SustainabilityHuman Resource Management
Human Resource Development Policy
Our policy is to develop and produce key personnel over the medium to long term who will be responsible for the sustainable development of Tsurumi by incrementally enhancing the mindset and skills required to perform their duties. In addition, we actively employ job rotation for young and mid-career employees to nurture the multifaceted perspective required of management specialists.
Specifically, we are committed to human resources development that motivates each individual to grow by interweaving various programs, including digital training for systems personnel, correspondence courses to promote certification acquisition and self-improvement, and DC continuing education aimed at educating employees to plan for a fulfilling life. These programs are hinged on training by rank to encourage interaction through discussion to elevate employee perspectives on themes in response to changes in the market and values, as well as technical and production-related training to enhance the specialized knowledge of employees in their respective positions.
We also aim to further enhance engagement by checking growth through feedback interviews four times a year and personnel transfers that respect employees’ voluntary career choices through our internal job posting system.
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Progress in FY2025
Education and Training
In our level-specific training programs (15 courses shown in the table below, with a total of 277 participants), we have introduced assessments to help employees understand their individual strengths and characteristics. We also combine correspondence courses in finance, marketing, and innovation with external seminars on assertive communication and critical thinking to provide programs that respond to changes in markets and values. In addition, we actively utilize internal instructors who have a strong understanding of the Company and focus on promoting understanding and adoption of our Values, which represent the principles that are important to us as a company.
List of training programs by rank
Training Program Name Program Objective In-house Instructors Assessment Correspondence Courses External Seminars Training for newly-appointed members of the board Learn management strategy, financial strategy, technological trends in information tools, corporate law, corporate ethics, etc., and acquire the perspective to solve management issues from a higher dimensional perspective. ◯ ◯ Training for executive officer candidates Enhance the quality of decision-making through discussion exercises with an awareness of the rationale, and learn the perspective expected of department heads. ◯ Management skill training This course is intended for Management Specialist Class 1 (3rd year after promotion) and Management Specialist Class 2 (2nd year after promotion), and is designed to acquire the necessary knowledge for future executive candidates and to promote understanding of one’s own management level. ◯ ◯ ◯ ◯ Training for persons promoted to Class 1 management specialist positions Promote learning of basic management theory and labor management, and increase awareness as an organizational administrator. ◯ ◯ Training for newly-appointed branch managers/general managers Acquire knowledge of the basic attitude of branch managers and general managers and the management of management resources (people, goods, money, information, and time). ◯ Training for personnel evaluators This course is intended for those who have been newly appointed to the role of personnel evaluation (management specialists, sales office managers, and leaders), and provides a practical mock evaluation to acquire the thinking required for personnel evaluation. ◯ Follow-up training for personnel evaluators Explores the ideal approach to management through case studies and discussion on how to engage with subordinates and how to resolve obstacles in management. ◯ Training for mid-career employees This course is targeted at career-track and technical personnel promoted to Class 6, and will promote understanding of job characteristics through assessments, career design for the next 5 years, and understanding of the value creation process through discussion facilitation. ◯ ◯ Training for promotion to Class 5 This course is designed for career-track and technical personnel promoted to Class 5 to examine leadership in small groups and to understand the role of assisting supervisors and senior staff. ◯ Training for young employees This course is designed for career-track employees in their third year of employment and those who have been in the workforce for less than five years, to help them take stock of their experience since joining the Company and raise their awareness of their desire to improve their skills so that they can make further contributions to their departments. ◯ Follow-up training for new employees This course is for employees in their first year of employment, and is designed to confirm the establishment of basic working skills and to examine the role expected of you in your department in preparation for your second year of employment. ◯ Educational seminar for young employees This course is for new employees and heads of departments of career-entry career-track employees, and teaches how to proceed with workplace induction training (use of OJT management sheets and key points of instruction). ◯ Training for OJT reps Aim to improve the teaching skills of those in charge, deepen consideration of an environment in which new employees can experience growth, and encourage the accumulation and use of teaching expertise. ◯ Training for new employees Acquire the basic knowledge required as an employee, including management philosophy, business history, business strategy, compliance, company regulations, and basic product knowledge. ◯ ◯ ◯ Training for career-track employees Acquire the basic knowledge required of Tsurumi employees, including our corporate philosophy, business history, business strategies, compliance, internal regulations, and products. ◯ Training on how to read blueprints This group-based course is designed for new employees in technical, plant management, and skilled roles. The course teaches how to read basic drawings and strengthens the foundation of the skills required of employees working in plants. ◯ ◯ Life planning training In an era when people are expected to live to 100, this course gives participants the opportunity to think about their future work styles and post-retirement lives. It also teaches them about reskilling and post-retirement asset management strategies, helping them develop a long-term perspective from an early age. ◯* Training for interviewers This course teaches participants about the interview process and the fundamental know-how of conducting fair recruitment and selection to enable them to effectively assess candidates and convey the appeal of Tsurumi. ◯ *External instructors are also used.
In the technical- and production-based training, we have introduced specialized courses (e-learning) for technical-based training programs (with 302 eligible participants) to promote initiatives that help to develop innovative technology. In total, employees have completed 1,140 courses to build their knowledge. We have also set up 201 courses on the Tsurumi Online System, which centrally provides training materials compiled from internal knowledge and practical expertise. The system is utilized by 95% of our employees for their learning.
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Enhancing Engagement
We started measuring supervisors’ engagement with their subordinates in fiscal 2023. On average, 94% of respondents reported that this engagement led to their growth, problem-solving, and a shift in mindset. In addition, a survey conducted in feedback interviews found that 96% of respondents were satisfied with the feedback they received from their supervisors and experienced increased motivation.
Furthermore, under the internal job posting system we launched in fiscal 2024, we have posted 19 job openings to date, and a total of nine employees have transferred as of the end of fiscal 2025.Compliance training
- Safe driving training
- Classes in the Antitrust Law, Act against Delay in Payment, etc., to Subcontractors, and other laws
- Classes in laws concerning antisocial forces, insider trading and international business
