Technology Development / Human Resource Development
Human resource development and technological
development are the growth engines of our business,
and we are taking various initiatives in both areas.
engineering, environmental studies and social sciences is conducted primarily at the R&D Center.
Its research outcomes are applied to distinctive measures in various projects conducted in Japan
Collaborative Research Partners
Our present list of partnerships
includes the following:
- ※You can slide the table sideways.
|Organization||Country/Region||MOU signing date|
|Korea Electric Power Research Institute||Republic of Korea||October 15, 2008
(Updated; September 5, 2013)
|Asian Institute of Technology||Kingdom of Thailand||January 30, 2009|
|National Cheng Kung University
(Disaster Prevention Research Center)
|Taiwan||August 1, 2010
(Updated; August 1, 2018)
|The Department of Hydraulic Engineering,
|People's Republic of China||May 27, 2011
(Updated; July 27, 2018)
|Institute of Technology of Cambodia||Kingdom of Cambodia||December 7, 2011
(Updated; November 22, 2016)
|Myanmar Engineering Society||Republic of the Union of Myanmar||November 2, 2012
(Updated; October 25, 2017)
|University of Peradeniya||Democratic Socialist Republic of Sri Lanka||April 9, 2013|
|HR Wallingford Ltd.||United Kingdom||April 23, 2014
(Updated; May 15, 2019)
|Indian Institute of Technology, Kharagpur||India||April 22, 2015|
|SINOTECH Engineering Consultants, Inc.,||Taiwan||July 25, 2016|
|Tokyo Institute of Technology||Japan||January 24, 2017|
|Yangon Technological University||Republic of the Union of Myanmar||May 19, 2017|
|Universiti Teknologi Malaysia||Malaysia||December 10, 2018|
|Universitas Gadjah Mada||Republic of Indonesia||January 24, 2019|
|Chulalongkorn University||Kingdom of Thailand||February 18, 2019|
|University of Tsukuba||Japan||January 24, 2020|
(as of June 5, 2020)
Human resources who act with integrity and technology that contributes to society are essential in fulfilling our Group management philosophy. We believe that people are our greatest business resource, and seek to develop each employee as a professional with a high level of expertise.
Career Support Program
Initial Career Development Process
A process that continues until the employee has technical proficiency in one specialty field
- Technical training
- Personnel exchange MSP1
- TD training/TD follow-up training2
- Support for acquisition of engineering qualifications
- Career Path Sheet system etc.
- Level-based training
- New employee orientation training
- New employee follow-up training
- Mid-level employee training etc.
- 1.MSP (Multi Seed Program) is a personnel exchange system that assigns employees for a certain period to different departments from their current one in order to develop engineers who can accept diversity of skills, knowledge, values and other attributes.
- 2.TD (Technical Development) is a Nippon Koei training program in which employees draw up their own career vision to develop technical expertise
Professional Development Process
The process of maintaining and upgrading technical proficiency including in peripheral fields
Professional Development Process
Participation in academic conferences
Overseas observation tours
Research exchange meetings
Training for managers
TOPICSGroup Employees Gather to Share Technologies
Once a year, engineers from the Nippon Koei Group gather for the NK Group Technical Forum to create synergy and expand their personal networks by sharing technologies and examples of businesses they are promoting that apply advanced technologies. The 2017 event was based on the theme of “NK Group Synergy: Creating Value from Diversity,” and featured oral presentations and exhibitions, a TED-style talk and a special lecture. As one example of exchanging the latest information and sharing achievements throughout the Group, the event was broadcast to Group offices around the world.
TOPICSPromotion of Work-Life Balance
In the Nippon Koei Group, our diverse employees work in a variety of ways to lead full lives while maximizing their individual abilities. In addition to actively promoting no overtime day and the flextime system to optimize working hours, we are enhancing our system for flexible working styles. Measures include offering on-site day care and introducing options for working at home as support systems for balancing work and child-rearing/family care. Moreover, we have formulated an action plan to promote the success of women and are working to create an environment in which all employees, regardless of gender, can achieve work-life balance.