At the DOWA Group, from FY 2018 we will further strengthen human resource development measures based on the recognition that our employees are an important management resource for the company, and the belief that their growth is essential for our sustainable growth.
Aiming for people who support the business and sustainable growth of the organization
Recent considerable changes in the external environment are expected to add to an acceleration of the labor shortage, with big changes in the ways that employees work.
In order to continue sustainable growth together with the society, we will secure limited human resources, we will aim to develop a reliable and substantial workforce through human resource development, and we will establish a foundation for more efficient and effective organization management.
In the Midterm Plan 2020 Medium-Term Plan that started in April 2018, not only are we strengthening the organizational foundation that supports the business, but looking 10 years ahead, we are confronting head on the challenges that may occur in the future in order for the group to have sound sustainable growth.
In the Midterm Plan 2020 Medium-Term Plan, we are positioning as the most important task the building of a long-term foundation for growth in the areas of human resources and organizations, and we are actively investing in opportunities for education.
《Investment in educational opportunities: Change in education hours and the number of students》
*Only covers Off-JT training sponsored by the personnel and human resources development department
Topic
Midterm Plan 2020 - Development of Human Resources and the Organization
The educational system of DOWA consists of OJT and Off-JT*.
While there is training that has continued for nearly 20 years, from time to time we do a brush-up based on needs and changes in the environment.
Here we will expand three topics based on the Midterm Plan.
*OJT (On-the-job training) is giving opportunities to acquire skills and knowledge directly related to work through daily work and real experiences.
Off-JT (off-the-job training) is giving opportunities to learn specialized skills and knowledge away from daily work and the workplace, such as collective training, seminars and correspondence education.
1 Strengthening workplace skills
Strengthen business competitiveness ×Creating a company that has pride and peace of mind ×Fostering a climate for training
Policy
While sharing organizational strengthening activities mainly developed at each site as the knowledge of the whole group, and with each employee having a desire for growth and demonstrating autonomous behavior, it fosters a climate in which actions for growth naturally continue to be executed.
Initiative
● Holding meetings of those responsible for human resource development
The people responsible for training at each company gather together and develop management strategies for human resource development
● Actively hold presentations on activities to strengthen workplace skills
Introduce the human resource development activities at each company, develop examples among peer groups, and connect with mutual study
● Expansion of autonomous growth opportunities
Select their own learning content, utilize learning opportunities and lead to self-improvement
★ The re-education of middle managers
Managers who are key to the organizational culture will re-learn about management in line with the current times
Presentation on activities to strengthen workplace skills
Meeting of those responsible for human resource development
2. Promoting diversity
Expansion of business overseas×Initiatives for new and growing fields ×Creating a company that has pride and peace of mind
Policy
Human resources with diverse nationalities, genders and values demonstrating each of their strengths to the maximum. By arranging an environment where people accept each other, creating a vibrant organization.
Initiative
● Hold training for female office workers
Utilizing their individuality, aim for an organization where each person can continue to be active with pride
● Implementation of global human resources training
Aim for early development of local human resources in and out of Japan through practical training in the workplace outside Japan
★ Hold meetings to strengthen global sites
Managers from offices overseas gather together and promote problem-solving in various areas
● Conduct training to enhance diversity management
Strengthen management abilities to accept and utilize diversity
（★ A new initiative from FY 2018）
Training for female office workers
Global human resources training
3 Training center renewal
Building a foundation for growthA learning space to assemble the future of DOWA
Policy
By positioning the training center as the most important site of human resource development for the DOWA Group, transform it into a symbolic facility that combines not only the best quality of training, but also a space that promotes employee interaction
Training venue supporting active learning 
The lounge that connects DOWA's past and present day 
Café de DOWA - a place where employees can interact
Besides theses, we also actively develop education for each level, systemic education, basic education on harassment, and education on safety, environment and governance.
VOICE
Under the current uncertain and hard-to-predict social environment, it is essential to develop human resources and strengthen organizations in order for companies to grow and survive.
In response to this challenge, in the Medium-Term Plan of our department, we are implementing various measures that champion “training autonomous human resources who can learn, think and act independently” and “strengthening organizational abilities through the promotion of cross-functional (cross-departmental collaboration) and knowledge management (organizational knowledge)”.
We will open the door to the future of DOWA by promoting these initiatives frankly and strongly.
DOWA HOLDINGS Co., Ltd.
Personnel and human resources development department Atsushi Katagiri
