Skip to main content
Global
Enter keyword
Inquiry
Global

Basic Approach

The EBARA Group plans and provides human resource development programs based on the personnel and human resource development policy of "acquiring diverse human resources from all over the world who are creative and ingenious with a challenging spirit, and aiming to create a corporate culture in which their abilities are maximized and evaluated fairly by appropriate competition and challenges in a comfortable work environment, and in which individual employees are fulfilled and grown."

Starting in fiscal 2025, we will create new four pillars: hierarchical programs, next-generation leadership development programs (selection), skill-up programs, and career design programs. We will provide various opportunities for the training of all EBARA Group employees, as well as for those who want to learn and want to take on challenges. We will also help employees work in the right place with a high level of motivation by establishing a system that enables them to aim for career changes.

Promotion Structure

The EBARA Group Human Resources Development Committee, composed of members selected from EBARA Corporation and six major Group companies in Japan, plans, discusses, determines, and promotes a common basic human resource development for the EBARA Group, and continuously improves and improves training programs to develop human resources that support the EBARA Group's enduring development.

Initiatives

Human Resources Development Program

Based on the assumption that the foundation of human resource development lies in the workplace and operations (OJT), the program is designed with an awareness of the linkage between OJT and OFF-JT. Specifically, the training content allows employees to utilize what they have learned from the training from the day after they attend the training course. This will promote their growth as a business person.

2022 training system 2025 Human Resources Development Program

■Career level-based Programs

The EBARA Group implements hierarchical training for employees to acquire the mindset, skills, and creativity required of each rank in accordance with their position, length of service, and role after joining the company.

Target Level Training Name Objective
Department Managers New Department Manager Training
  • Transform mindset from management leader to visionary leader and acquire necessary skills and knowledge as a department head.
  • Develop leadership required as a department head and create a strong organization/culture to support challenging transformation across the organization.
Section Managers

New Section Manager Training

  • Management Skill Training
  • Evaluation Skill Training
  • Technical Skill Training
  • Shift mindset from playing manager to management leader and acquire necessary skills and knowledge as a section manager.
  • Understand human resource and evaluation systems (process/behavior evaluation and MBO - Management by Objectives).
  • Learn management to maximize team performance through "work and people management."
Department & Section Managers Interview Skill Improvement Training for Supervisors Understand the role of management in supporting career development for members, deepen understanding of how to conduct career interviews, and aim to improve interview skills as managers.
OJT Leaders for New Employees OJT Leader Training Understand the role of an OJT leader and learn methods for effectively developing new employees. Learn through practice and solidify the image of nurturing new employees.
Specific Role/Grade Equivalent Business Person Training - Advance Foster awareness and action as young leaders who drive their organization.
New Graduates in Their 3rd Year Business Person Training - Basic
  • Develop a proactive approach to problem-solving.
  • Gain materials to design one’s own career.
Second-Year Employees Intense Classroom Through interactions with executives and senior managers, both young employees and senior leaders gain new perspectives and insights, broaden their vision and viewpoint, and become able to challenge themselves and take proactive action.
New Graduates in Their 1st Year New Employee Follow-Up Training Understand the required stance, thinking, and behavioral standards for the second year and be able to take concrete actions in the workplace.
  New Employee Training The goal is to foster mindset transformation and foundational knowledge acquisition, focusing on "building proper relationships through communication," "the importance of thinking independently and basic skills," and "proactive behavior that influences others."
Career Hires
(Immediately After Joining)		 Career Hire Orientation
  • Establish a professional network through self-disclosure and mutual understanding.
  • Ensure that career hires feel both a sense of purpose and ease by leveraging their individual traits.
Career Hires
(After 3 Months)		 Career Hire Follow-Up Training
  • Clarify personal values and career image, enhancing motivation to work at the Ebara Group.
  • Learn how to autonomously apply previous experience and skills to succeed and contribute.

■Next Generation Leader Development Program [Selection]

The EBARA Group conducts selective training programs specifically designed to train candidates for the next generation of management, which are developed independently from a broad perspective, perspective, and perspective.

Target Level Training Name Training Objective
General Managers, Business Division Managers to Department Managers Next-Generation Executive Development Program (Dispatch) Acquire the necessary mindset and knowledge as a next-generation executive candidate and expand the capacity for leadership (development of executive candidates).
Department Managers to Section Managers Business Leader B Training Develop "Business Leaders" who will create the future of Ebara from the same perspective, vision, and mindset as executives, and nurture candidates for future General Managers or Business Division Managers.
Section Managers to Key Staff Members Business Leader A Training Develop department manager candidates and acquire and cultivate the insight (knowledge, thinking ability, creativity, mindset) required to be a future Business Leader.
Department Managers E-LEAD Program - B Cultivate the mindset and perspective of managing on a global scale, and develop management leaders who will create the future of the Ebara Group.
Section Managers to Leaders E-LEAD Program - A Foster the ability to optimize across the entire Ebara Group and develop leaders who will drive the future of the Ebara Group.

■Skill Up Program

Through the acquisition of knowledge and skills that are necessary or lacking in one's own work, we are implementing programs that expand the breadth and depth of work and improve the accuracy of output.

Target Level Training Name Training Objective
Specific Role/Grade Equivalent Broad Leaders Create a foundation for employees in various positions to demonstrate leadership regardless of their role.
Presentation Training Acquire skills for effective and persuasive presentations, enhancing communication and persuasive ability.
Strategic Thinking Training Develop the ability to think integrally about the entire business and acquire skills to set challenges and devise solutions.
Coaching Training Learn the fundamental skills of coaching and how to apply them in daily situations.
Ebara Group Employees Udemy Business (e-learning) Cultivate a habit of continuous learning to enrich one's career.
Ebara Group Employees Free Language Proficiency Tests Increase the number of employees who can thrive globally (TOEIC, Chinese Proficiency Test, Korean Proficiency Test, Business Japanese Proficiency Test, Japanese Language Proficiency Test).
Foreign National Employees Japanese Language Training for Foreign Employees Provide Japanese language training to improve the Japanese proficiency of foreign national employees.

■Career Design Program

Would you like to face your own career and walk your own life in the future? What do you want to be? We are implementing programs that provide an opportunity to think about career life.

Target Level Training Name Training Objective
30s, 40s, 50s Career Design Workshop Support each individual in proactive career development. Through insights and learnings from others, broaden career and life choices, aiming to achieve a personalized way of working and living. The workshop includes both training and consulting interviews.

■Self-study support system

Udemy Business

In September 2023, we introduced e-learning (Udemy Business) with the aim of realizing our long-term vision E-Vision2030 of "Competing and Challenging Business Culture." To help employees grow and improve their skills, anyone who is willing to learn can take courses. We foster an "learning environment" and "learning habits" that take advantage of each employee's individuality and diversity.

In 2024, we began introducing Udemy to Group companies overseas, and we are strengthening our educational system through the EBARA Group as a whole.

■Expansion of global human resource development programs

Our Group has set the goal of becoming a globally excellent company in 2030 in E-Vision2030, and we are further accelerating the global expansion of our business. In line with this, in 2022 we increased the number of GCDP (Global Career Development Program) participants and expanded the scope to include all employees of the EBARA Group companies worldwide, not only in Japan. This has enabled us to participate in a two-year program.

In addition, we are implementing an E-Lead program to train global leaders who will lead us globally by selecting next-generation global leaders from employees of all EBARA Group companies, including those overseas. The EBARA Group will continue to strengthen its human resource development efforts.

Strengthening manufacturing human resource development

For the EBARA Group, a manufacturer, the development of human resources for employees who work at manufacturing sites is extremely important. In addition to technical training, we also provide knowledge and skills training centered on OFF-JT.

Technical training is provided to new recruits (approximately nine months of training at the Technical Training Center and the Technical Training Section) as well as career recruits, as well as to partner companies and customers. In addition to supporting the acquisition of national qualifications such as skill tests (machining, machine inspection, and finishing), overseas Group companies are also conducting EBARA-style certification tests.

Engineer Development Training at Chinese subsidiary Engineer Development Training at Chinese subsidiary

In OFF-JT training, training is conducted from all angles, such as hierarchical training for leader classes at manufacturing sites, practical problem solving training spanning about 6 months, and training to learn communication skills that should be acquired as members of society. We will continue our efforts to cultivate human resources who will strengthen our manufacturing sites.

Related information, etc.

Human Resource Development (HRD)