Training and Education System
"Continually develop diverse talent at all group companies across global fields"
The NYK Group operates in a wide range of fields, and its employees come from an extensive and diverse range of countries. Our human resources (HR) philosophy was formulated in 2005 to encourage all employees to utilize their potential abilities as much as possible. Our training of the next generation emphasizes the following:
- 1Flexibility and liberality (tolerance) to understand different cultures and heterogeneous ways of thinking;
- 2Leadership to lay out clear visions and goals, and to encourage others to achieve the established goals; and
- 3Management skills that encompass administrative tasks, specialized knowledge, and the ability to look at things from a broader perspective.
Working on Land
GHR for More Effective Deployment of Human Resources
The GHR (Global Human Resources) Coordination Team in the Headquarters' Human Resources Group and HR managers from regions around the world jointly implement projects based on the four GHR pillars, i.e., organization, development plans, development tools, and interaction among staff.
Role of Regional HR Representatives(RHRs)
Along with the establishment of the HR philosophy, RHRs have been appointed in each regional management company. RHRs play an important role in the Group's global human resources development. They serve as a liaison between group companies and the Tokyo headquarters, going beyond business units and national boundaries to share information and opinions on human resources development. They also contribute to the promotion and dissemination of the HR philosophy.
HR Data Survey
In 2006, NYK began to conduct a regular survey of NYK Group companies to better understand their attitudes toward working conditions and human resources development. The survey results are shared with participating group companies and are used in groupwide programs to foster awareness of HR issues and seek improvements. The HR data survey comprises a basic data section and questions that focus on priority issues. Content is reviewed every year. To enable efficient and effective use of the data, the survey was moved online from 2008. Currently, in addition to confirmation of compliance with the human rights and labor standards found in the United Nations Global Compact (conducted since 2007), we perform checkups of the existence of human rights enlightenment training as well as human rights risk awareness (e.g., child labor and forced labor in the supply chain).
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All employees working at NYK's head office complete an employee satisfaction survey once a year. We also place importance on face-to-face communication between employees and supervisors to best understand each employee's circumstances, requests, and opinions.
NYK Business College
The NYK Business College is a set of training programs aimed at improving the overall capabilities of group employees. The NYK Group enhances these training programs regularly. More than 2,000 group employees participated in over 60 types of training programs every year. In addition, more than 7,000 group employees in Japan and overseas participated in e-learning themed on CSR, environmental initiatives, competition law/antitrust law, anti-bribery law and economic sanctions, risk management, and information systems security.
Further, aiming to strengthen the development of employees who will lead the next generation, NYK has established training for specific employee ranks, from junior through midcareer employees. These programs focus on expanding horizons while fostering leadership and management skills. The NYK Group intends to continue upgrading and expanding its training programs to foster employees who can contribute to stakeholders through our businesses based on our philosophy, "Bringing value to life".
Number of NYK Business College Participants(Including group employees)
NYK Digital Academy
Human resources are the most important driver of sustainable growth in a company.
The NYK Group’s business environment is experiencing major changes, such as the advancement of digital technologies, requiring us to radically revise our conventional business models. We have established the NYK Digital Academy in September 2019 to develop human resources who will lead the Group in the future.
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Global NYK Group Week
Since 2002, NYK has conducted annual Group training, "Global NYK Group Week", at our Tokyo head office for managers based worldwide throughout the NYK Group. The goals of the training are to build global networks within the Group, give employees opportunities for direct discussions with the presidents of NYK, and provide training about the Group's corporate DNA, including the NYK Group Mission Statement and the NYK Group Values.
As a global corporate group, the NYK Group respects employee diversity and ambitions, and concentrates efforts on personnel training so that employees can work with high aspirations and pride.
In-house Certification: Vessel Operations Meister Program
The vessel operations meister program established in fiscal 2009 provides in-house certification to develop operators with an even stronger commitment to safe operations and greater operation efficiency. To participate, employees must have experience in vessel operations at NYK. Employees of overseas subsidiaries can also participate as long as they have experience in vessel operations. To obtain certification, participants must complete the training course and pass a written exam. The number of employees at the Group with this certification totals 455, consisting of 15 at the platinum level, 163 at the gold, and 277 at the silver (as of March 31, 2020).
Number of Certified Onshore Vessel Operators
Working at Sea
Educating Seafarers through the NYK Unified Requirements
Safe vessel navigation requires highly capable teams of seafarers. In the NYK Group, the seafaring workforce is a multinational mix that is provided standardized education through the NYK Maritime College, a training system featuring a unique set of common, consistent requirements that defines the necessary knowledge and skills that seafarers need for their individual positions - from third officer and third engineer all the way to captain and chief engineer.
Developing Training Programs for Seafarers
The key to achieving even higher levels of safety in vessel operations and improving environmental preservation is not hardware or systems, but the people, or seafarers. The NYK Group employs even higher levels of safety programs that enable seafarers to acquire a wide range of skills and advanced expertise while aboard and onshore. This program gives seafarers the knowledge and skills they need for our vessels. We call these the NYK Unified Requirements. For new personnel, the group provide on-the-job training. In addition, we have introduced to each of our operating vessels an in-house developed e-learning system, called NYKSTARS*1, which allows seafarers to enhance their skills while on board vessels. Meanwhile, onshore we use unified teaching materials and curricula at training centers and manning offices*2 in regions worldwide.
NYK-Shipboard Training and Assessment Record System
The system has a wide variety of programs, or "STARS," designed for specific types of vessels, such as PCC STARS for car carriers, and marine engineering STARS for diesel engines, steam turbines, and other equipment.
- *2Manning offices
Ship-management company branch offices and crew referral agencies.
Number of NYK Maritime College Seafarers Participants (By Nationality)
The NYK Maritime College is a system that provides a globally uniform training program regardless of the nationality and training location of seafarers to effectively improve the skills of our seafarers.