increasing organizational engagement.
(3) Support:
The Nisshinbo Group supports the active participation of diverse human resources through such initiatives as effective talent matching and support for diverse work styles.
(4) System (Human Resources System):
The Nisshinbo Group will establish a well-balanced human resources system that encourages its employees to enjoy change and boldly pursue high goals.
(5) HR Function & Data (HR Structure & HR Data):
The Nisshinbo Group will strengthen HRBP functions and promote the strategic use of HR data.
The success or failure of a business depends on its human resources. The Nisshinbo Group will boldly implement measures to maximize the value of its human resources for the sustainable growth of the Group.
Promotion System
Nisshinbo Holdings Inc. reorganized its organizational structure in April 2025 to establish a Managing Officer system for each functional division with the aim of building and overseeing a structure that would lead to urgent change. Talent & D&I Development Department has been established with three groups (Human Resources Development Group, Diversity & Inclusion Promotion Group, and Human Resources and General Affairs Group) under its jurisdiction. In addition to monthly Human Resources Responsibility Officer (HRO) meetings, the company convenes two annual meetings bringing together human resources personnel from all group companies nationwide (Group Human Resources Policy Meeting and Group Human Resources Strategy Meeting) to discuss cross-functional human resources policies and challenges.
The president of the Nisshinbo Group, who is the chief executive officer of the Group, conducts management reviews at the annual Board of Management* and receives progress reports from the Managing Officers in charge of the Talent & D&I Development Department with regard to the group's initiatives. Based on these reports, the president issues instructions on the matters necessary for management. Special items are reported to the Board of Directors as appropriate.
* The Board of Management: Executive conference consisting of Directors, Executive officers, etc.
Please refer to "Promotion System for Sustainability Activity" for details regarding the organizational structure for promoting sustainability.
Specific Initiatives of the Nisshinbo Group
5th Sustainability Promotion Plan (to be achieved by FY2024)
In the 5th Sustainability Promotion Plan with FY2024 as the target year, the Nisshinbo Group set the following two items as targets and KPIs to promote human resource acquisition and training as a priority activity and achieve the goals of training of management candidates necessary for business promotion and strengthen mid-career recruitment to improve the age structure of human resources.
- ① Increase the rate of participants in the Successor Program in senior management posts. (executive officers and above)
- ② Strengthen mid-career recruitment to improve the age structure of human resources.
As a result of implementing activities through the PDCA cycle, the status of all core companies as of December 31, 2024, was as follows: ① 52.0% of employees participated in the successor program, and ② 44.3% of employees were hired through career recruitment.
6th Sustainability Promotion Plan (to be achieved by FY2027)
The 6th Sustainability Promotion Plan, which targets FY2027, sets the following targets for human resources acquisition and development as priority activities in order to develop the management candidates necessary for business promotion.
Successor candidate readiness rate for each operating company director-equivalent position, 100%
Please refer to "Sustainability Promotion Plan and KPIs" for details regarding the "Sustainability Promotion Plan."
Recruitment, Retention, and Support for Human Resources
In order to create a group of human resources with more diverse backgrounds and to correct the age structure of the workforce, the Group is reinforcing the number of career hires in addition to new graduates. In order to ensure diversity, the Group is actively recruiting women and non-Japanese employees in particular. In addition, the following measures are being implemented to attract and promote excellent career hires.
- ① Maintain competitive salary levels
- ② Role grading system to clarify job descriptions
- ③ Personnel system that enables early promotion regardless of length of service
- ④ A multitrack personnel system that accommodates different work styles and occupational perspectives
- ⑤ Improvement of working environment, such as teleworking system and satellite offices
- ⑥ Enhancement of training and follow-up for career hires
- ⑦ Employee referral system (referral system) to introduce employees' acquaintances
- ⑧ Re-entry system for employees who retired for personal reasons (Re-join System)
- ⑨ A system to provide leave and allowances for every five years of service (Discovery Leave System)
In the future, the Group will consider treatment for highly specialized and job-specific positions and plan measures to increase flexibility in terms of work location and hours.
In addition, to prevent young employees from leaving the company, the Group opens the Learning Management System to them from the initial job offer stage based on the onboarding concept, and have interviews with HR personnel, the Group established a mentor system for first-year employees, and HR personnel conduct follow-up interviews and questionnaires to detect changes at an early stage and implement appropriate measures to help them adjust smoothly to life at the company. In addition, Follow-up group training is held in the first, second, and third years of employment, and follow-up new employee training and career training are provided to ensure that employees remain with the company.
The Nisshinbo Group is implementing the following measures to prevent employee turnover.
Career Support
The Nisshinbo Group is working to maximize human resource value by increasing the number of self-motivated employees while establishing systems that allow each employee to maximize their strengths and expertise and creating a mutually beneficial relationship between the organization and its employees.
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① Career development support from supervisors
In addition to personnel evaluation interviews by supervisors, regular interviews using career sheets are conducted to support career development. -
② Effective talent matching
The Nisshinbo Group operates the New Challenge System across the Group to increase opportunities for more employees with diverse values and occupational perspectives to develop skills and take on new business challenges on their own and to eliminate mismatches after joining the company or being assigned to a new position. -
③ Self-awareness and Mindset Development
The Nisshinbo Group conducts training programs aimed at helping employees understand the impact of environmental changes on their careers and consider new ways of working and learning in the future. The Group also provides systems to support employee skill development, such as a learning management system, and self-development support programs.
Human Resource Training
Nisshinbo Group Training Model by Participant Category
Digital Human Resource Development
The Learning Management System, introduced in 2021, prepares digital-related courses as standard content, allowing employees to learn at their leisure. In 2023, the number of digital-related e-learning courses was expanded from 5 to 21.
In 2020, the same content was updated and systematized as digital literacy training. The program provides a forum for sharing good examples of internal digital-related activities and discussing business improvement plans and new digital business ideas using digital technology across workplaces.
In addition, the Nisshinbo Group began training in 2023 aimed at developing human resources who can use the digital technology to solve problems in each workplace, and in FY2024, Nisshinbo conducted "Training on the Utilization of Digital Technology for Kaizen."
Through these activities, employees are acquiring knowledge about a variety of problem-solving approaches and ways of thinking necessary for utilizing technology.
Development of management candidates necessary for business promotion
Implementation of a selective leadership development program
The Nisshinbo Group set the ideal profile for its employees as co-creative leaders who lead the creation of customer value, and the company is implementing a selective leadership development program.
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① Advanced (Managing Officer level) and executive (Department Manager level) programs
The Advanced (Managing Officer level) program includes management lectures and practical training courses to help participants acquire management knowledge, the appropriate mindset, and role-specific behaviors.
The Executive (Department Manager level) program includes management lectures and practical training courses, as well as technical management graduate school (MOT) courses and practical workshops to cultivate management talent with both technical knowledge and management skills.
These programs are conducted annually to create a list of candidates for key positions based on the Group's global job grade system, and the grade, candidate list, and program participation are linked. -
② Middle (Section Manager level) and Basic (Next-Generation Leader level) Programs
At lower levels, Nisshinbo implements the Middle and Basic programs based on company recommendations.
For the Middle (Manager level) program, Nisshinbo conducts management programs, financial leadership programs, and marketing programs through external assignments, and internally, Nisshinbo conducts business strengthening workshops.
For the Basic (Next-Generation Leader level) program, the company implements leadership programs.
Globalization of Human Resources
To promote the globalization of human resources, the Nisshinbo Group has provided cross-cultural understanding training for those posted overseas, training at language schools for those sent overseas, and English and business Japanese language training jointly sponsored by group companies. In addition, the Group is promoting the development of globally competent human resources through measures to promote overseas experience for employees under the age of 35, subsidies for TOEIC and CASEC exam fees and transportation expenses, half-price subsidies for online English conversation courses, and subsidies for language correspondence courses and e-learning courses.
Specific Activities of the Group Companies
Efforts to Broaden Employee Knowledge—Participation in University-Sponsored DX/GX Courses
GOYO ELECTRONICS CO., LTD. participated in a university course organized and offered by the Recurrent Education Center of Akita University as part of its Recurrent Education* Program.
A total of 15 employees from the DX and GX departments of the company participated in the course from October to November 2024. The courses focused on digital transformation (DX), which involves transforming business models using digital technology, and green transformation (GX), which involves transitioning to clean energy as an alternative to fossil fuels. Participants acquired knowledge about the latest topics in each field and how to effectively utilize DX and GX to address challenges in their local communities. Participants commented that they were able to study the characteristics and challenges of the latest technologies and what is required to reduce the environmental impact, as well as the literacy necessary to utilize the latest technologies. This provided new insights for the promotion of DX and GX in the future. The company will continue to actively collaborate with universities and local governments to provide ongoing educational opportunities and participate in initiatives aimed at revitalizing the community.
* Recurrent education：Working adults continuing to hone the skills required for their jobs through continuing education courses and programs.
Digitalization Promotion Activities
Nisshinbo Mechatronics Inc. convenes a presentation meeting once every four months as part of its digitalization promotion activities, which is led by the Digital Promotion Section of the Quality Assurance Department.
The presentation meeting is attended by companies from the Nisshinbo Group, and currently more than six companies and 70 people participate. The meeting provides an opportunity to promote digitalization within each company by sharing information and introducing examples of automation achieved through digitalization.
Additionally, Nisshinbo Mechatronics Inc. focuses on the development of digital talent by sending a total of eight employees per year to a six-month Digital Talent Development Program conducted by an external institution. Through this program, the company is advancing the digitalization of daily operations while also working to cultivate digital talent.
When selecting participants for this program, Nisshinbo Mechatronics Inc. prioritizes individual motivation and initiative with the expectation that employees will play a leading role in promoting DX in their respective workplaces after completing the program.
Support for Autonomous Career Development
Nisshinbo Micro Devices Inc. sends employees in their 30s and 50s to career development training programs hosted by Nisshinbo Holdings Inc. to help each employee regularly reflect on their careers and find fulfillment in their work. Additionally, employees in their 20s participate in career development training as part of new employee training and third-year training for college graduates.
Furthermore, as a mechanism for fostering autonomy (early development and integration into the workforce) among new employees, Nisshinbo Micro Devices has a pair leader system. For one year, a pair leader is appointed as a close senior colleague, and through on-the-job training, the pair leader provides one-on-one guidance to new employees. New employees set goals, consult their pair leaders for support, and advance their work while reflecting on their progress to foster their own career growth.
Additionally, the company offers a self-development support program (up to 200,000 yen per year with half covered by the company). To actively support employees who wish to grow and adapt to reskilling, the company increased the maximum assistance amount in 2023. This program is used for such activities as obtaining certifications, pursuing graduate studies, and participating in different training programs to enhance individual skills.
Human Resource Development and Safety Education
Nisshinbo Automotive Manufacturing Inc. in the United States provides monthly e-learning courses as part of its human resources development and safety measures.
In addition, the Human Resources Department provided training courses on labor management and essential skills for leading teams to all leaders in all departments. The Human Resources Department provided training in key areas aimed at improving logical thinking and communication skills.
Furthermore, training has been provided for anger management, building trust among employees, and appropriate ways to respond to employees to facilitate smooth daily operations.
For safety, Nisshinbo Automotive Manufacturing Inc. implemented initiatives to enhance employee safety awareness through education on the hazards of machinery and raw materials, proper work methods, health risks, encouraging the reporting of near-miss incidents, hazard prediction (training to predict danger) education, and the 5S principles (sorting, straightening, sweeping, cleaning, and sustaining cleanliness).
Measures to Prevent Young Talent from Leaving the Company
Nanbu Plastics Co., Ltd. has provided group training for young employees since 2022 as a measure to prevent the departure of young talent. The training focuses on improving communication skills and sharing the work values of young employees with management.
Participants provided such feedback as, "I found the training helpful in improving my communication skills," "My personal values became clearer," and "It was a valuable experience to discuss with peers and management."
Starting in 2024, in addition to the above training, the company will implement regular performance reviews by HR department personnel. The target participants are new graduates in their second and fifth years, as well as career hires under 25 years of age at the time of recruitment.
Nanbu Plastics Co., Ltd. conducts interviews to gather information on current job responsibilities, career sheet content, changes in health, challenges faced, and feedback about the company. This helps the company identify the concerns of young employees early on and provide feedback to their departments. Regarding requests for transfers from employees, Nanbu Plastics Co., Ltd. strives to accommodate employees as much as possible by using this information as a reference for personnel transfers.
Implementation of Nisshinbo Group Group Training in China
Nisshinbo Business Management (Shanghai) Co., Ltd., plans and conducts group training and e-learning courses every year to develop human resources at Nisshinbo Group companies in China.
In FY2024, five group training sessions were held in the first half of the fiscal year. For managers, Nisshinbo Business Management (Shanghai) Co., Ltd. conducted Management Practice Strengthening Training and Corporate Cost Know-how Training aimed at improving business execution and strategic capabilities.
Nisshinbo Business Management (Shanghai) Co., Ltd. also provided training in such areas as logical thinking and presentation skills for employees below the management level. In addition, the company explained its corporate philosophy and introduced the history of the company, its products, and its future goals in order to foster a sense of unity within the Nisshinbo Group.
Meanwhile, the e-learning course covered a wide range of topics from basic Excel and Word skills to data analysis skills and environmental, health, and safety (EHS) skills. The company also continued multiple courses aimed at improving English proficiency, which were launched in FY2023.
Going forward, Nisshinbo Business Management (Shanghai) Co., Ltd. will continue its efforts not only to enhance the effectiveness of training but also to introduce the challenges and directions the group should address.
