Human Resource Development

Human Resource Philosophy

The Nippon Koei Group considers its human resources as its greatest management asset and the source of value creation. The Group provides a full range of training and seminar programs designed so each employee is fully aware of their role as a professional, feels their own growth, freely demonstrates their abilities, and feels a sense of purpose in their work. In addition, the personnel structure and training systems are formulated to support continuing skill development.

Training, Programs, and Systems for Human Resource and Skill Development

Training and Seminars
  • New employee introductory training
  • Third-year training
  • Mid-level employee training
  • Manager training
  • Harassment prevention training
  • Life planning seminars
  • Technical development training /TD follow-up training*1
  • Professional engineer (secondary) exam preparation seminar
  • NK Academy
etc.
Programs
  • Personnel Exchange Multi Seed Program*2
  • Distance education
  • Financial incentives for paper submissions and lecture attendance
  • Financial incentives for certification attainment
etc.
Systems
  • NKG E-learning System
  • Career Path Planning System
  • CPD Activity Recording System
etc.

*1 Technical Development: Nippon Koei's unique training program for employees to define their career visions to serve as a guide for developing technical expertise to achieve their visions.

*2 Multi Seed Program (MSP): A personnel exchange system for assigning employees to different departments for specified periods to help develop engineers with diverse skills, knowledge, and perspectives.

Human Resource Development Policies

Each employee taking initiative in developing their own skills is vital in human resource development.

Through a variety of support programs, Nippon Koei assists independent learning efforts while also organizing educational training according to not only each stage of development but also at milestones when person’s career in the company changes. This educational training enlightens people about their role at Nippon Koei and provides an opportunity for employees to change their mindset.

Specialized technical skills alone are not sufficient to bring out the full potential of human resources. To excel professionally at work, it is crucial for staff members to comprehensively demonstrate their skills. That requires mastering standard business skills such as logical and strategic thinking, gaining knowledge in financial accounting and corporate laws, as well as developing the ability to manage organizations and projects and cooperate with team members to achieve goals.

Employees must also have good mental health and take action with an awareness about how to stop harassment in order to cultivate a workplace where everyone feels confident to concentrate on the task at hand. It is also important for each person to form their own essential life plan.

Nippon Koei sets goals and educational themes from broad perspectives to conduct training programs which help employees more actively participate.

Employees in training not only gain knowledge and skills but also an opportunity to share ideas and exchange information with colleagues from departments that they have little interaction throughout each work day. These new interactions bring about a variety of insights and build broader avenues to new networks of people to use in their work.

We are also actively pursuing online training to provide even more learning opportunities. In fact, employees on business trips overseas participate in training programs on an almost daily basis. Nippon Koei also provides a broad range of training contents, including e-learning courses and recorded materials (learning archives), that employees can utilize repeatedly according to their schedules and needs.

In addition to these training programs, Nippon Koei has also put in place exhaustive programs to support self-development from financial incentives to acquire certification to distance learning programs.

Job Training System

Job Training System

Purpose Program Overview
Required Skill Acquisition NK Academy

[Common Courses]

  • Technology
    • Hydraulic Engineering Course
    • Soil Engineering Course
    • Structural Mechanics Course
  • Business Skills
    • Writing Skills Improvement Course 
    • Logical Thinking Course

[Specialty Courses]

  • Structural Design
    • Concrete Maintenance Seminar
etc.
Other
  • Quality control training
  • Ethics (compliance) training
etc.
Career Planning Career Planning
  • TD training
  • TD follow-up training
etc.
Role Awareness According to Level Level-based Training
  • New employee training
  • Third-year training
  • Mid-level employee training
etc.
Acquisition of Knowledge Required by All Employees Other
  • OJT Manager Seminar
  • Harassment prevention training
etc.

Examples of Initiatives

NK Academy

Training young engineers and passing on skills to the next generation are a key issue for our company. As a solution, in June 2020 we established NK Academy, an in-house training program for young technical employees of the Nippon Koei Group.

The Human Resources Planning Department together with each department plans the themes of the courses, which are conducted by in-house instructors, and videos of the courses are archived later to promote repeated learning. In the six months since the start of the NK Academy, we have conducted 19 technical courses and 6 business skills courses. In addition, 13 specialized courses have been established in the fields of river and water engineering, erosion control, coastal engineering, transportation, electricity and electronics, and construction environment to deepen the knowledge in each specialized field.

In the future, Nippon Koei will further enhance these programs and expand its efforts globally to offer high-quality technical services that contribute to the development of society.

Third-year training

[Participants] Third-year employees (colleagues who joined Nippon Koei at the same time)

[Purpose/Main Program]

  1. 1. To teach problem-solving skills practical for work founded in basic logical thinking concepts.
  2. 2. To teach the fundamental knowledge required by junior employees on the job every day.
  3. 3. To raise awareness about mental health (self-care).
  4. 4. To gather all of the employees who joined the company at the same time and stimulate mutual growth.

[Trainee Feedback (Examples)]

  • - The processing of learning about work processes during the new employee training program, putting them into practice, and then re-learning it again after experiencing it myself enable me to review my actions and also gain more insights.
  • - I’m glad to have learned some new logical thinking skills. I hope to use these approaches in my work.
  • - I liked how practical the training was thanks to the group work based on specific examples.

FDM Training

[Participants] First-year section managers

[Purpose/Main Program]

This training program provides a place for mutual development of organizational and business management skills.

  1. 1. To explain the actual business environment that managers encounter
  2. 2. To review case studies about team management (group work and general discussions)
  3. 3. To foster consensus and practices that go beyond the limits of rationality
  4. 4. Build a foundation for teamwork

[Trainee Feedback (Examples)]

  • - I felt like we were all trying to find common direction and a specific ideal form while building trusting relationships.
  • - I noticed how the same staff changes can look both good and bad depending on how I see and feel about things. I hope to find my own consistent theme.

Quantitative Data

Number of certified professional engineers

Number of certified professional engineers

Number of new university graduates hired/Ratio of female employees among new university graduates hired

Number of new university graduates hired/Ratio of female employees among new university graduates hired

Average number of years of employment (Non-consolidated)

Average number of years of employment (Non-consolidated)

Employee Turnover Rate (Non-consolidated)

Employee Turnover Rate (Non-consolidated)
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