LIXIL makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere.
LIXIL supports a systematic and structured talent development program, and encourages all employees to proactively develop their own careers.
LIXIL pursues talent development from a long-term perspective to nurture personnel who can expand the LIXIL brand well into the future. As part of that process, we focus on training next-generation leaders and employees after evaluating global LIXIL talent based on future business needs. To create a working environment in which all employees can work with high engagement, we support career development from two angles: strategic company-driven career development, and self-motivated career development managed by individual employees.
Our Kawaranaito LIXIL company-wide human resource program, launched in November 2019 to revitalize business in Japan, is noteworthy in that it focuses on self-motivated management of career paths as a priority theme for fostering the next generation of human resources.
LIXIL holds People and Organization Development (POD) conferences with its CEOs in all major global organizations, and creates an annual next-generation training plan to cover key positions and help achieve its Medium-Term Plan. From FYE2021, we have created a list of approximately 800 potential successors for 250 major group positions worldwide. This enables us to ensure business continuity even in times of emergency and to build a future-fit system for strategically selecting successors. We devise training plans for each of the listed successors that are designed to build their individual strengths and address development areas by providing business assignments and job transfer opportunities and offering mentor and leadership training.
LIXIL’s talent development programs in Japan are designed for employees in all layers to improve fundamental skills, develop stronger expertise, and grow as next-generation managers. We have three types of virtual educational institutions, which are all intrinsically linked.
1) Basic School for Improving Fundamental Skills
This training system is designed to help employees at each level improve fundamental skills and offers learning opportunities to match their enthusiasm for learning so they can acquire the necessary competencies. Our communication skills training for each year group, in particular, focuses on developing the skills required to foster flat communications and an open corporate culture.
2) Professional College for Improving Specialist Skills
Each division offers its own training opportunities to improve specialist knowledge, with the aim of improving the comprehensive strength and specialist expertise of our business divisions and functional departments.
3) Selection-Based Program for Developing the Next Generation of Company Leaders
In FYE2021, we terminated our Talent Acceleration Program (TAP) and launched new selection-based human resource development programs called NEXT and NEXT 2nd that focus on practical on-the-job training. These are part of our company-wide drive to accelerate a comprehensive shift toward merit-based systems and a more diverse management-level human resource pool. The NEXT program is for potential company executives and the NEXT 2nd program is for managerial candidates. We also offer an overseas MBA study program to help employees with managerial experience to enhance management skills and develop an international outlook.
|New employee training||Basic training for employees newly entering the company||387|
|Corporate position-specific training||Training to develop skills and capabilities required at each position level||1,120|
|NEXT program||Selection-based development program for executive candidates||64|
|Management training||Training for employees being promoted to management positions||189|
|Division training||Training in each division to develop skills and capabilities respectively required for product development, production, sales, and other lines of work||92,352|
* Scope: LIXIL bases in Japan
* Postponed NEXT 2nd until FYE2022 due to the COVID-19 pandemic.
We launched our Global Challenge Program with the aim of finding and nurturing globally minded, active talent and supporting self-motivated career-building. The program gives employees of LIXIL a chance to work in an office outside Japan for a year.
We offer opportunities for international work experience to nurture our people to develop the knowledge, experience, career independence, capability, and adaptability required for our future global business.
Each year, we offer open recruitment opportunities to all employees (excluding managers) via our intranet. Over 40 employees, primarily in their twenties, apply each year. They undergo selection procedures including an interview conducted in English with an office outside Japan, and selected applicants are then dispatched overseas.
In FYE2021, we had to postpone the dispatch of the third group of employees (nine people) due to the COVID-19 pandemic, but we intend to send those employees in FYE2022 as long as circumstances allow. Each dispatched employee creates their own career plan prior to departure, and receives regular advice and support through interviews with the Japan office and mentors, enabling them to grow through their international on-the-job training.
As LIXIL continues its global expansion, the employees dispatched to overseas bases to work together with local staff play an extremely important role in helping build a closer relationship with the head office and promote mutual understanding and cooperation across the group. After returning to Japan, dispatched employees share their experiences and what they learned with Japanese colleagues, so their personal insights can be more broadly incorporated into daily business routines.