NISSIN FOODS GROUP

Reset

Human Resource Development

Development of Human Resources for Global Management

To develop and strengthen human resources for global management, the NISSIN FOODS Group is enhancing level-specific training as well as focusing efforts on selective employee education. In addition, we also conduct one-on-one meetings between managers and their subordinates.

Training Time and Expenses for Fiscal 2020

Employees of NISSIN FOOD PRODUCTS* Employees of Group companies in Japan and overseas
Total training time 32,410 hours 79,598 hours
Training time per person 19 hours 8 hours
Training expenses per person JPY 40,489 JPY 13,053
  • *Including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.

Human Resource Training Programs

Trainee targets: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.)

Training Programs for All Employees

Training for Graduates

Entry-level employees undergo training for about one month. During this period, they learn about the company history and philosophy of the founder, the operations of each division, compliance matters, business skills and computer skills. This training includes tour the R&D center and plants tours and undergo instructor training at CUPNOODLES MUSEUMS (official name: The Momofuku Ando Instant Ramen Museums). In addition, employees assigned to R&D departments also undergo through a one-month basic developer training program that includes job training and training at plants.

Second- and Third-Year Training

Training is conducted for employees in their second and third years to identify issues relating to their work duties and develop solutions to those issues as well as encourage further development. Participants undergo training on skills necessary for each year such as logical thinking, problem solving, and communication so that they can effectively perform their work duties. It is also an opportunity for participants to develop medium- to long-term career visions based on their personal aspirations.

Job-Specific Training

At sales departments, marketing departments, the R&D center, and plants, training is conducted based on the job scopes. For example, lectures, group work, and roleplay are conducted for employees of NISSIN FOOD PRODUCTS’s sales and marketing departments so as to allow them to acquire skills required for their respective levels. In addition, at plants, opportunities are set aside once each month for young employees to make presentations about improvements to work they are involved in. The presentations are made to managers including their plant manager.

New Manager Training and Beat Brain Training

For newly appointed managers, we conduct group training for those in their first and second years and training using e-learning for newly appointed managers in their first and second years. In their first year, new managers learn management skills and basic coaching skills for drawing out their subordinates’ initiative. In their second year, they acquire basic skills for demonstrating more powerful leadership.

Desert Island Training

Desert island training is a program designed to build mental and physical toughness in newly appointed managers. By building shelters, lighting a fire, and finding food in an environment with limited resources as a team, participants nurture their creativity, judgment, and leadership. At the same time, they come to realize the importance of food.
In fiscal 2020, 31 newly appointed managers around age 40, including two women woman and four non-Japanese nationals, participated in the training on an uninhabited island in the Seto Inland Sea in Kagawa Prefecture.

Life-Planning Seminars

Seminars are conducted for employees aged in their fifties, who play key roles in their organizations, to think about their future life plans. Through these two-day seminars, participants are given opportunities to look back on their experience, organizational roles, and personal strengths. At the same time, they are given information for career development as well as information on life and financial planning.

Career Development Training for Older Employees

We conduct training (for applicants only) for employees age 50 and above in non-managerial positions to help them find motivation in life and rediscover ways to apply their likes and specialties in their work. Together with visualization of their own career assets (knowledge, skills, and experience) and career axes so far, they develop and present action plans toward building their future careers.

Support for Self-Improvement and Obtaining Qualifications

The Group offers more than 200 correspondence education courses and online English lessons for the purpose of self-improvement. We also subsidize half the tuition fees for employees who have completed those courses. In fiscal 2020, a total of 259 employees took the courses. In addition, we subsidize the cost when employees obtain advanced qualifications recognized by their companies Company. Also, conduct the TOEIC test is conducted once each year to support employees’ improvement in English and bear the full cost of the test.

Education about the Founder’s Philosophy

To instill in employees the shared values and code of conduct of members of the NISSIN FOODS Group, we regularly provide training to learn about the philosophy of the founder, Momofuku Ando, in Japan and overseas.

Selective Trainee Programs

Overseas Challenge Posts

This is a program for nurturing people with a global management perspective in which young employees selected through open recruitment are dispatched each year to several overseas business sites on assignments lasting one to two years.

In-House University: Global SAMURAI Academy

We have an in-house university, known as Global SAMURAI Academy, was established to train core management personnel. Participants—selected in five levels from junior employees through to executives—study a variety of subjects, including management skills, logical thinking, foreign languages, cross-cultural understanding, and liberal arts. We systematically nurture and develop the abilities of Academy graduates on a long-term basis by supporting their future career plans.

Five Stages of the Global SAMURAI Academy
  • “Young Warrior” for junior employees through to mid-level employees
  • “Samurai” for team managers through to section managers
  • “Robust Manager” for people at the assistant manager and divisional manager levels preparing for a future role in top management
  • “Executive” for current management executives
  • “Catalyst” for women with leadership potential
TOP PAGE