Promotion of Human Resource Development

Based on the belief that "human resources" are the key to realizing and practicing JTEKT's basic philosophy, we have established a human resources development policy and have adopted the concept of "creating human resources who can put JTEKT's basic philosophy into practice" as our human resources development concept.

Support for putting basic principles into practice

N5 plan

We work to develop human resources who can put our philosophy into practice, by hiring and training people who share our basic philosophy.
Specifically, we provide opportunities for students to learn about and think about JTEKT's basic philosophy through various recruitment events, mainly internships, at the time when they begin their job hunting activities as N1 (first year) . This will lead to the recruitment of human resources who share our basic philosophy. In their first year of employment, as N3 (third year), all new employees in the business and engineering fields participate in the "New Employee Training" and "Monozukuri Training" programs to gain a deeper understanding of JTEKT's basic philosophy as well as the fundamentals of working adults, and to learn the fundamentals of manufacturing (machine, electric, control + digital) on the job as members of a manufacturing company. In addition, as a member of a manufacturing company, they will participate in a program to learn the fundamentals of manufacturing, including machine, electric, control, and digital technologies.
The third year of employment is the final year (fifth year) of the N5 Plan. During this period, when more and more work is entrusted to you, we hold the "3rd Year Step Up Training" as an opportunity for you to think about your future career. The workshop will help participants to reflect on the work they have done so far and to concretize and clarify their own WILL, and to think about their future career, work, and work style, leading to self-actualization.

Problem Solving Training

In order to embody JTEKT's basic philosophy of "continuous improvement," we thoroughly train problem-solving skills in the first four years of employment, and after promotion to junior manager, we focus our efforts on challenging more difficult tasks so that we can accomplish higher tasks. We also hold "Problem Solving Training: Supervisors' Workshop" for supervisors of employees who have taken each problem-solving training course, helping members improve their ability to practice problem solving in their daily work by learning the key points of guiding problem solving and practical knowledge from other supervisors.

General Management Training

As part of our efforts to nurture human resources who will become candidates for the next generation of management personnel, we select potential candidates at an early stage, assign them missions during their training period, and provide them with guidance and counseling with the deputy general manager and area general managers acting as advisors. Through this initiative, we are developing managerial human resources who can be responsible as the next generation of the companies leaders, by systematically having them experience positions of leadership responsibility.

Manager Training

JTEKT holds a three-year manager training program to develop managers who can put into practice JTEKT's basic philosophy of creating a workplace where people can say what they want to say and do what they want to do.
This training is held in a workshop format so that participants can share their concerns with others in the same position and build a relationship where they can consult with each other. A follow-up meeting is also held three months after the completion of the training to allow the same members to reflect on their experiences.

＜Outline of training＞

No.	Training Subjects	What you will learn
1	Culture Reform Workshop	Decisions and actions in line with basic principles
2	Psychological safety workshop	How to act to ensure psychological safety
3	Human resource development workshop	How to proceed with goals and evaluations that lead to human resource development

＜Situation of training＞

Human Resource Development of Skilled Workers

The program consists of three pillars: company-wide education, workplace education, and self-development. Company-wide education, among other efforts, includes the follow 3 essential trainings: a career development program (rank specific education), provided at JTEKT's Technical High School.（※1）TWI（※2）trainer (supervisor training instructor) and leader training for workplace leaders. And practical TPS training for newly appointed supervisors in cooperation with the Production and Survey Department to improve understanding.In workplace education, we aim to improve the level of understanding of the skills required to pass on skills to the next generation. Workplace education includes OJT（※3） in specialized skills, and special education and skills training to acquire qualifications necessary for work. For self-development, we support employees to take on the challenge of acquiring national skill tests, QC tests, and self-maintenance certificates.

※1 At JTEKT's Technical High School, we provide accredited vocational training approved by the Governor of Aichi Prefecture. We are committed to the development of excellent skilled human resources.
※2 TWI Training Course for Supervisors Abbreviation for Training Within Industry. In-house training for supervisors.
※3 Abbreviation for On the Job Training. A method of education in which employees are trained while actually doing their jobs.

List of hierarchical education and main contents

※ TPS　TOYOTA Production System

At the 61st National Skills Olympics, we were awarded the prize for bravery in the lathe occupation.

At the 62nd National Technical Olympics to be held in Aichi Prefecture in November 2024 as the main venue, we aim to surpass the results of the previous year.

Customer Value Creation Activities

In order to become a solution provider for social issues, we are challenging ourselves to create human resources and systems that co-create value with our customers.
One such initiative is the "Customer Value Creation Activity.
In the "Customer Value Creation Activity," executive candidates from each business and functional division gather for monthly work sessions to study business concepts and organizational implementation to solve social issues under the guidance of external lecturers who are experts in business development. Through these activities, we are developing the leaders needed to become solution providers.

Global Human Resource Development

JTEKT utilizes an overseas trainee system to develop human resources who can will be able to work overseas in the future.

Support for autonomous career development

In order to support autonomous career development, we have introduced an in-house open recruitment system as well as a side job system and a self-reporting system.
The internal job application system allows employees who wish to take on new challenges to raise their hands and apply for the department or position of their choice, and many employees are already taking advantage of this system.