Human Resource Development Program

Azbil’s Human Resource Development Program

At the Azbil Academy, we not only create opportunities for employees to acquire knowledge, technical expertise, and practical skills, but also place strong emphasis on fostering a mindset for autonomous learning. We believe that the growth of each individual employee forms the foundation for the sustainable growth of the azbil Group. By continuously embodying the concept of “an organization that never stops learning” across the entire workforce, we aim to contribute to the realization of a sustainable society.

New employee/young employee development

New employee education

During the initial six months of employment, until the main assignment, we provide training aimed at strengthening understanding of the company, as well as professional etiquette and fundamental competencies for work. At the company’s own training center, trainees receive product explanations from business division trainers, and at the same time, they can engage with the products firsthand, fostering a deeper understanding. In addition, we provide experiential learning opportunities that go beyond the classroom lectures, such as accompanying senior employees on visits to customer sites and participating in on-site work activities.

Young employee development

From the second to the fifth year of employment, we conduct an annual common training session. Through learning methods of logical communication, problem-solving skills, self-understanding, and understanding others, we aim to improve job performance and workplace communication. At the same time, we conduct surveys, and based on the responses, employees who are facing difficulties are interviewed directly by Azbil Academy staff, who support them in resolving their issues.

Career development support

Career seminar

At key career milestones, those being ages 35, 45, and 55, employees participate in a program that involves reflecting on their past experiences, gaining knowledge of career theories, approaches, and planning methods, and articulating their own career aspirations. This process helps employees uncover their desired future state, something that is often overlooked in daily work, and provides the opportunity to take the first step toward realizing it.

Career consultation

We are always available to employees for consultation regarding their career development. Certified career consultants within our team play a central role in supporting employees’ career growth through meaningful dialogue.

Follow-up interviews for transferred employees

For employees who have been transferred to a new position, between business divisions, or to a new location (including overseas), we will assess their physical and mental health through post-transfer surveys and interviews. We will provide appropriate advice and, if necessary, coordinate with an industrial physician.

Mentor programs

The purpose of this program is for newly appointed section managers to be supported by a team of veteran employees who have held managerial positions and serve as mentors. These veteran employees offer guidance and support to the new section managers, allowing them to share common challenges and concerns and receive tips for solutions through conversations with senior employees who have no vested interests. By organizing teams of multiple mentors and mentees, the program facilitates the sharing of diverse experiences and provides a valuable network for both mentors and mentees.

Various programs

Professional/meister (in-house)

A system that evaluates proficiency in techniques and skills, in addition to knowledge of specific technologies, through a certification test. Those who pass the test are certified as in-house individuals possessing the necessary qualifications.

Internal recruitment (open challenge)

A system where employees can apply for a transfer to a department that is recruiting internally

In-house internship

A system that enables employees to experience and learn the business operations of other departments for a certain period without being formally transferred

Incentives for acquiring qualifications

A system that allows employees to receive incentives for acquiring official qualifications in the company’s predetermined list

Self-learning support

To support self-study, we offer a system whereby the company covers the costs of using external e-Learning platforms.

An environment for learning

We introduced the LMS to create a unified learning environment for employees across domestic and overseas subsidiaries and affiliates. This platform, known as the Azbil Learning Plaza, is publicly accessible and is also partially available to our stakeholders.