We believe that employees’ job satisfaction comes not only from contributing to society, but also from pursuing challenges and acquiring a sense of growth. We are supporting employees in taking control of their own growth by effectively implementing human resource management cycles and encouraging individuals to self-direct their own careers.
Concept of Self-Directed Careers
We are supporting employees to plan their own careers and grow with the aim of realizing self-directed careers. As part of this, we are shifting the way they think about their careers from seeing them as something provided by a company into seeing them as something that an individual and a company build together by adjusting to each other’s needs.
Recruiting Human Resources
In order to secure diverse human resources that relate to the Group’s Corporate Philosophies and can participate actively, we carry out recruitment activities that closely reflect changes in the environment and the needs of the people we are looking to recruit.
We also actively recruit mid-career employees all year round so that we can secure personnel who have advanced expertise and wide-ranging experience.
Education and Training
Education Programs
| Training, etc. |
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● Training programs for each level of employee ● Training programs with specific objectives (voluntary) ● Training programs for promotion ● Training programs for nextgeneration executive development |
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| Workplaces |
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● OJT (practical experience at workplaces) ● Management by objectives (MBO) ● Career counselling ● Self-reporting system |
In regard to employee education, in addition to offering a variety of training programs for each level of employee, NH Foods Ltd. is also enhancing Purpose-Based Human Resource Development Training in order to encourage individuals to self-direct their careers. In training for each level of employee, we are working to improve management ability in order to strengthen on the job training* (OJT) within an employee’s everyday work.
We are also carrying out selection-based training for each level in order to cultivate next-generation executives.
We have also introduced Dimension (a tool that applies numerical values to various ability requirements derived from the Ideal Human Resources Sought by the NH Foods Group) in order to appropriately assess employee growth and we also implement a PDCA cycle to measure the effects of our training and education efforts and gauge whether they are helping employees to grow.
Note: Developing skills through actual work experience.
Self-Directed Careers Support
NH Foods Ltd. have introduced and continuously implement a variety of career development support systems that enable employees to actively plan their own careers, such as career consultations and an in-house recruitment system and a self-reporting program for all employees.
We also carry out age-based career boost seminars that help employees integrate their work careers and life plans. By encouraging self-directed careers, we are helping employees realize self-fulfillment and contribute to the Company through improved productivity.
| Age | Content | |
|---|---|---|
| Ⅰ | 29 |
● Life career |
| Ⅱ | 39 | |
| Ⅲ | 49 | |
| Ⅳ | 54 | |
Cultivating Expertise
The Group is growing its operations to cover every area concerning foods, from fresh meat and processed foods to health foods. We need employees who can contribute to workplaces by leveraging expert knowledge and experience in each business and operation.
We not only support employees in acquiring and maintaining official certifications, we also encourage them to update their knowledge and cultivate expertise through their daily business activities, and we reward this expertise appropriately.
| Award System |
We have just introduced the award system that employees of in business sector who achieve significant results to motivate. |
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| Benefit and Support System |
● Allowance for nationally recognized qualifications ● Allowance for professional qualifications ● Financial support system for acquiring certifications related to daily duties ● Incentive systems for acquiring certifications |
Appropriate Assessments and Benefits, and Feedback
We think that the goal of human resources assessment is to develop employees. Its main function is to encourage the development of employees’ abilities and guide them to the most appropriate behavior for their work through methods such as aptitude reviews that assess ability and performance reviews that assess the results of work. Therefore, taking a one-sided approach that an employee is only informed of the assessment result is unlikely to engage said employee, making it difficult to achieve the goal of development.
Objective Assignment and Promotion Processes
We are clarifying the standards and process to promote employees or assign them to certain roles. As important human resources matters that have a direct impact on management and operations, promotions and assignments have to be transparent. Also, as a promotion is an important decision in an employee’s career, we will help employees to direct their own careers by making the conditions for promotion clear.