In addition to creating career development plans aimed at giving young employees in regular positions and non-management roles a competitive edge as fast as possible, we are working on building the foundation for the diverse human resources portfolio that will be required in the future by providing strategic training for young employees through OJT at work, including training programs for both humanities and engineering backgrounds, or the on-site dispatch system.

• Three-party department organization

  

  The JGC Group provides a workplace environment where department managers can focus on creating transformation and vision for their departments, and leading their strategies. This is bolstered by Project Coordination Managers (PCM) who lead members assigned to each project, and Career Development Managers (CDM) who are responsible for human resources development. In particular, CDMs organize various types of meetings with whom applies to the Baysix system, CDP, on-site dispatch system and other programs.

The Group runs various training programs so that employees can acquire the knowledge and skills necessary at all levels and in each role, from new recruits to management. In addition to training in business, communication, and leadership skills, we have also designed and implemented our own training programs at each company. These include role-play training to enhance EPC technical skills, listening skills courses to strengthen one-on-one communication between managers and employees, and Purpose Journey training to instill the Company’s purpose. Furthermore, we have started implementing a long-term, hands-on new business development program to foster and strengthen innovative human resources. We plan to further expand these measures in fiscal 2024, thereby actively supporting the growth of our employees.

Our Group has established a number of self-development systems to support employees’ autonomous growth. In addition to our “Qualification acquisition assistance system” and “External course subsidy system,” we offer GLOBIS Unlimited as well as Udemy courses to all employees who wish to take them, thereby supporting their autonomous learning by helping them acquire the skills they need, when they need them. We have also developed JGC University, an e-learning platform that allows employees to acquire specialized knowledge unique to our Group. We are rolling this out not only in Japan but also to overseas Group companies.

A candidate selection and training program is provided to identify three levels of succession of human resources, and creating evaluation axes and methods.

Recognizing that diversity and fairness are essential for everyone to thrive and work together effectively, the JGC Group has established the Basic Policy for Inclusion and Diversity comprising the following principles, and it is committed to promoting this policy throughout all its entities and activities worldwide:

• Treat one another with respect and value their opinions and experiences including their differences in nationality, race, age, disability, gender, religion.
• Provide fair opportunities for career development and skill development to all employees around the world.
• Cultivate a positive work environment with systems that empower all employees to maximize their potential and vitality.
• Promote the JGC culture of open communication, innovation, collaboration and teamwork by fostering an atmosphere of continuous personal and professional development, where diverse perspectives and experiences are shared with each other.

(Basic Policy for Inclusion & Diversity)

The EPC business relies on proven engineering expertise, and we have long recognized the valuable experience of older engineers who have been actively recruited. JGC took the initiative to raise the retirement age to 65 in 2015, enabling senior employees to pass on expertise while bearing project responsibility and continuing to be compensated accordingly.