Please note that JavaScript and style sheet are used in this website,
Due to unadaptability of the style sheet with the browser used in your computer, pages may not look as original.
Even in such a case, however, the contents can be used safely.

Human Resources Development

Main Activities and Results (Fiscal 2013)

In fiscal 2013, we implemented the following measures based on the four key themes of our medium-term HR development targets (fiscal 2011 to fiscal 2013).

Medium-term HR development targets (fiscal 2011 to fiscal 2013)

  • Cultivate human resources who will execute the “C&C Cloud Strategy"
  • Cultivate human resources who will advance global businesses
  • Cultivate human resources across organizational boundaries
  • Enhance worksite capabilities by enhancing management skills

Development of Training System for NEC Group Key Position (GKP) Candidates

Revisions to NEC Management Academy (Pool-2 Training)

In fiscal 2013, we implemented the following measures based on the four key themes of our medium-term HR development targets (fiscal 2011 to fiscal 2013).
The program is comprised of management lectures, business strategy classes and sessions on 360 degree self-assessments and leadership, as well as group-based and individual business research and proposals. It is designed to nurture a leadership perspective and mindset in these management candidates, and strengthen the knowledge and skills they will need to manage and create business.
In fiscal 2013, NEC also launched follow-up sessions to ensure that the participants retain the valuable personal connections, information, ideas, and relationships acquired through the NEC Management Academy after completing the training program. In the first follow-up session, discussions were held on the theme of the “Next Medium-Term Management Plan and New Business Innovation.” From fiscal 2014, NEC plans to hold joint follow-up sessions with the NEC Management Academy graduates from previous years.

Redevelop Tier-specific Training Programs to Reinforce Management Capabilities

Continuation of the 100 Day Plan Training Program for Newly Appointed Business Unit Managers

NEC has continued to hold a new 100 day plan training program for newly appointed business unit managers, with the goal of quickly developing strong leaders capable of devising their own vision and driving business. In fiscal 2013, new business unit managers began training with a one-to-one discussion with the president of NEC, and continued their training for approximately 100 days, with work including a reevaluation of their own businesses and organizations, and restructuring of business plans. The process of polishing their organizational strategies and plans gave these leaders opportunities for discussions with course instructors and with their subordinates. Furthermore, in fiscal 2013, NEC held two Business Unit Manager Information Exchange Sessions in August and February. These sessions were attended by all business unit managers, not just new managers. The sessions were highly meaningful because they provided business unit managers with the opportunity to share issues and speak openly with each other across organizations, with the view to driving the NEC Group’s growth. Themes that could not be fully discussed at these events due to time limitations are actively being discussed via V Café (an SNS for business unit managers).

Make Global Professionals More Visible and Train These People

To further support its global growth from the personnel side, in fiscal 2011 the NEC Group began building a framework for developing professionals based on what is optimal for the global organization.
NEC has set out a global standard human resources and skills framework, intended to provide a common global scale for gauging human resources. The system involves use of a Web-based SaaS-style human resource and skill management tool to improve the visibility of personnel at overseas subsidiaries with professional skills, and their utilization across the global organization.
In fiscal 2013, NEC expanded this program mainly for overseas subsidiaries responsible for systems integration and software development, including NEC Telecom Software Philippines Inc. In fiscal 2014, NEC plans to continue expanding this program, primarily targeting overseas subsidiaries in the Asia-Pacific and greater China. NEC also plans to continue expanding the number of personnel eligible for the program.

Redevelopment of Global Web-based Training Platform

NEC also redeveloped its “LearningDoor” Web-based training platform, which serves as a common human resource development platform for One NEC globally, and in June 2011, launched a new version for use overseas. A new version for use in Japan was launched in April 2012.
In March 2012, NEC began offering customer satisfaction training, a common requirement for all employees worldwide, using this global Web-based training platform. Since then, NEC has progressively held information security training, brand training and other programs attended by a total of 119,523 employees of 142 NEC Group companies.

Cultivation of Key Global Personnel

Developing New Employees Into Key Global Personnel Through the "Global Track to Innovator (GTI) " Program

Program overview

Since fiscal 2009, NEC has implemented the Global Track to Innovator (GTI) program, a training program designed to foster globally viable innovators by stationing new employees overseas for a period of one to two years. In fiscal 2013, NEC enhanced how it matches trainees with training sites by revising the process for selecting individuals for this program, and put communication infrastructure in place facilitate communication between participants stationed overseas.
To date, NEC has sent a total of 66 employees to 26 countries, and plans to continue offering this program every year going forward.
Selection of new employees with potential to become a key part of future global operations.
Global business skills training conducted in Japan for about 20 days (all in English).
Participants transferred to overseas operational training for 1–2 years at overseas subsidiary or office from around one year after joining NEC
（involving working alongside local overseas employees in the participant's area of expertise）.

Comments by training program participants

Having participated in this program, I am no longer bothered by busy periods of work and the speech and actions of others. I am highly motivated, and I now want to take on any challenge, while continuing to venture into new fields. Through this program, I feel that I have found my calling in terms of the fields where I would like to compete.
The program made me think deeply about how to support overseas business sites. After returning to Japan, I was able to envision the background to questions from overseas sites. I can now propose supportive solutions without talking at length with overseas personnel.
I was impressed with differences in proper communication from country to country. One of my challenges will be to make the most of this experience in future.
Before I was stationed overseas, I could see only the overseas salespeople in charge of customer accounts. Having worked overseas, I now have a better understanding of details. For example, I now appreciate where requests to Japan are coming from, in terms of the circumstances faced by overseas customers, and what issues are faced by overseas personnel on the ground.

EI-ONE GRAND PRIX

In fiscal 2011, NEC started the voluntary EI-ONE Grand Prix program ("EI" is from the Japanese word "eigo," meaning "English.") to encourage all employees to enhance their global communication skills and develop a global mindset. In fiscal 2013, NEC provided employees with an extensive range of online content that can be easily used during the commute and at home, in order to encourage greater self-study and regular practice. Measures were also taken in line with the degree of proficiency and the study environment of each employee, including a contest to compete for the most-improved TOEIC score. As before, NEC continued to host a range of events, including Diversity Café, which is coordinated with the help of foreign nationals working at NEC, and designed to encourage global communications across divisions and better understanding of foreign cultures. Furthermore, participants win points based on team and individual study activities and on participation in the various seminars and events, and teams compete for total points won during the program, further encouraging participants to study.

Monitoring and Improvement

Various meetings are held within NEC to ensure that the needs of each business division are reflected in HR development programs. Programs are also evaluated and improved based on the needs of each job category.

In addition, in cooperation with NEC Learning, Ltd., an NEC Group company responsible for group-wide HR development, NEC seeks to evaluate and revise training courses periodically based on evaluations by course participants.