Support growth (training, reskilling, career development)
Aiming to transform into a company where individuality and strengths of each employee are fully realized, our group provides various training programs to support the growth of each employee by providing learning opportunities and career advancement support.
Human Resources Development
At Wacoal Corp., we believe that our development as a company is dependent upon efforts to enhance the qualifications of each employee and his/her support. Based on this belief and with the aim of fostering personnel who can put our management philosophy into practice, we support career and personal development by providing training programs that support the development of employees’ careers and professional skills, as well as self-development support programs to promote employees’ self-study.
In addition, we conduct human resources development based on the skills required in particular fields. For example, we provide training to maintain and enhance the quality and product competitiveness, such as basic manufacturing trainings, as well as programs aimed at promoting customer satisfaction by heightening employees’ consultative capabilities. Other key initiatives include passing on our highly competitive manufacturing techniques and enhancing quality and productivity on a global basis by providing support and direction through technical experts dispatched from Japan to overseas factories.
The talent development system “WACOAL TERAKOYA,”
The talent development system “WACOAL TERAKOYA,” which began operations in April 2019, was brushed up. To respond to buying behavior and needs of customers that have changed rapidly through the COVID-19 pandemic, we have been reviewing our education and training systems, thereby developing talents who can keep up with the future business environment. Under the new development system, the rank-based training program does not provide a uniform menu but offers options tailored to the growth of individuals. In addition, the “departmental mastery training program” aimed at enhancing expertise of the organization has been introduced to strengthen measures that make growth and fulfillment of potential of individuals bear fruit as achievements of the organization. Furthermore, we will foster independence and diversity and cultivate talents who have knowledge that cannot be acquired in-house and a broader viewpoint by increasing opportunities to participate in a forum of learning and exchanges with businesses outside our industry on a voluntary basis, thereby increasing innovation. Through these efforts, we will foster talents who can practice our management philosophy and create new value, to achieve sustainable growth of Wacoal.
Examples of Our Talent Development Programs
| Name of Program | Purpose | Period/No. of hrs. of training per person | Annual number of participants | ||
|---|---|---|---|---|---|
| Fiscal Year ended March 2023 | Fiscal Year ended March 2024 | ||||
| Rank-Based Training Program | Helps employees understand the roles and the mindset expected of them in new ranks or positions and gives employees an opportunity to consider their career plans in the context of the company’s strategies | 1 to 6 days (depending on program) |
684 | 530 | |
| Business Skills | Enables employees to learn the skills needed by businesspeople through exchanges with talents inside and outside the company and to acquire universal business skills usable inside and outside the company | 7.5 hours | 61 | 94 | |
| Wacoal Academy | Shares in-house knowledge, passes on knowledge, and develops organizations through training and seminars conducted by in-house and external instructors | 7 hours~ | 1217 | 1515 | |
| Global Talent Development | Develops globally competent talents who have international communication skills (the ability to execute duties, language skills, and the ability to work in and understand other cultures), underpinning the increasing globalization of the business | 2 years | 4 | 3 | |
| Self-study support program | Supports the autonomous development and enhancement of employee capabilities by providing e-learning content that can be studied anywhere at any time | - | 160 | 244 | |
| Distance learning/E-learning | - | 2138 | 935 | ||
Sales talent development
we have been working to improve both “customer service skills (practical learning)” and “human skills (ethics learning)” to meet more diversified customer needs and ensure customer satisfaction. Specifically, we have utilized an autonomous learning platform called “GLOPLA LMS (Learning Management System)” of GLOBIS Corporation since April 2022 to provide growth opportunities and foster motivation to advance the career. In addition, we established a new course to aim to shift to career-track positions as an opportunity to subjectively shape the career. As of April 2024, 69 employees in sales positions had chosen this course and worked to further improve their abilities.
Reskilling
At Wacoal Corp., we are working to develop talents through reskilling (relearning) to ensure that our employees have the skills necessary for business growth and new business. During the fiscal year ended March 31, 2024, we have launched the operation of an online learning tool as a part of initiatives to raise the level of IT literacy to improve labor productivity of office work. We develop an environment which enables employees to learn the latest business trends and technologies. We also support voluntary learning by employees through the operation of a self-development community to enhance the competitiveness of the entire organization.
Career Development
Wacoal Corp. has introduced the “Meet My Career Program,” which aims to have employees develop their career proactively and positively by expanding the diverse systems and structures for career development and to enhance job satisfaction and revitalize organization by promoting career autonomy. In this program, in addition to conventional self-assessment, career interviews, training / self-development, and transfers, we offer the “Internal Recruitment Program,” the “Job Challenge Program” where employees can request transfer destination by themselves, the “Outside Career Change Program” where employees can have experience that cannot be gained in-house through temporary assignment to companies and organizations outside the Group, and the “Internal Internship program” where employees can experience operations in other departments while continuing to belong to their department, the Long-term Leave Program, side-work support, and other programs, aiming to encourage employees to actively practice diverse workstyles, and at the same time, provide opportunities to acquire skills different from the existing skills and refine them to promote realization of diverse careers of individuals by systematically presenting options for employees to develop their career and potential independently. As for the “Internal Recruitment Program,” we broaden career options by also targeting group companies, and have a system that enables both employees and the organization to proactively work on career development and acquisition of talents.
Starting from the fiscal year ended March 2024, we provide new hires for career-track positions with career training with an eye to mid- to long-term career, not limited to initial assignment, and one-on-one interviews, and runs the “Meet My First Career” program which matches new hires with the divisions. Through these initiatives, we strive to provide mid- to long-term career support and activate the organization while responding to the needs of younger generations.
Going forward, we will continue to provide opportunities for employees to widen their career independently, and work on development of diverse talents.
| Name of Program | Purpose | Number of Applicants | |
|---|---|---|---|
| Fiscal Year ended March 2023 | Fiscal Year ended March 2024 | ||
| Job Challenge, Internal Recruitment | As a part of forming self-reliance talents: “Job Challenge” supports job rotation opportunities for those who express desires to self-transfer based on their own will and motivation, thereby revitalizing the organization as a whole; “Internal Recruitment” will strengthen the departments by acquiring the talents that they seek, thereby revitalizing the entire internal organization. |
18 | 25 |
| Outside Career Challenge | In times of rapid changes, this program helps employees enhance adaptability and resilience by incorporating diverse perspectives and values, updating knowledge and reskilling through work experience outside the company. | 38 | 42 |
| Side-Work |
|
38 | 30 |
| Long-term Leave Program | This program supports the continuation of employment by allowing absence for a certain period of time “for the purpose of self-enlightenment and self-development” and “if a spouse relocates or if an employee marries someone who lives in a remote area.” | 5 | 10 |