Talent development

• Policy on Talent Development
• Training Program
• 国内語学研修制度
• Creating a Workplace That Provides Job Satisfaction
• Self-Development Support
• タレントマネジメント

Policy on Talent Development

ジーテクトは、経営戦略として「地球環境への対応」「EV関連事業の確立」「人財の多様性向上」「既存事業の変革」の４つのテーマを定め、チャレンジしています。このチャレンジの担い手こそ従業員一人ひとりで あり、従業員の成長なくして当社の成長はありません。
そこでジーテクトでは従業員を当社の成長を支える重要な財産と位置づけ、下記を方針に定め、従業員と共に当社が成長する姿を目指しています。

Training Program

We have established an education/training scheme aimed at developing talent who are enthusiastic about taking on the challenge to learn, think and grow of their own accord.

FY2023 Training Achievements

Scope		Name of training	2017	2018	2019
			Number of persons
Rank-by-rank training sessions	Junior	New employee group training	32	35	35
		Production site training	13	17	17
		Technical department training	11	22	15
		Follow up training	13	24	32
		New grade 3 training	-	32	10
		New grade 4 training	-	37	36
	Mid-career	New grade 5 training	-	17	17
		New grade 6 training	13	13	17
	Managerial	New grade 7 training	4	9	12
		Managerial workshop	-	123	137
		Grade 9 assessment training	-	-	21
Selection training	Mid-career/ Managerial	Female leader training	4	14	5
		Pre-overseas assignment language learning	19	24	16
		Dispatch to external management school	2	2	1
Correspondence education and e-learning	Junior	Pre-employment training for prospective employees	32	35	35
	All employees	Production meister couse enrollment	159	106	119
		GLOBIS Unlimited	-	-	87
		Program for improving English skills	200	137	161

国内語学研修制度

海外出張での現場対応や海外拠点との業務推進円滑化、海外事業の更なる親展、スキルアップによる活躍機会獲得のため、国内語学研修制度を設けています。これまでの語学研修制度では年齢による要件を定めていましたが、幅広い年齢の従業員に活躍する機会を提供することを目的として、制度を改訂し、年齢要件を緩和しました。この他にもレベル別に応じた英語学習の機会を提供しています。

Creating a Workplace That Provides Job Satisfaction

We have continued to hold management workshops (experience-based courses) since 2018. In fiscal 2019, 138 managers working in Japan, including five recently promoted female managers, participated in the workshop that was based on the results of an organizational diagnosis conducted in the previous fiscal year.
At the workshop, the managers set goals for their own department and studied concrete ways to nurture human resources and promote teamwork. After returning to their respective workplaces, the managers perform tasks that will fundamental to their work as managers, such as getting section staff to come together, set their own goals, and try to find a solution to a challenge. Lively discussions were held among the managers during the workshop, which provided the opportunity to exchange opinions on a wide range of topics, even within each department.

Self-Development Support

This support program for obtaining qualifications aims to improve employees’ skills and productivity by acquiring qualifications useful for work.
In addition to providing allowances to employees who have obtained a qualification, we take a flexible approach to the qualifications that the allowance covers.
To support classroom learning, we have fully embraced online learning and have prepared basic materials for improving language and managerial skills, in this way providing an environment where employees can study anywhere during their free time. Through online learning, employees who have been sent overseas also have access to the same learning opportunities as employees in Japan.

タレントマネジメント

変革を続けるビジネス環境において、新たな価値創造をけん引していく人財の計画的育成と育成状況の可視化を行い、持続可能な成長を下支えする組織運営の仕組みづくりを推進しています。具体的には、タレントマネジメントシステムを導入し、部門横断型に人財情報を可視化し、組織事に人財育成計画を検討するほか、人財開発委員会での議論や運営に役立てています。