Promoting shared values within the Group and improving skills

We are committed to human resource development, aiming to instill values and improve necessary skills that will serve as the foundation for promoting our business strategy and implementing "NANKAI-style innovation" in all our businesses and operations.

Our group engages in various internal branding activities to ensure that our employees feel empathy and affection for the NANKAI brand, and can approach their respective business activities with pride and confidence.

As one example, we strive to share values for brand improvement through a variety of educational opportunities, such as brand training for new employees, video materials, and lectures on customer satisfaction and branding for employees ranging from general staff to management within our group.

Furthermore, beyond just learning, we also conduct participatory "comfort and excitement activities" for employees to create an organizational culture where employees themselves feel that the company and workplace are "somehow good."

In this "Comfort and Excitement Activities," we continue to implement unique initiatives such as "Tsunagari Rhythm," which encourages active communication through posters and videos featuring employees, and "'Something's Nice' Cards," which aim to foster a culture of finding and praising each other's good points.

Our group defines skills that all employees should acquire as "basic skills," and skills that we hope to increase the number of people possessing in order to promote future business strategies as "advanced skills."

As a measure to improve "basic skills," we support the acquisition of the basic skills required for each role by implementing group training and e-learning by level or theme, as well as dispatching employees to business schools. Meanwhile, among "advanced skills," we have positioned "business creation skills" and "data utilization and digital skills" collectively as "innovation skills."

To understand the current state of each employee in terms of these skills, we conduct a "DX Assessment," and based on the results, we provide learning opportunities such as e-learning, seminars, and workshops tailored to each individual's level. As a performance indicator, we are making continuous efforts to achieve the goal of having 30% or more of our employees reach the target level.

In addition, to develop specialized human resources, we have established skill standards for each field and clarified the required ability requirements and recommended qualifications. Through these efforts, we are promoting the improvement of the skills required within the Group.

Currently, our company has set "Creating an organization and people who can create the future" as a key goal of our "Human Resources and Organizational Culture Development Plan," and we are implementing a variety of training and self-development support systems based on the themes of "Developing diverse skills to put innovation activities into practice," "Creating a lively and healthy working environment," and "Ensuring business sustainability."

We are working to improve the capabilities of our employees through two measures: one is to "raise the overall level" by ensuring that employees acquire the knowledge and skills necessary for their roles and job types, such as level-specific training, and the other is to "raise" those who wish to do so or who are selected, such as by supporting them in obtaining qualifications and sending them to external business schools.The total number of training hours in fiscal 2024 was 21,293 hours, and the training hours per person was 7.8 hours (off-the-job training hosted or co-hosted by the Human Resources Department only).

・Qualification acquisition assistance system ・Incentive system ・Recommended schools and books ・Correspondence course assistance system ・External seminar assistance system