The PILOT Group believes that the development of the independence and creativity of each individual employee will enable us to create new value while responding flexibly and appropriately to changes around the world that are difficult to predict.
Members sought by the management team
- Personnel who can work autonomously
Learning voluntarily based on a high normative consciousness and valuing and communicating their thoughts
- Personnel who can challenge themselves
Noticing signs of change and acting without fear of change
- Personnel who can work well with others
Accepting and respecting different values and working well with others
Education and Training System
Training by level or job
Our human resource training is focused on on-the-job training (OJT), which is provided during work. This is combined with and complemented by off-the-job training and education (OFF-JT), which is difficult to provide during everyday work, and self-development programs. With these initiatives, we have built an environment where employees can continue to develop.
Level-specific training provides opportunities to acquire the basic knowledge and necessary management skills required at each level while employees advance through their careers. Job-specific training gives employees opportunities to acquire the professional knowledge and skills required for each job and the systematic and theoretical thinking skills that will be needed.
Personal Development System
To support each individual employee's independent efforts to develop, we encourage them to expand their career possibilities in several ways, such as through correspondence courses and e-learning programs.
We also help them acquire qualifications and increase their skills, so that they will have the capabilities necessary for their jobs.
Global Leadership Development Training Program
As part of our system design for global human resources development, we established the Global Leadership Development Training Program in 2023 to cultivate both the ability to work with diverse people and a spirit of challenge. Specifically, there is the Challenge-oriented Experience Program, in which participants carry out multiple missions in short periods of time in emerging Asian countries, and the Overseas Work Experience Program, in which participants go to emerging countries as members of NGOs or social enterprise organizations and take on the challenge of solving social issues in English language.
Global human resources are required not only to improve their foreign language skills, but also to understand different cultures and to communicate and collaborate with a diverse range of people. Only when we are able to do this can we be considered a full-fledged global human resource. To achieve this, it is an important step to understand the culture of our own country, and then to understand other cultures and local customs.
Experiential Training in Different Departments
As one measure towards the sustainable growth of the Group, we are working to support the autonomous growth of each employee towards the career they want to pursue. First of all, we have started experiential training in different departments for newly appointed managers in 2023, to help them build personal connections and broaden their horizons through work experience in other departments. We plan to continue this program in the future.
Establishing a Process for Cultivating and Managing Successor Candidates
As part of our efforts to cultivate management personnel, we are reviewing the Succession Plan operation process. In addition to formulating human resource requirements for the next president and directors through the incorporation of the Purpose and 2030 Vision, and interviewing directors, we discussed topics from how to formulate human resource pools to assessment methods, training procedures, and organizational decision-making methods, and specifically revised the skill matrix, succession process, appointment/dismissal criteria, and nomination policy.
Executive succession, the promotion of diversity and inclusion (D&I), and the formulation of the human resources pools have already been put into operation.