Career Development
JATCO's Approach to Career Development
JATCO regards each and every employee as important human capital that supports the company, and we aim to become a company where all employees can experience personal growth and job satisfaction. We value diversity and making the most of each individual’s strengths, while proactively working to develop career.
As a common set of values that embodies our corporate philosophy, we have established “T-E+-A-M” and clearly defined the values and behavioral standards to be respected as Global Common Competencies. We also established Specialized Competencies for each department and job type, and shared with all employees the capabilities that the company expects from them.
At JATCO, we have built a career development system based on two pillars: “role-based education” and “specialized education,” so that employees can acquire the behavioral characteristics, skills, and knowledge that lead to these outcomes.
In addition, we provide a variety of growth opportunities as described below, so that each employee can acquire the necessary abilities according to their individual growth stage and role.
[Key growth opportunities]
・Support for employees’ independent career development through three regular meetings per year with supervisors
・On-the-job training support in the workplace and skill acquisition through appropriate work assignments
・Systematic education according to job type and role (hierarchical education, specialized education, etc.)
・Growth support through internal events such as QC Society Competitions, Innovation Idea Contests, Digital Contests, etc.
Through these growth opportunities, employees proactively work on their own growth and aim to achieve sustainable growth together with JATCO. By maximizing the potential of each and every employee, JATCO connects human capital to corporate competitiveness and aims to create sustainable corporate value.
Career Development Policy
Required Human Resources
JATCO requires employees inspired by our Corporate Philosophy, that continuously contribute to the achievement of our Business Plan and realization of lasting company growth with Values T-E+-A-M and the necessary management and technical expertise.
Realization of Mutual Employees & Company Growth
With the aim of realizing the Required Human Resources, JATCO will continuously provide growth opportunities to our employees, while respecting the diverse backgrounds held by each of these employees.
Employees will take responsibility for their own growth and maximize the benefit of these growth opportunities.
Shared values T-E+-A-M
T
Team leadership by everybody
One step ahead by everybody. Be yourself + small stretch.
Be inclusive. Lead changes.
E
Entrepreneurship
Explore social issues with interest. Broaden your horizons.
Think for yourself and question the status quo.
Challenge yourself. Don’t be afraid to fail.
Embrace change.
E
External mindset
Know the world. Know competitors. Understand customers.
Go outside, be at gemba, understand other divisions.
A
Aspiration to win
Never give up. One more try when you think the game is over. Leverage diversity. Overcome organization barriers.
M
Monozukuri excellence
Brush up today’s capability by thorough San-gen-shugi.
Quality-oriented. Enhance expertize.
Train others for monozukuri transition.
Growth Opportunities for Administrative and Technical Employees
Education system for indirect employees (administration and technology)
Systematic career development support from the time of joining
JATCO provides a systematic and practical development program over the first three years after joining the company so that each new employee can quickly experience their growth. We have also introduced a Freshman Leader System in which senior employees provide support so that new employees can enjoy a fulfilling corporate life at their assigned workplace and take on work assignments with confidence.
Year 1: Acquire basic knowledge to succeed at JATCO through production training, departmental training, etc.
Year 2: Foster an entrepreneurial mindset through external training and cultivate the ability to solve problems with a customer-oriented approach.
Year 3: Through resilience training, develop the ability to overcome difficult situations and cultivate an attitude and proactive behavior to think and continue learning independently.
Global standardized role-based practice program
JATCO implements approximately one-year development programs in the first year after promotion to each level, aimed at understanding roles and acquiring practical skills. Participants attend group training sessions regularly and deepen their understanding of their roles through group discussions with members from other departments at the same level, sharing concerns and questions, and strengthening connections and collaboration among employees.
For managers, we conduct training aligned with annual processes such as vision formulation, career development, interviews, and evaluations over two years from the first year of promotion, allowing them to steadily master the fundamentals of being a manager through repeated practice.
These role-based training programs are systematized as the “MMP* Series,” realizing consistent development globally, including overseas locations. * Manager Management Practice
Career training for each age group
We provide career training for each age group to increase the number of employees who continue to grow and work vibrantly, regardless of their age. In the training, employees take stock of their careers, picture what they really want to be, make an implementation plan to realize that goal, and then share the plan with their supervisor to work out the concrete details of an action plan. Currently, we provide training for employees when they turn 30, 40, and 50, and plan to expand it to other age groups in the future.
In-house open recruitment system
JATCO has established an in-house open recruitment system that allows employees to take on the challenge of finding the jobs they want, in order to support them in developing their own careers. Many employees utilize this system, under which they apply for jobs advertised in each division, to realize the career formation that is ideal for them.
Diverse Educational Programs at Manufacturing Sites
In an ever-changing environment, we must continually enhance techniques and skills at our manufacturing sites for JATCO to reliably deliver competitive, top-quality products to customers worldwide. JATCO provides systematic education from the time new employees join the company until they become managers and supervisors, ensuring manufacturing personnel can continually enhance the techniques and skills that are the foundation of monozukuri (manufacturing).
Education System (skills)
Supervisor management training
Employees with hands-on experience acquire the practical abilities to act as workplace leaders. With guidance and advice from instructors, they learn in a practical manner about the management cycle, including standardizing tasks, teaching tasks, and post-teaching confirmation. This expands their awareness of others, sensitivity, and strength of character while learning the basics of communication and human skills.
Monozukuri skills development training
We have staged courses tailored to skill levels across job types so that employees can incrementally acquire techniques from monozukuri fundamentals to the specialized skills in each field and put them into practice at manufacturing sites. Furthermore, a similar kind of career development is being carried out at overseas offices as well.
Career development for electrification
As an electric powertrain manufacturer, we are committed to developing personnel who can work on electrified products. Building on JATCO’s unique manufacturing expertise cultivated in CVTs and ATs, we are steadily advancing preparations to achieve the higher levels of safety and quality required in electrified products by sufficiently understanding functional and structural aspects unique to these goods. We have also established electrifiedproduct training dojos.
