Talent Development
At Nikken Sekkei, we respect each employee’s individual career plan, responding to the growing diversity of expertise, organizational roles, and working styles. Based on our unique HR policy, we promote strategic talent management to ensure that the “right people are placed in the right positions” and that fair treatment is provided according to each employee’s competencies and responsibilities.
Approach to Talent Management
At Nikken Sekkei, we position talent management as a “framework that embodies the Nikken Group’s philosophy.” We take a systematic approach to the entire process—from recruitment and training to career development—to support the growth and skill development of each employee.
To help new employees smoothly adapt to the organization and their roles, we have strengthened onboarding initiatives. In addition, we implement a phased and hands-on development program through systems such as the tutor scheme, department-specific technical training, and on-the-job training (OJT).
To help new employees smoothly adapt to the organization and their roles, we have strengthened onboarding initiatives. In addition, we implement a phased and hands-on development program through systems such as the tutor scheme, department-specific technical training, and on-the-job training (OJT).
Talent Development Framework
At Nikken Sekkei, we support each employee in proactively shaping and designing their career. In addition to setting annual goals and engaging mid- to long-term evaluations and dialogue, we promote individual growth and career development through our “Career Design Communication” Program.
Our education and training system offers a wide range of programs to build fundamental knowledge and skills. At the same time, we provide a framework that allows individuals to select training aligned with their career design.
We are also systematising on-the-job training (OJT). At the start of each project, staff members, managers, and project chiefs share the experiences and skills to be gained through the project. At the end of the project, a review process is conducted to assess the level of achievement.
We also consider self-initiated activities—such as collaboration with external organisations and participation in external programs—to provide important growth opportunities. Employees are encouraged to engage in such activities through a framework that allows dedicated time allocation.
Our education and training system offers a wide range of programs to build fundamental knowledge and skills. At the same time, we provide a framework that allows individuals to select training aligned with their career design.
We are also systematising on-the-job training (OJT). At the start of each project, staff members, managers, and project chiefs share the experiences and skills to be gained through the project. At the end of the project, a review process is conducted to assess the level of achievement.
We also consider self-initiated activities—such as collaboration with external organisations and participation in external programs—to provide important growth opportunities. Employees are encouraged to engage in such activities through a framework that allows dedicated time allocation.
Education and Training Framework
In addition to on-the-job training (OJT), Nikken Sekkei offers a diverse range of off-the-job (OFF-JT) training programs. These include tier-based training, elective and voluntary participation programs, sessions led by both internal and external instructors, and formats delivered both online and offline. Through this multifaceted approach, we support self-directed learning and the advancement of specialized expertise, with a strong focus on enhancing our human capital.
