Human Resource Development
Policies
EARTH FOOD CREATOR is the Group philosophy of the NISSIN FOODS Group, and we aim to substantiate the philosophy by achieving sustainable growth while solving environmental and social issues as an EARTH FOOD CREATOR constantly creating new food cultures through innovation. We have established Human Resources to Support Our Strategies / Organizational Foundation Reform as an important theme in our Mid- to Long-term Growth Strategy, and we seek to create an innovative organization capable of creating new food cultures. Toward becoming an EARTH FOOD CREATOR, we are implementing various initiatives related to the development of creative organizations and human resources.
Initiatives
Training Programs for All Employees
Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS)
| Education about the Founder’s Philosophy | To instill in employees the shared values and code of conduct of members of the NISSIN FOODS Group, training is regularly conducted to learn about the philosophy of the founder, Momofuku Ando. |
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| Training for Graduates | Lectures are conducted for entry-level employees about the company’s history and philosophy of the founder, the operations of each division, compliance education, business etiquette, business skills, and computer skills. In addition, after being assigned to the departments, employees also undergo job training to acquire the knowledge and skills required by the respective departments. |
| 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. It serves as an opportunity for them to use tests that objectively analyze the basic skills of working adults to understand their own issues and develop their medium- to long-term career vision. |
| Section Chief Management Training | Group training and e-learning is conducted for newly appointed section chiefs. This program encourages the transition from a business executor to an organizational manager/supervisor, and helps employees acquire management skills. |
| New Manager Training and Outdoor Training | For newly appointed managers, outdoor training is conducted for them to develop their mindsets as managers, and classroom training is conducted for them to acquire skills and knowledge. They are trained to acquire management abilities, coaching skills to draw out the initiative of their subordinates, and the necessary skills to demonstrate leadership. |
| Self-Design Seminar | Seminars are conducted for employees aged in their late 40s, who play key roles in their organizations, to think about their future life plans. Through these 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. |
Support for Self-Improvement and Obtaining Qualifications
| Online correspondence courses |
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 FY 3/2024, approximately 500 employees participated in self-improvement support programs provided by the Human Resources Division. In FY 3/2024, to support independent learning by employees, we launched the NISSIN ACADEMY learning website as a platform for educational video materials for company lectures, skill development training, and such. In addition, as support for obtaining qualifications, we subsidize the cost when employees obtain advanced qualifications recognized by the company. |
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| English Proficiency Test (TOEIC) group test | To help employees improve their English skills, the company provides an opportunity to take a group examination once a year, with all examination fees paid by the company. |
| Hands Up ACADEMY | Hands Up ACADEMY, a training program that supports employee learning regardless of department or grade, is implemented. We offer in-house training sessions conducted by company instructors to enhance business skills, and we also subsidize the cost for participation in public courses outside of the office. |
Selective Training Program
| Department academy | Training is conducted to develop next-generation leaders for each department. In FY 3/2024, selective training was conducted for four departments: marketing, sales, SCM, and production. |
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| Management academy | Training dedicated to the development of next-generation management executives is conducted. We aim for them to acquire the perspectives and mindsets required of management and change their behaviors through a series of programs, such as workshops that deepen understanding about the NISSIN FOODS Group’s management strategy, training by the management of other companies for improving leadership skills, and joint training with other industries. |
Digital Literacy Training
The NISSIN FOODS Group has been promoting various initiatives to enhance the digital literacy of each employee under the slogan "DIGITALIZE YOUR ARMS." since 2019.
We have established the "DIGITAL ACADEMY" to provide a learning environment aimed at improving employees' digital literacy, increasing work speed, creating impact, and maximizing effectiveness. The Information Systems Platform serves as the secretariat, planning and managing activities across seven domains: "Digital Literacy," "Application Utilization," "System Development," "Data Science," "Generative AI," "Design Thinking," and "Project Management."
- *Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS), and MYOJO FOODS, NISSIN CISCO and NISSIN YORK
Fair Evaluation
Evaluation System
NISSIN FOODS HOLDINGS implement fair treatment based on evaluations of goal achievement and abilities, and we are working to create an environment where each employee can feel a sense of growth. In FY 3/2022, we revised its performance evaluation system for the further growth of its employees. Revisions made include the introduction of an individual goal management system*, clarification of evaluation standards, and revision of promotion standards.
Under the revised system, in addition to traditional organizational (departmental) goals, each employee sets challenging individual goals that contribute to the achievement of organizational objectives and foster their own growth, and the degree of achievement of these goals is evaluated. Individual goals are set semi-annually through discussions with their supervisors regarding content and timelines.
For non-managerial employees, evaluations are finalized through growth experience meetings. This meeting is held twice a year, once in the first half and once in the second half of the fiscal year. All managers within the department discuss and decide on evaluations based on the achievement of the set individual and organizational goals, and the results of cross-departmental activities.
In addition, at these meetings, employees’ strengths, issues, and development plans for further growth are also discussed. These are fed back to employees together with the details of their evaluation to help them further improve through one-on-one meetings with their supervisors.
For managers, besides evaluation of performance and capabilities by their immediate supervisors, multifaceted evaluations are performed by subordinates and colleagues in their departments and by stakeholders in other departments to ensure fairness.
One-on-one meetings between supervisors and their subordinates are also conducted monthly as opportunities for dialogue that leads to better employee motivation and performance, spanning topics such as daily work and future career development.
- *Coverage: Employees of NISSIN FOOD PRODUCTS (including employees on temporary assignment to companies such as NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, and NISSIN FROZEN FOODS); however, employees working at plants of NISSIN FOOD PRODUCTS and those on temporary assignment to companies in Japan and overseas are excluded.
Internal Job Posting
We have instituted an open internal job posting system that enables employees to apply for positions they desire. In FY 3/2024, 47 employees were assigned to their desired positions through the job posting system.
Awards Programs
The NISSIN CREATORS AWARD commends employees who make contributions to the enhancement of the NISSIN FOODS Group’s brand value. The award targets employees who create exceptional inventions and innovations, demonstrate originality of thought, or apply innovation in processes. FY 3/2021, awards were given out in four categories—Excellence Awards, Merit Awards, Idea Awards, Effort Awards and recipients were presented with award certificates and monetary rewards. FY 3/2024, there were approximately 450 applications, with 10 selected for the Excellence Awards, 23 for the Merit Awards, 36 for the Idea Awards, 94 for the Effort Awards. Furthermore, two of the teams which received the Excellence Awards were also given the CEO Awards for achieving phenomenal results.
Introduction of NISSIN-Style Job-Based Model
In FY 3/2025, we introduced the NISSIN-style job-based model for managers. We make it easier for employees to aim for such careers by clarifying the job descriptions and increase connectivity with the market by determining remuneration according to each person’s duties. In addition, to meet the diversifying work values of employees, besides the existing management course, we will increase career course options by establishing a new professional course under this model. We will achieve the assignment of the right person for the right job through such a series of systems and initiatives.
Related Information and Data
Training Time and Expenses
| FY 3/2024 | ||
|---|---|---|
| Employees of NISSIN FOOD PRODUCTS* | Employees of Group companies in Japan and overseas | |
| Total training time | 64,871 hours | 199,624 hours |
| Training time per person | 25 hours | 15 hours |
| Training expenses per person | JPY 78,216 | JPY 28,730 |
- *Including employees on temporary assignment to NISSIN FOODS HOLDINGS, NISSIN CHILLED FOODS, NISSIN FROZEN FOODS, etc.