Policy for Human Capital Development

Provision of human skills training communicating the values required according to qualification/position, to encourage self development and increase motivation. Development of skills required for each specific position (young employees. mid-level employees, management positions, etc.)

Provision of business-specific and job-specific skills training Provision of training for improving the skills needed in each division (sales division, engineering division, clerical division)

We assemble new employees at a training venue after they join the company and provide them with group training.
Through opportunities that include group work involving employees who joined the Company in the same year, participants learn how to proceed with work within an organization and on a team, as well as the basics they need to acquire as working adults. Other goals of this training program are to enable participants to develop a sense of belonging as TOKAI Group employees and a sense of unity with their contemporaries and to increase their understanding of the Corporate Philosophy and Corporate Message.
After group training is completed, employees receive specialized training at the individual companies to which they are assigned for the steady development of their capabilities.

Provision of a "self-career dock" system aimed at encouraging and supporting employees to autonomously shape their own careers. The self-career dock system is an integrated initiative combining career development consulting and career development training aimed at encouraging and supporting employees to shape their own careers; it provides employees with the opportunity for self-reflection and consideration of work styles and future career development.

We conduct training for management and leadership-level employees to develop their ability to use "coaching" techniques to support each employee in leveraging their strengths and becoming self-reliant. This aims to foster a workplace culture where employees can work with vitality and enthusiasm.

We offer management and leadership-level employees the opportunity to participate in the "Mentor Program" and actively serve as mentors for approximately six months. In order to fulfill the role of a mentor, we provide practical training to learn listening skills essential for building trust with junior employees. Additionally, we regularly hold sessions for mentors to exchange opinions with one another.

To develop the TOKAI Group's business leaders, we plan position-specific training for young leaders to the heads of business divisions.
We enable trainees to understand their leadership capabilities through assessments and enable them to acquire necessary knowledge through various training programs, facilitating their personal development.

Establishment of system for rewarding employees who gain qualifications for the purpose of encouraging employees to actively gain qualifications and seeking to raise the company's skills level and foster employees' self-development.

Establishment of evaluation system that enables encouragement of personal growth through the implementation of a PDCA management cycle The aim of the system is that with each implementation of the PDCA cycle, which involves setting business-related goals, checking progress and sharing the results, the employee will achieve further personal growth and this will in turn lead to further growth of the company as a whole

We have introduced a program to accelerate the promotion of excellent employees to secure and retain excellent human capital and increase their motivation. We have built an environment in which employees who have demonstrated a high level of performance are proactively promoted, regardless of age or years of experience, so that they are rewarded for demonstrating their capabilities.

We have introduced a program to commend employees who take on new challenges in addition to our existing award programs to build a culture that encourages free thinking and taking on challenges.
Under this program, we present awards to employees who have taken on challenges, such as employees who have implemented initiatives for the future or positively impacted the people around them.

We have established a reskilling program to encourage individual employees to continue to learn independently and improve their skills in response to changes in the environment.
We support the acquisition of DX-related qualifications and the development of skills, and we have employees leverage the knowledge and skills they have acquired in their work to facilitate the development of both individuals and the Company.

In this program, each Group company provides financial support, such as the payment of expenses incurred to purchase learning tools, to employees acquiring qualifications in areas it has positioned as key measures, with a requirement of this support being that the employees acquire the qualifications or pass the tests.
The goal of this program is to increase the competitiveness of the organization as a whole while increasing the expertise of individual employees at the same time.

We post job opportunities within the group to help individual employees leverage their strengths and skills to develop their own careers independently.
We provide motivated employees with opportunities to take on challenges to facilitate the personal development of individuals and energize the Group as a whole.

Provision of programs through which employees look for ways to solve various issues through dialogue and self-assessment Provision of programs such as the following for the development of mechanisms through which employees and their families can easily seek advice

Provision of assistance for TOEIC tests and English conversation lessons to identify and increase employees with business English skills Provision of assistance for language learning content specifically for TOEIC tests and TOEIC preparation and provision of help for quickly improving TOEIC score