The NH Foods Group prizes a work culture in which employees learn and grow together, thus creating an environment "where employees can feel truly happy and fulfilled."
Cultivating Human Resources
We improve employee skills through training and educational programs that enhance motivation and foster personal growth, enabling our people to contribute more to business and society.
Education and training approaches to realize『the human resource required by NH Foods Group』
We put『NH Foods Group required human resource』as a core of our human resource management system to effectively operate PDCA cycle of recruitment, education/training, evaluation/compensation and personnel allocation and to execute strategic human development and allocation.
From 2015 we put our focus on group training and expanding training programs and opportunity for Chief, Supervisor and Management class to promote human development from both OFF-JT and OJT.
In OFF-JT, from the last year, for members, we revised group training program and for leaders, we launched new training program which enhance awareness of guidance and training of his or her subordinates.
In OJT, we will promote creation of result and human development by applying MBO(management by object)system to balance goal, problem solving, performance development, and vitalization of work place.
For members, enhancement of required ability and for leaders, training of subordinates and settling theme of business transformation are newly added to its object.
Also we launched a selective training to develop next generation management (leader), providing opportunities to create leadership and acquiring necessary knowledge by encouraging each other.
Global Employee Training
We implemented Global Employee Training so our people can expand and reinforce our businesses abroad. Managerial-level staff at overseas Group companies visit plants and distribution centers in Japan and take part in programs covering management policies and cross-cultural understanding. Course participants recognize themselves as integral members of the NH Foods Group and play roles as channels for Japanese culture and our corporate philosophy. We hope participants learn to apply the networks they build during training and help build new businesses.
Seminars to Cultivate Young Managers
The Group maintains a Management Seminar and Business Leader Training program to foster prospective young executives. The management seminar program has 90 graduates to date. Participants explore case studies presented by guest speakers and research management strategies. They also endeavor to resolve actual management issues and present their ideas to senior executives. Seminars aim to expand networks for participants, help them improve their management skills, and cultivate their business mindset through direct experience.
Training Systems in Fiscal, 2012
- Note: The above training system diagram is that of NH Foods. The "G" indicates that the Group conducts the course.
The Group fosters a consistently dynamic and safe work environment and engages in initiatives to enhance work-life balance.
Ensuring a Safe Working Environment
At its manufacturing facilities, the Group has deployed the Health, Labour and Welfare Ministry's Occupational Health and Safety Management System (OHSMS) and has appointed full-time safety inspectors. We ensure proper safety education and health and safety management systems in the workplace. We have ongoing programs to manage the mental and physical health of employees, including telephone counseling, medical consultations, and a return-to-work program for employees who have taken long-term leave.
Challenge Yourself Program for Women Employees
The Processed Foods Business Division at NH Foods has run the Challenge Yourself Program for women employees since fiscal 2006. This initiative aims to encourage female employees to seek new challenges. To date, 90 women have participated in this program. Participants take steps to reach work goals, for example, by analyzing the way to reach a goal using issue resolution methodologies, verifying planned work measures, and engaging in discussions. They later announce their final results.
We introduced the Cross-Mentor System to assist employees by promoting their personal vision, drawing on the different perspectives and advice of mentors to pursue success.
Work Hour Management Initiative
We have assigned personnel administration officers at each Group company to arrange meetings to resolve labor and personal issues. At such gatherings, company-designated officers assigned with improving work hours set about promoting mutual understanding of how to manage work hours, overwork, mental health issues and the initiatives of each company. They then solicit advice from experts. We will continue to improve the working environment through such meetings.
Balancing Work and Family Commitments
To help employees balance their professional and family commitments, we set up a child care support database that enables employees to check laws and support systems. We hold an annual gender coexistence seminar for male and female employees to encourage people to reshape their attitudes and to look beyond near-term challenges and review their approaches to work.
In fiscal 2001, Professor Hiroki Sato, Project Representative for the Research Project toward Realization of a Work-Life Balanced Society at the Institute of Social Sciences of the University of Tokyo, delivered a lecture entitled, Work-life Balance and Work Practice Reforms.