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Training and Education

KPI

  • Item

    Annual average hours of training per employee

  • FY 2014 results

    (Non-consolidated), regardless of gender,
    8.3 hours (managerial positions) and 6.0 (technical positions)

Responsible departments

Global HR Department

Stance and target

Why is "Human Resource Development through Training and Education" a critical issue to be addressed?
Explanation of the reason and background

We are fully supporting aforementioned notion based on the idea that it is the growth of every single one of our employee that will lead to our company’s growth. We recognize that the assignment of professional human resources that have a strong desire to achieve and a broad range of perspectives and are capable of performing to their fullest while having an influence around them is required at business locations that are expanding on a global scale, and we also recognize that the development of an education system is an important issue to this end.

Vision (attainment goal) / target

We will aim to develop the sentiment, capabilities, and skills required for global business deployment and individual skills that include leadership for each management level, the ability to solve problems while working closely with the field, presentation skills, and negotiation skills.

Measures for vision achievement

The following measures will be implemented to achieve our vision.

New human resources system GLOBAL (development of core human resources)

Our Human Resources System which has been implemented in 2010 is focusing on personnel training for those who are able to perform on a global stage. For example, we have set up eight hierarchies from new entry level to divisional General Manager; each threshold must be cleared in order to go up to the next level. The threshold comprises of performance evaluation, work experience (total number of work rotation), compulsory training, and language skills; this way, relevant personnel can acquire necessary skills as a candidate so he/she can perform on the global stage by clearing each threshold one-by-one.

Use of re-employment employees aged 60 or above

Operations were commenced by Yokohama Business Association Corporation (YBAC), which was established in July 2013 as a staffing company specializing in re-employment employees.

Personnel Training Program

1. Fresh Graduates
1.1 Overseas training program
Starting from the fiscal year of 2009, we have been providing training for all our fresh graduates under comprehensive work position in our overseas group offices for about two months plus in order to have them enhance their sensibility towards different cultures through hands-on experience of diversified culture while they are young.

1.2 Brother System
This system has been around for as long as 25 years already; initially it started as a system to give man-to-man training by seniors to nurture young engineers, now it has also been spread to the entire fresh graduates in administrative positions (main career track).

2. Advanced Specialists and Skills Meister System
We are certifying our personnel as "Advanced Specialists" with a top level of specialization in a technology area those who have contributed greatly among them and those who are necessary to fortify our businesses so that they can focus on their activities on technology. Also, we are certifying from our personnel as "Technical Meisters" those who are able to train juniors by utilizing their specialized skills and knowledge among our employees in the technical fields in order to inherit our technology to the new generation.

3. Enlightenment for Company Expatriates and their Family Members
Amid global expansion of our businesses, the number of company expatriates is on the rise every year. Since FY 2009, we have provided overseas pre-relocation seminars for all employees going overseas. The seminars consist of information of how to proceed with work operation in different cultures, any necessary formalities, safety lecture per destination region (necessary knowledge as to status of their public order and ensure safety), medical training, legal and compliance training, accounting and internal control training, language training, and information on schooling for dependent family members.

4. Incentive to Obtain Official Certifications
We have an incentive system for our employees to obtain official certifications which are advanced levels which may not be easy to obtain but yet are essential for our company growth; the company is thereby trying to encourage our personnel to obtain as many as possible.

5. Qualified Employee Allowance
A qualified employee allowance was newly established in 2012 for those assigned to business the company is responsible for, such as the submission of required notifications by plants.

6. Foreign Language Subsidy
To encourage improvements in foreign language abilities, a foreign language subsidy has been provided to those employees who have achieved at least intermediate level in a language other than their native tongue.

Review of FY 2014 activities

The following results were achieved for the measures implemented in FY 2014.

Use of re-employment employees aged 60 or above

As of the end of December 2014, there were 531 re-employment employees enrolled, including partner employees directly employed by Yokohama Rubber and YBAC employees. In FY 2014, 85.1% of employees reaching the retirement age continued working using the re-employment system. Efforts will be made to develop successors and pass on skills while utilizing the experience and advanced skills of these employees.

Personnel Training Program

Name of training program Number of participants
Men Women Total
New employee training 29 13 42
New employee follow-up training 32 15 47
Hierarchical training (third year since company entry) 28 15 43
Hierarchical training (ninth year since company entry) 28 1 29
Training prior to re-employment 23 0 23
   
Education and training expenses 177 million yen
Annual average hours of training per employee (managerial positions) 8.3 hours/person

* Regardless of gender, the annual average hours of training for technical workers is 6.0 hours/person

System users and number of applicable employees for each program

1 New employees 1.1 Overseas training program 42 employees Total of 300 up until now
1.2 Brother System 42 employees
2 Advanced Specialists and Skills Meister System Advanced Specialists 24 as of December 2014
Skills Meister System 22 as of December 2014
3 Enlightenment for Company Expatriates and their Family Members 150 employees
4 Incentive to Obtain Official Certifications 17 employees Number of employees that obtained certifications
5 Qualified Employee Allowance 128 as of December 2014
6 Foreign Language Subsidy 414 employees

Number of employees that obtained official certifications

Certification Number of Achievement Cases
2010 2011 2012 2013 2014
Radiation Protection Supervisor - 1 1 - 1
Certified Measurer 2 - - - -
Special Class Boiler Expert - - - - -
Qualified Energy Manager - 1 4 2 2
Class-1 Health Supervisor 1 7 9 2 11
Industrial Hygiene Health Officer - - 1 1 -
High Pressure Gas Production Safety Manager 1 1 1 1 2
Class-1Boiler Expert 1 4 1 1 -
Operations chief of radiography with X-rays 1 1 2 1 -
Class-3 Electrical Chief Engineer - 1 - 1 -
Manager in Charge of Pollution Control - - - 1 -
Work Management Measurement Expert - - - - 1

Issues and future improvement measures

In education at Group companies in Japan and overseas, we will also develop the sentiment, capabilities, and skills required for business and individual skills that include leadership for each management level, the ability to solve problems while working closely with the field, presentation skills, and negotiation skills.