Talent Development

Basic Approach

The abilities required of each employee vary depending on the type of job, rank, and country or region. To achieve higher performance by departments and individuals, it is important to not only rely on the abilities and attitudes of individuals, but also to have a framework and system for developing the human resources that the Company requires, as well as to implement such a system. Under our three-year business plan, Value Transformation 2023, with the themes of adopting diverse human resource management systems and creating a global corporate culture, we are working to develop and promote human resources and improve employee engagement.

Group Code of Conduct (extract)

5-2. Realize the potential of each employee

  • We will respect the diversity of individuals and create an environment in which each employee can demonstrate his or her full potential.
  • We will strive to fairly provide opportunities for employee development as needed and as appropriate.
  • We will strive to expand ourselves and each other's abilities and demonstrate our full potential.

Promotion System

The Human Resources and General Affairs Division plans and promotes cross-company personnel-related policies. They are moving forward to train, in particular, the talent that will support the expansion of global business as well as the strengthening of management. Every year, primarily the Human Resources and General Affairs Department drafts the annual plans for stratified training modules where only eligible employees from new hires to executives can learn the requisite knowledge and skills. Each type of training module is given with teachers invited from both inside and outside of the company according to the module content.

Major Initiatives

To effectively facilitate the development of human resources, we are deploying systematic and focused measures. In addition to rank-based training, we conduct selective training to develop executive candidates and global human resources.
Beginning in fiscal 2021, we began an e-learning prerequisite program for acquiring business skills and knowledge as a requirement for recommending candidates for management positions. In addition to methodically developing candidates for management positions, the program is intended to encourage autonomous learning. Additionally, we reformed our learning management system in fiscal 2022 to work toward enhancing online training throughout the entire Group, including global subsidiaries.

Overview of training and main training programs

  • *N and K: Management equivalent

New Business Leader Program

This training program is designed to cultivate globally minded executive candidates at an early stage. The curriculum is similar to that of a business school and is designed to foster a systematic understanding of business administration. In addition, through group work with members of other business units, participants develop a wide range of insight and strengthen their ability to strategically implement their ideas.

Women’s Leadership Development Program

This program is designed for the early-stage development of women who will become active as leaders. The training lasts approximately six months and focuses on improving conceptual skills, coaching, and interpersonal skills.

Global Business Trainee Course

We develop participants who enroll in this course as candidates to become global human resources. The course is open to department nominees who have the potential for long-term business trips or assignments outside of Japan, and who are capable of handling business outside of Japan, as well as self-nominees who wish to be stationed outside of Japan in their future career development. After enrolling in this course, participants will attend training in language and global business, and those who complete the course will receive assistance to improve their language proficiency.

Global Leadership Training

As part of our efforts to strengthen the development of global human resources, which has become a challenge in line with the globalization of our business, we conduct global leadership training for local subsidiary executives and executive candidates who are expected to take on the future management positions in the Group. The purpose of the program is to understand the Group’s management philosophy and policies, to understand the roles and responsibilities of leaders, and to create group synergy through personnel exchange, mutual learning, and mutual understanding.

Trainee Program

We have a Language Trainee Program that allows employees to study language at universities and other institutions in other countries after completing training in Japan. We also have a DJ* Trainee Program in which employees from our global subsidiaries work in Japan for a period of a few months to a few years and receive a variety of training, mainly on-the-job training.

  • *Daifuku Japan

Goal management system and evaluation

Three times a year, at the beginning, middle, and end of the term, each employee engages in dialogue with their supervisor regarding the goals set at the beginning of the term, and the supervisor evaluates the employee based on that dialogue. In the interim dialogue, the progress of goals is checked and future career development is discussed. Additionally, the personnel handling system was revised in fiscal 2023 to clarify the expected actions and roles for each qualification grade, and an evaluation system consisting of action evaluation, role evaluation, and performance evaluation was put into operation.

Schedule of evaluation

Global Human Resource Management

We are working to establish systems and mechanisms to construct a human resource management platform for the entire Group. We have begun to specify key positions (chief management positions) within the Group, and we are working toward the management and systematic development of prospective successors for these positions while also utilizing the desired behavioral traits and attitudes (competencies) established in fiscal 2022. In fiscal 2023, we established and began operations of a new Human Resources Committee to manage the adequacy, training status, and appointment of prospective successors for key positions.

Handing down techniques and skills

To maintain and improve the skills and techniques required for production, we have established a technical skills certification system for welding and assembly techniques, and we administer testing twice annually. As of March 31, 2023, there were 239 qualified staff members.

Number of qualified staff members (As of March 31, 2023)

  Basic level Intermediate level Advanced level
Welding 44 people 6 people 10 people
Assembly 155 people 1 person 23 people

Support for qualifications

The Company regulations stipulate the qualifications to be acquired, and incentives are provided to those who acquire such qualifications. In addition, as a system to support the autonomous learning of employees, the Learning Support System using e-learning was launched in fiscal 2021. Under this system, the Company subsidizes the cost of attending various programs on language and business.


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