Human Resource Development Policy
“As a global company, NISSEI will enrich communities through plastics” is NISSEI’s corporate philosophy. NISSEI believes it is their purpose and mission to create new values that customers and societies are seeking.
In order to remain as a company that is vital to the society, talents, who are committed to develop new skills proactively, are needed. To achieve sustainable growth, talents, who can also take leadership, work globally, have diverse experiences and uniqueness, and possess a variety of expertise, are needed. NISSEI has been working on hiring and training individuals with these qualities.
Developing a Global Workforce
In order for NISSEI group to achieve sustainable growth, it is necessary to take their global environmental management to the next level. It is essential to develop a global workforce, and NISSEI has been investing their effort in solidifying this goal. Accordingly, NISSEI provides pre-departure and temporary return trainings for expatriates. In addition, engineering staff from NISSEI Japan and NEGRI BOSSI S.P.A., a consolidated subsidiary of NISSEI in Italy, hold regular web meetings, exchanging engineering-related information and collaborative development ideas.
Global Workforce Development Education and Training
| Type of Training | Descriptions |
|---|---|
| Training for New Managers | Training on policy management, human resources, and compliance to new managers in Japan and overseas. |
| Pre-Departure Training for Expatriates | Learning about information and regulations for overseas assignment and pre-departure training. |
| Temporary Return Training for Expatriates | Training on compliance, finances, and human resources for a subsidiary. |
| In-House Language Training | English, Chinese, or Italian language courses taught by professional instructors. |
Developing and Utilizing Diverse Human Resources
With promoting globalization and digital transformation (DX) in their business activities, NISSEI prioritizes in developing workforces with diverse experience, individuality, and various specialties, helping them to unlock their full potentials. Supervisors carefully discuss their subordinates' strengths and challenges in interviews so that they can have clear visions of how to achieve their career plans. Supervisors also set ambitious roles, work goals, and skill development goals for their subordinates to promote personal growth. For example, each employee and his or her manager create an annual “Target Challenge Sheet” to set individual goals. Throughout the year, supervisors encourage their staff to achieve his or her goals, creating an environment in which the employees can easily visualize their growths. In addition, all employees are required to create “Career Sheet,” asking them to imagine their careers from a long-term perspective: one year, 3 years, and 5 years into the future. Through consultation with a director of human resources, employees receive advices on how to carry on with their duties in regards to where they are at in terms of their own career stages and live stages.