Onboarding
The JGC Group considers recruiting and training of human resources extremely important, not only for transforming existing operations, but also for expanding business into new areas. In hiring and training human resources, efforts are being made to secure advanced and diverse human resources in line with the four core strategies: strategic recruiting; training for advancing and diversifying skills; training for human resources succession; and promoting retention.
Recruiting
A tactical approach is taken for diverse recruiting that includes new graduate recruitment, mid-career recruitment and alumni recruitment, to secure the human resources deemed essential for achieving the 2040 Vision.
New graduate recruitment
In addition to traditional methods of recruitment, a new recruiting segment for "TR (transformation)" has been formed as a proactive way of securing human resources with diverse areas of expertise (biotechnology, medical engineering, nuclear energy, etc.) or capable of creating new businesses. A DX segment has also been created to secure human resources capable of bringing about digital transformation, with the view to assigning capable personnel to departments related to DX and IT.
Students amongst the pool of new graduates are better educated about their careers earlier on every year, and the number of students brought on board for internships during school holidays are also increasing. We are fine-tuning ideas like creating new courses accepting students involved in the DX and TR outlined above, as we actively hire new graduates as human resources who will be taking the reins of the JGC Group in the future.
Mid-career recruitment
In addition to greater recruitment of human resources aimed at increasing project execution capacity, we proactively engage in mid-career recruitment of human resources who are experts in new business areas that underpinned by as-of-yet unknown technical competence and knowledge or the DX and IT sector that is expected to be more important in the future.
We have raised the target number of mid-career recruits by 30% or more over the previous fiscal year at the three companies of JGC Holdings Corporation, JGC Corporation and JGC Japan Corporation's Total Engineering Business. We are increasing these numbers by adopting new methods of recruitment, such as referrals (human resources introduced by existing employees) and direct recruiting, and these efforts have produced positive results.
Alumni recruitment (leveraging networks)
We actively rehire those who at one point left or retired from our group company. In fiscal 2022 these efforts were honored by the third consecutive Encouragement Award from the Japan Alumni Award, which promotes renewed ties between organizations and their former employees and recognizes outstanding efforts to this end. In fiscal 2023, we received the Excellence Award in the Design of Will Category.
The Alumni Community is run by volunteers, and there are currently more than 150 alumni registered. Alumni also held Echo-Day for the past five years in a row on October 25, the anniversary of the company's founding.
We also opened a human resources registration system named "JGC members," catering to people outside the JGC Group who are seeking information about the company. This initiative regularly disseminates information and organizes activities for people outside the company who share the same attitude toward the JGC Group's purpose.
Promoting retention
Key items are defined and implemented with the aim of boosting the retention rate of skilled human resources over a long-term span.
Networking program
Communication across departments is essential for our Group’s comprehensive engineering business. Therefore, starting from the fiscal 2023, we have introduced a networking program aimed at employees within three years of their career hire or within six years of their new graduate hire. The purpose is to provide an opportunity for them to build vertical, horizontal, and diagonal connections on their own initiative.
This program has been held 10 times with a total of 900 participants, and features card games and dialogue themed around “disclosing more than just your CV,” and enables participants to learn more about the culture of the JGC Group. By regularly holding various sessions and social gatherings, this facilitates the promotion of not only vertical connections between employees’ own superiors and subordinates as well as horizontal connections between colleagues or contemporaries who entered the Company at the same time but also the building of diagonal relationships with employees from other departments. In addition, clubs and volunteer activities also help in building internal networks.
