Career Support and Training Programs
Fostering a culture of challenge
Our group encourages employees to propose new ideas and better methods, and to take on challenges without fear of failure. To support these efforts, we have implemented various systems, including a "Group Recruitment System" that allows employees to apply for job openings at other group companies on their own will, a "Challenge System" that allows employees to aim for early promotion to a position two ranks higher, and a "Career Declaration System" that allows employees to declare their future career wishes and participate in career interviews according to that.
Career Self-Reporting System (Free Agent Registration)
Under this system, employees assess their work and workplace environment and report their career aspirations to the Company.
Beginning in fiscal 2025, we introduced a "Free Agent Registration" program that allows interested employees to indicate the roles they would like to pursue and receive offers from Group companies. Through the Career Self-Reporting System, we support employees having career autonomy.
Group Open Recruitment System
This is a program that allows employees to voluntarily apply for positions open across different groups.
It aims to expand career opportunities for employees while fostering organizational vitality. The program was launched in fiscal year 2012, and more than 10 years have passed since then. Over 350 employees have already taken advantage of this program to transfer to new roles, and a culture of taking on new challenges without fear of failure.
Challenge System
We have introduced a "Challenge System" that allows talented and capable employees to challenge for early promotion to a position two levels above them, regardless of age or years of experience, and are working to promote human resources in a flexible manner.
Training for Human Resource Development
In our training functions at SG Holdings Group, we view all of our personnel as an irreplaceable resource. We are striving to develop "problem-solving-typed leaders" who can create new value while solving the problems of customers and society as a whole. More specifically, our aim is to promote growth through hands-on OJT training, while also providing opportunities for individuals to add to their skills and knowledge through OFF-JT. By helping them grow, we are developing leaders who can take responsibility for the future of our business.
We strive to develop both individuals and organizations by maintaining high levels of motivation among all employees and promoting work environments in which employees can thrive with a self of fulfillment. To this end, we have strategically developed systems for reward and commendation to support an atmosphere in which employees are praised, recognized and thanked for their hard work.
Major Groupwide Training Programs
| No. | Training Title | Details |
|---|---|---|
| ① | SGH University | A corporate university within the SG Holdings Group established in March 2017 with the aim of creating an environment where employees who are eager to learn and want to forge their own careers can learn voluntarily and support their growth. The university supports career development from new employees to candidates for managerial positions by expanding its content as a place for learning that combines online training and e-learning. |
| ② | SGH Group Organizational Culture Reform Training | To build an organizational culture with a high level of psychological safety in which employees learn from challenges and failures, and to remain a company that can survive the competition in the age of VUCA, the program will be implemented from FY2021 with the aim of changing the behavior of managers and above, which is necessary for reforms to take place. |
| ③ | Women's Career Support Training | In order to change the homogeneous corporate culture and foster a culture that accepts and takes advantage of diversity, training for female employees who are candidates for management positions to acquire the skills and mindset necessary to be promoted to decision-making positions has been implemented since FY2021. The training program is implemented over a period of three years. |
| ④ | Bright Future Vision Committee | Began in FY2013 as an initiative to enhance the corporate value of the SG Holdings Group in the long term by presenting and embodying what young employees should become and reflecting the perspective of employees in management. |
| ⑤ | DX Human Resource Development Training | We will develop "DX planning personnel" who utilize digital technology to promote business, and "DX construction personnel" who support DX planning personnel with specialized knowledge and skills. In addition, we will implement DX literacy training for all employees to raise their overall level of knowledge about DX. |
| ⑥ | Global Human Resource Development Training | Systematize training programs with an eye toward overseas assignments, encouraging the acquisition of the right mindset and global communication skills. In the second year of training, provide overseas training to develop practical skills and global adaptability. |
| ⑦ | GOAL Human Resource Development Training | We implement systematic human resource development through on-the-job training (OJT) and off-the-job training (Off-JT) based on the knowledge accumulated over 10 years of efforts. In addition, we secure and develop human resources through personnel exchanges between Group companies to address comprehensive logistics issues and by hiring external personnel to respond to the increasingly sophisticated logistics issues of our customers. |
| ⑧ | Management Development Program | A training program designed to develop the successors of the officers of the Group, in which they systematically learn the knowledge required of managers and practice actions to achieve sustainable growth of our group and transform it for the future. |
| ⑨ | Audit & Supervisory Board Member Development Program | A development program aimed at cultivating successors to the Group's Audit & Supervisory Board Members by enabling participants to acquire the expertise and experience required for the role in a planned and strategic manner, including through job rotations. |
| ⑩ | Seminar for New GM Qualification Holders | With the aim of developing the next generation of management personnel, this program is designed for new GM qualification holders to establish the skills required of GMs, as well as to cultivate organizational management skills to create synergy throughout the Group from the perspective of group optimization and company-wide optimization. |
| ⑪ | Training for Newly Appointed Managers | Training is provided to newly appointed managers to help them develop the mindset and acquire the skills and knowledge required for management positions. Participants acquire management capabilities, coaching skills that encourage initiative among subordinates, and the skills required to demonstrate leadership. |
| ⑫ | Follow-up Training | Conducted for employees in their first to third years with the aim of assisting their sense of personal growth and career development, and encouraging their development into self-driven professionals. |
| ⑬ | New Employee Training | Conducted after new employees join the company in April, with the aim of helping them transition from mindset of a student to that of a working professional and build a foundation for contributing in the workplace from an early stage. |
| ⑭ | Education required for each project | Training and education to acquire the knowledge and skills required for each entity. |
Training expenses, hours of training and total number of trainees for human resource development
| Item | Boundary | Unit | FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | FY2025 |
|---|---|---|---|---|---|---|---|---|
| Training expenses | Group | Thousand yen | 803,482 | 980,446 | 984,633 | 1,010,275 | 1,103,393 | 1,113,578 |
| Total hours of training | Hours | 280,347 | 279,227 | 207,665 | 239,234 | 277,243 | 315,182 | |
| Total number of trainees | Persons | 35,283 | 37,013 | 40,990 | 37,002 | 55,519 | 53,712 |
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*The total hours of training and the total number of trainees are calculated for the entire Group using figures disclosed for FY2020. Note that training expenses have been calculated by adding the labor expenses for the trainees from FY2020.