Policy on Talent Development
G-TEKT recognizes that employees are an asset that is essential for its evolution to tier 0.5. We have formulated the following human capital policies with the objective of achieving both personal development for employees and growth for the Company.
We are taking on the challenge of surviving, as a corporation, the transformational period that the automobile industry is currently right in the middle of, but it is precisely individual employees who are responsible for meeting this challenge, and we believe that there can be no growth for the Company without the growth of the employees.
Provide all employees with opportunities for growth
and assist in their voluntary upskilling efforts
Create talent that generates new value
towards the next era
Training Program
G-TEKT provides education and training aligned with the three themes of management development program, business execution skills enhancement, and support for autonomous and continuous learning. Through the educational opportunities provided by these three themes, we provide support for the personal growth of employees and the taking on of new challenges.
To complement on‑the‑job training (OJT) in the workplace, we have established a structured system that educates employees on the knowledge, skills, and mindset required at each stage of their development. For new employees, group training covering business etiquette and manufacturing fundamentals is followed by training within the production department and OJT at their respective provisional assignments. For tier‑specific training, we offer a range of programs tailored to each level—such as management, financial accounting, and problem‑solving—to equip employees with the competencies and mindset appropriate for their designated tiers.
Language Training Program
To support on‑site responsiveness during overseas business trips, ensure smooth collaboration with our overseas bases, further expand our global operations, and cultivate opportunities for employee development through enhanced skills, we have established a domestic language training program. Previously, our language training programs imposed age requirements; however, we have revised the program to relax these criteria, enabling employees across a broader age range to participate and excel. In addition, we provide English‑learning opportunities tailored to different proficiency levels.
Management Development Support Program
To develop managers and support effective management operations, we continuously implement management training programs. Each fiscal year, we establish themes such as “Organizational Activation” and “Goal Setting and Evaluation” to ensure that the content can be applied immediately in day‑to‑day workplace management.
Self-Development Support
To expand employees’ potential and their opportunities for growth within the Company, we have introduced a range of educational programs—including the “Certification Support System,” “English App Access and Free TOEIC Testing,” “Production Meister Certification,” and “Business Skills E‑Learning”—to support employees in their self‑directed learning.
Talent Management
In an ever‑changing business environment, we are promoting the development of organizational management systems that support sustainable growth. This includes the systematic cultivation of talent who will drive new value creation, as well as the visualization of their development progress. To this end, we have introduced a talent management system that provides cross‑departmental visibility into talent information. This system enables each organization to formulate talent development plans and supports discussions and operations within the Talent Development Committee.