Developing Human Resources/Supporting Career Development

Developing Global Human Resources

The Yamaha Motor group has established the Overseas Training Program and a study-abroad program in order to develop the human resources needed in its global business expansion (in 2010, five people used the Overseas Training Program and one person used the study-abroad program). Furthermore, we have also worked hard to nurture people who can take an active role globally, such as by offering language courses within our self-development programs (in 2010, a total of 376 people attended the courses).
For employees being posted abroad, we conduct a training program for overseas resident employees to help them attain the business skills necessary for overseas deployment as well as learn about cultural and social environments different from Japan and relevant ethical behavior before they leave for their new post. The program was revised in 2009, and the revised program has been implemented since 2010.
We also actively reassign our younger employees to new positions as a means of promoting multi-skilling through diverse work experience.

Illustration of human resources development (Yamaha Motor)

Example of human resources development at division (Yamaha Motor)

Self-development Programs (Yamaha Motor)

Measures by Group Companies

Written test held in Indonesia

Yamaha Motor Assist Co., Ltd. has been running an international human resource development program since 2008. The aim of the program is to nurture competent engineers with the potential to become future leaders at group companies in rapidly growing emerging markets, such as in Asia. A period has been established after hiring for personnel to acquire Japanese language skills and other basic skills, and then once they reach the required level, they are given the opportunity to experience work in Japan.
During 2010, about 20 people, who were recruited in Indonesia some time after 2008, have been working hard in three-year technical training and development programs either at Yamaha Motor or at another group company in Japan.

The topic of human resource development essential for the Yamaha Motor group's global business activities has also been taken up as a special feature article.

Supporting Career Development

Career development support tool documents

A career is not something that is developed only at work. The Yamaha Motor group defines it as something that takes shape during the course of one's life and which includes experiences outside work. We support career development from employee perspectives such as the desire to perform meaningful work and to feel confident about one's own lifestyle.
At Yamaha Motor, we established the Career Support Office to support each employee in the development of their careers based on the fundamental awareness that "all people are predisposed to improve themselves and work towards their personal goals." During 2010, we have also been actively engaged in the dissemination and provision of information, such as announcing examples of activities supporting career development for employees at seminars outside the company (total of three activities) as well as ongoing career support initiatives on the company's intranet. In FY2010, new requests for career advice through one-on-one interviews were received from 101 employees.

Developing Business Leaders

Yamaha Motor established the Yamaha Business School (YBS) in 2003 to develop employees who will one day play a role in running the business. With curriculums that include management classes held in the presence of the company's top management, themed sessions taught by outside instructors and self-development programs taught by specialists from various fields, this program seeks to help maintain and advance the company's competitiveness for the next 10 to 20 years by passing on the Yamaha Motor "management DNA." Since 2003, a total of 470 employees have participated in the YBS.

Opportunities for "Self-value Design"

There is no single model or pattern for human resource development. Every individual should have a different course of career development. Yamaha Motor recognizes that, as the intensity of change gets stronger in the modern business environment, it is becoming increasingly necessary to think about career steps not just in terms of extensions of one's present role or position, but in terms of "self-value design" based on individual will and the value the individual seeks to design for the future.
Since the introduction of the Self Value Challenge Program (SVC) in 1998 for in-house recruitment, Yamaha Motor has endeavored to scout far and wide for personnel from within the company at times such as when recruiting for overseas assignments or when launching new projects. Under this program, applicants do not need the approval of their superiors. Since 1998, applications have been received a total of 240 times, resulting in a total of 185 transfers.