Promotion of Human Resource Development

Based on the belief that "human resources" are the key to realizing and practicing JTEKT's basic philosophy, we have established a human resources development policy and have adopted the concept of "creating human resources who can put JTEKT's basic philosophy into practice" as our human resources development concept.

Support for Putting Basic Principles into Practice

N5 Plan

We work to develop human resources who can put our philosophy into practice, by hiring and training people who share our basic philosophy.
Specifically, we provide opportunities for students to learn about and reflect on JTEKT's basic philosophy through various recruitment events, primarily internships, during the N1 (first year) stage of their job-hunting journey. This approach helps us attract individuals who resonate with our core values. In their first year of employment, defined as N3 (third year), all new employees in the business and engineering fields participate in "New Employee Training" and "Monozukuri Training".
These programs not only help them build the fundamentals of working life but also deepen their understanding of JTEKT's basic philosophy. As members of a manufacturing company, they gain hands-on experience in the foundational technologies of manufacturing--mechanical, electrical, control, and digital--and begin their careers with the mindset of becoming solution providers who can propose tailored solutions to meet each customer's specific challenges.
In the third year of employment, which marks the final year of the N5 development plan (fifth year overall), employees begin to take on more responsibilities. At this important stage, we support the development of talent by providing opportunities to reflect on their future careers, work styles, and personal growth through the "Third-Year Step-Up Training" program. This helps them connect their career paths with personal development and become individuals who can proactively shape their professional journey.

Problem Solving Training

In order to embody JTEKT's basic philosophy of "continuous improvement," we thoroughly train problem-solving skills in the first four years of employment, and after promotion to junior manager, we focus our efforts on challenging more difficult tasks so that we can accomplish higher tasks. We also hold "Problem Solving Training: Supervisors' Workshop" for supervisors of employees who have taken each problem-solving training course, helping members improve their ability to practice problem solving in their daily work by learning the key points of guiding problem solving and practical knowledge from other supervisors.

Next Generation Leader's Program

As part of our efforts to nurture human resources who will become candidates for the next generation of management personnel, we select potential candidates at an early stage, assign them missions during their training period, and provide them with guidance and counseling with the deputy general manager and area general managers acting as advisors. Through this initiative, we will nurture the next generation of management personnel who will carry the company forward by enhancing their perspective and qualities as leaders.

Manager Training

To cultivate managers who can embody JTEKT's core philosophy of creating a workplace where people can speak their minds and pursue what they truly want to do, we are conducting a three-year "Manager Training Program" for all managers.
This training is conducted in a workshop format to foster relationships where managers can openly share and discuss challenges with peers in similar roles. Three months after the training, a follow-up meeting is held, during which participants reflect together on the action declarations they made during the program. This provides an opportunity to reinforce behavioral changes and gain insights into resolving ongoing issues.

＜Outline of training＞

No.	Training Subjects	What you will learn
1	Culture Reform Workshop	Decisions and actions in line with basic principles
2	Psychological safety workshop	How to act to ensure psychological safety
3	Human resource development workshop	How to proceed with goals and evaluations that lead to human resource development

Human Resource Development of Skilled Workers

The program consists of three pillars: company-wide education, workplace education, and self-development. Company-wide education, among other efforts, includes the follow 3 essential trainings: a career development program (rank specific education), provided at JTEKT's Technical High School.（※1）TWI（※2）trainer (supervisor training instructor) and leader training for workplace leaders. And practical TPS training for newly appointed supervisors in cooperation with the Production and Survey Department to improve understanding.In workplace education, we aim to improve the level of understanding of the skills required to pass on skills to the next generation. Workplace education includes OJT（※3） in specialized skills, and special education and skills training to acquire qualifications necessary for work. For self-development, we support employees to take on the challenge of acquiring national skill tests, QC tests, and self-maintenance certificates.

※1 At JTEKT's Technical High School, we provide accredited vocational training approved by the Governor of Aichi Prefecture. We are committed to the development of excellent skilled human resources.
※2 TWI Training Course for Supervisors Abbreviation for Training Within Industry. In-house training for supervisors.
※3 Abbreviation for On the Job Training. A method of education in which employees are trained while actually doing their jobs.

List of Position-Based Training Programs and Main Contents

※ TPS　TOYOTA Production System

11 members participated in the 62nd National Skill Olympics in four occupations.

We aim to achieve higher rankings at the 63rd National Skill Olympics, which will be held in Aichi Prefecture in October 2025.

Customer Value Creation Activities

In order to become a solution provider for social issues, we are challenging ourselves to create human resources and systems that co-create value with our customers.
One such initiative is the "Customer Value Creation Activity.
In the "Customer Value Creation Activity," executive candidates from each business and functional division gather for monthly work sessions to study business concepts and organizational implementation to solve social issues under the guidance of external lecturers who are experts in business development. Through these activities, we are developing the leaders needed to become solution providers.

Global Human Resource Development

JTEKT utilizes an overseas trainee system to develop human resources who can will be able to work overseas in the future.

Human resource development for digital transformation

We are launching a "Digital Festival" in 2024 with the participation of all employees. This initiative is aimed at acquiring practical skills by improving operations and efficiency while utilizing digital technology in their work. Furthermore, from 2025, we will introduce "mechanical, electrical, control + digital" training for new employees, establishing a human resource development system that will enable them to quickly acquire skills integrating digital technology alongside core manufacturing fundamentals.