Human Resource Development
Enhancement of Mechanisms to Support Employees in Taking on Bold Challenges and Encourage Growth
Workplace-initiated training
We emphasize starting with employees’ own initiative to promote integration and collaboration and to obtain the skills needed to solve workplace challenges and create new value. As specific practical opportunities, we offer workplace-initiated training and learning opportunities, including programs tailored to the actual situation and needs of the workplace, cross-departmental training, and participation in external seminars. In FY 2025.3, we provided approximately 1,200 such opportunities.
Challenge Tool Map
Based on a corporate culture of taking on bold challenges without the fear of failure, we aim to foster employee growth through specific challenges. To achieve this, we continuously develop various application-based human resource development programs to not only enhance knowledge and foster a positive mindset, but also improve technical skills, international business acumen, financial knowledge, and language skills. In addition to continuously working to enhance this framework, we provide a visual Challenge Tool Map, creating an environment where both employees and management can view and use this data at any time, and support employees in taking on bold challenges while encouraging growth.
Expansion of Fields of Activity
Internal Open Recruitment System for Transfers and Side Businesses
To provide an opportunity for employees to think proactively about their careers and take on new challenges, we have implemented an
internal open recruitment system for transfers, with approximately 300 employees in 25 fields taking on new challenges in FY 2025.3.
We have also introduced a side business system, to provide employees with opportunities for growth through diverse work experience
outside the Company so that they can use the insights gained from that experience to create new services and added value. As of FY
2025.3, a total of approximately 570 employees are engaged in side businesses.
Enhancing Communication with Employees
We are expanding one-on-one meetings as
a tool to support our employees’ ability to
grow and their career autonomy as well as
to increase engagement.
To ensure the understanding of the purpose
and method of one-on-one meetings and
their effective implementation, we provide
training for managers and post video
materials for managers and subordinates
on our internal portal site, thereby fostering
two-way communication and creating
opportunities to support the growth of
employees.
Fostering Human Resources Across the Group
From the perspective of pursuing Group management and integration and collaboration, we provide groupwide training for a wide range of employees, from young staff to managerial level.
Main training
- JR East Group Career Design Training: Cultivating an open mind among young employees and supporting their career development
- Overseas Experience Program: Improving language skills and problem-solving abilities through cross-border experiences
- Practical Manager Development Training: Developing the next generation of managers
- Technology Academy: Fostering human resources who will play a central role in technical departments
- Group executive training seminar: Developing employees who will be responsible for future company management
Planning and implementing Copilot introductory training (Yokohama Architecture Technology Center, Yokohama Branch Office)
We planned and implemented this workplace-initiated training with the
aim of making Copilot a standard for business use.
We invited SoftBank Corp. as a training partner, and we repeatedly
adjusted the content to make sure that it was in line with the
Company’s operations. In addition, when applying for the training
program under the condition that various departments of the
Yokohoma Branch Office would be able to participate, we had
difficulty explaining the cost-effectiveness and coordinating with each
department in advance. Furthermore, by distributing information about
the purpose of this program to both the frontline organizations and
planning departments and accepting applications, we were able to
understand the diverse needs of the various departments and reflect
them in the training content.
Despite these circumstances, we were able to implement the training
successfully, and we feel that it was a great success. People taking
part in the training mentioned that their work efficiency had improved
dramatically and that they found it easier to come up with new ideas.
After the training, we shared materials and conducted follow-ups to
encourage continuous learning and practice.
We are confident that this training has contributed not only to
improving the skills of individual employees but also to enhancing
productivity across the entire organization. Going forward, we will
further enhance the framework to support employee growth while
raising employee awareness of the importance of promoting DX, which
will hopefully lead to taking concrete action.
PeerCross career development support program for working mothers
PeerCross is JR East’s career development support program for female employees on childcare leave and after returning to work. This program supports positive career development by connecting employees with people outside the Company who are in the same situation. This program was launched as part of ON1000, JR East’s internal new business recruitment program.