The Taisei Group includes "Striving to create value" in its Group Action Guidelines and emphasizes the importance of being ahead of the times and striving to improve one's knowledge and abilities.
Taisei Corporation, under its basic educational philosophy of “meeting the changes and needs of the times, and fostering professionals who are full of originality and capable of rising to the challenge of transformation,” carries out a wide range of human resource development measures.
We offer a wide variety of human resource development programs to enhance expertise and provide support to obtain certifications and improve management capabilities and other skills. In FY2020, the total time spent in training programs for skill development of all employees was 233,143 hours.
Conceptual Image of Human Resources Career Development
Taisei conducts various types of training in each phase after employees have joined the company in order to ensure that personnel have specialist skills, creativity and so on. Training is conducted according to rank across all divisions, for all personnel ranging from prospective employees slated for hiring to management personnel. Within each division as well, training to impart specialist knowledge and on-the-job training by experienced employees are conducted, in addition to annual training for young employees, training for management and global personnel, leadership development training for female employees and so on, in order to increase employee capabilities.
In FY2020, the time spent on training per employee was 27.0 hours.
Results of major training (FY2020)
|Type of major training||Category by type of participant||Number of applicable participants (Persons)||Actual number of participants (Persons)||Participation rate(%)||Total hours of training (hours)||Training hours per person (hours)|
|Introduction training for new employees||all||351||351||100.0||10,881.0||31.0|
|Step-Up Training for managers||Employees who have been promoted||138||138||100.0||3,208.5||23.25|
|Power-up management training||newly-appointed||62||62||100.0||1,441,5||23.25|
|Training for newly-appointed general manager||Employees who have been promoted||112||112||100.0||1,736.0||15.5|
|Training for Business leaders||Employees endorsed by the department||29||29||100.0||1,123.75||38.75|
|Global training||Employees endorsed by the department||20||20||100.0||310.0||15.5|
* Some of the training sessions that had been scheduled in FY2020 will be held in FY2021 in order to prevent the spread of the novel coronavirus.
Development of Global Human Resources
We are also making efforts to develop global human resources, such as by conducting training to improve foreign language proficiency and to facilitate an understanding of different cultures, as well as training at overseas worksites. Other initiatives include sending employees to graduate schools and other companies both in Japan and overseas.
In particular, the departments in charge of overseas businesses are independently promoting the reinforcement of “human resource” development, through the following training programs.
Training key personnel for overseas projects
Taisei Corporation works to train key personnel who will be involved in overseas projects.
We have established a Personnel Training Policy and Personnel Training Organization and conduct training in the areas of job skills, communication skills and management skills, to ensure that employees are able to use their specialist skills and knowledge in conducting construction business overseas. Diverse training that includes studying abroad at universities in foreign countries and being dispatched to other companies fosters a global outlook on the part of employees and improves their capabilities.
|Training hours per person||38.8 hours||38.8 hours||31.0 hours|
|Number of employees who participated in training at overseas worksites and research institutes||22 persons||13 persons||7 persons|
Support for Qualification Acquisition
Taisei Corporation helps all employees improve skills in their area of work, by supporting their acquisition of qualifications, in order to develop engineers and managers with strong specializations.
The Company assists payment of test fees, registration fees, and renewal fees if employees pass tests for qualifications designated as necessary to execute business. Rewards are also paid for qualifications that are in particularly need.
|Construction work||Civil engineering work|
|First-class architect||Professional engineer|
|First-class building operation and management engineer||First-class civil engineering works execution managing engineer|
|First-class plumbing work operation and management engineer||Chief concrete engineer|
|Building mechanical and electrical engineer||Certified chief managing engineer for dam construction|
|First-class architect||Licensed Architect|
|First-class architect in structural design||Professional Engineer|
|First-class architect in facility design||Project Management Professional|
|US licensed architect||APEC Architect/Engineer|
|The Association for Real Estate Securitization certified master||Professional engineer|
|Redevelopment planner||First-class plumbing work operation and management engineer|
|Professional engineer||First-class electrical work operation and management engineer|
|Real estate notary|
|Construction industry accountant||Registered real-estate broker|