Promoting shared values within the Group and improving skills
Basic concepts
We aim to develop human resources by promoting business strategies and instilling the values that will form the foundation for "innovation in the Nankai style" in all our businesses and operations, as well as improving the necessary skills.
Inner branding activities
The Nankai Group is engaged in a variety of internal branding activities to ensure that our employees feel a sense of empathy and attachment to the Nankai brand, and can approach their business activities with pride and confidence.
As one example, we provide a variety of educational opportunities, such as brand training for new employees, video learning materials, and lectures on customer satisfaction and brand awareness for all employees of our Group, from general staff to management, in order to share values that will improve our brand.
In addition to learning, we also run a participatory Nagomi Tokimeki Activity for our employees, in order to create an organizational culture where employees themselves can feel a sense of "Bound for Good Times" about the company and the workplace.
The Nagomi Tokimeki Activity includes a number of unique initiatives, such as Tsunagarism posters and videos featuring employees that encourage lively communication, "Bound for Good Times" cards that aim to foster a culture of finding and praising each other's good points, and Nankai Line Ambassadors who help foster pride in the area by discovering good things about the area along our railway lines and reporting them on a website for employees.
Initiatives to enhance common skills
The Nankai Group conducts various training programs with the aim of improving the common skills required by both management and human resources with expertise.
As a measure to improve "basic skills," we are engaged in improving the necessary basic skills for each role by implementing group training and e-learning by rank and theme, as well as dispatching employees to business schools.
Among the "development skills," "business creation skills" and "data utilization and digital skills" are collectively positioned as "innovation skills," and the "DX Assessment" is conducted to understand the current situation of each individual in terms of these skills. Based on the results of this assessment, we provide learning opportunities, such as e-learning, seminars, and workshops tailored to the level of each employee, and work to improve their skills. We will continue to work toward the goal of having at least 30% of the total number of people reach the target level.
Initiatives to improve "business creation skills" and "data utilization and digital skills"
Human Resources Group
Masayoshi Satake (left), Data Marketing Promotion Department
Yui Kouda (center), HR Division, Human Resources Department,
General Adminstration & Human Resources Group
Maho Tomishige (right), Innovation Promotion Department,
Business Strategy Group
In FY2023, we held a New Business Creation Workshop for the top-ranking employees who had passed the assessment, in which they designed business plans for new businesses based on market opportunities with the aim of applying their skills at a practical level, and a Data Utilization Workshop in which they used BI tools to experience business processes and improve their data utilization skills with the aim of applying them to their work. We will continue to work to ensure that our Group's human resources can understand and utilize data and cutting-edge technology to create new businesses.
Implement training and awareness based on priority educational goals.
We have set “creating organizations and people that create the future” as a key objective of our “human resource and organizational culture development plan.” We are currently implementing various training and self-development support programs under the themes of “creating an organizational culture that can adapt to change,” “expanding the base of innovation and supporting its implementation,”“supporting the onboarding (retention) of newly hired human resources,” and supporting career autonomy.
We are working to train our employees through two measures, i.e., by ensuring that they acquire the knowledge and skills required for their roles and positions through trainings for each employment level to raise the overall level of employee competencies, and by enhancing the competencies of employees who wish or are selected to acquire certifications or who participate in external business school dispatch programs.
Total training hours in FY2023 were 22,958, or 7.6 training hours per person (only for OFF-JT training sponsored and co-sponsored by the Human Resources Department).
Education system chart
<Only shows data on OFF-JT training sponsored and co-sponsored by the Human Resources Department>
| Position and grade | ||||
|---|---|---|---|---|
| Compulsory training | Purposespecific training | |||
| Training by employment level | Themespecific training | Selective training | CSR-related training | |
| Chief manager | Training for | Management vision | E-learning*2 | Training on human rights |
| Manager | ||||
| Leader grade | Meeting to talk | |||
| Staff grade | Training for new employees | CS and branding seminar*2 | E-learning*2 | |
*1 This program is designed to reform the workplace culture so managers can play a central role in responding flexibly to changes and produce results to achieve the management vision.
*2 Training including for proprietary employees of the Nankai Group Companies
Self-development support system
• Qualification support system • Incentive programs • Recommended commuter schools • Recommending books
• E-Learning support program • External seminar support program
Sustainability Site Map
(materiality)
- Major sustainability themes (materiality)
- Identification processes
- Further seek safety, security, and satisfaction
- Thriving and friendly community development
- Create a future full of dreams
- Achieve an enriched life
- Develop a workplace and staff in a way that enables each person to put their abilities to use
-
Contribute to preserving the global environment
- Environmental philosophy
- Reducing CO2 emissions in response to climate change, promoting the use of renewable energy, and so forth
- Bringing about a circular society
- Preserving biodiversity
- Deepening our environmental management
- Expanding environmental buildings (green buildings)
- Responses to TCFD Recommendations
- Bolster a corporate foundation that is sincere and fair
