Talent Development

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The LIXIL Group supports a systematic and structured talent development program, and encourages all employees to proactively advance their own careers.

Action plan Continue and optimize regular leadership training programs*, both in Japan and across the Group
KPI Number of employees participating in leadership training

Target / ProgressOPEN or CLOSE

  • Target for FY2016

  • ・Number of participants: 200 employees

  • Progress as of 2016

  • ・237 employees participated in leadership training*

    ・Expanded development programs to enable all employees to take part

  • Target for FY2017

  • ・Next-Generation Human Resource Promotion Program: hold 5 classes for 116 employees at LIXIL Corporation (Japan only)

KPI Percentage uptake of initial 3-year basic education (LIXIL Corporation, Japan only)

Target / ProgressOPEN or CLOSE

  • Target for FY2016

  • ・-
    *Newly added in FY 2017

  • Progress as of 2016

  • ・-
    *Newly added in FY 2017

  • Target for FY2017

  • ・Ensure 100% introduction of 3-yearly communication training
    (LIXIL Corporation, Japan only)

Our Approach to Talent Development

LIXIL Corporation's talent development consists of the seamless education and training programs designed to improve employees' basic skills, develop stronger expertise, and nurture nextgeneration managers. We have three types of educational institutions, which are all intrinsically linked.

1.Basic School
Improving basic skills at each level and offering learning opportunities to match employees' enthusiasm for learning
2.Professional College
Improving the overall capability and expertise of business units and functional divisions
3.Next-generation Seminars
Providing proactive training for entrepreneurially minded employees
Training System

Training for young employees (Basic School)

This established training system is designed to ensure young employees in their first through third years of employment can acquire the necessary competences to cope with higher expectations and evolving roles within the company. Our communication skills training for each year group, in particular, focuses on developing the skills required to foster a flat and open corporate culture.

TAP program for next-generation leaders of an entrepreneurially minded company

Our Talent Acceleration Program (TAP) is designed to proactively nurture entrepreneurially minded personnel, including young employees selected by open recruitment or recommendation, middle managers working predominantly in the field, and division or section managers. We operate different training programs for each of three groups, focusing on fostering management skills and a managerial mindset from an early stage. We are also introducing an overseas MBA study program to help employees acquire management skills and develop an international outlook.

TAP

Talent Acceleration Program (TAP) Structure

Leadership Training Structure

Training and education support programs conducted in FY2016 (including overseas businesses)

Item Training summary Number of participants
New employee training Basic training for new employees entering the company 165
Training by corporate positions Training to develop skills and capabilities required at each position level 863
Leadership training (LT) Training to nurture next-generation management personnel 237
Management training Training for employees being promoted to management positions 120
Division training Training in each division to develop skills and capabilities respectively required for product development, production, sales, and other lines of work 12,602

* LIXIL Corporation only
Leadership training (LT) covers LIXIL Corporation and its subsidiaries

Annual training hours and costs per employee (FY2016)

Overall training Training hours 15.01 hours Training costs 57,392 Yen

*Directly hired employees in Japan only

Career Development

LIXIL Corporation aims to create an environment that enables all employees to contribute enthusiastically and proactively. That involves supporting career development from a dual perspective; encouraging both strategic career development driven by the company, and self-motivated career development driven by individual employees. Our career support training conducted in FY2016 concentrated on helping managers help staff build their own ideal careers, and we will implement this program more widely going forward. We will also continue our Job Posting system that advertises specific vacancies to ensure higher mobility across business sections, and support individual and corporate growth through optimum job placements that match company needs with employees' career designs.

In order to discover and nurture proactive, global-minded personnel, we launched the Global Challenge Program in FY2017, which enables employees, selected from internal opportunity system, to spend 12 to 18 months at one of LIXIL's international businesses.

Evaluation Framework

LIXIL Corporation evaluates all employees to ensure growth and accomplishments are justly awarded. Employees are required to assess their own achievements against objectives set at the beginning of the year, and managers provide feedback in meetings on the performance evaluation results. We nurture development by reviewing half-yearly performance and communicating future expectations. To secure fair evaluations, we develop managers' personal evaluations skills through the Personnel Evaluation System Manual or new manager training programs.

Performance Evaluation Flow

Performance Evaluation Flow

FY2016 data indicated with a have received an independent practitioner's assurance.
Scope and details >

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