Talent and Organization Development

Based on the Human Resources Management Policy of the Mitsui Chemicals Group, the Group is, from a long-term perspective, developing human resources who are able to work on the world stage. Human resources are regarded as the key to creating corporate value, in line with the Group's basic approach to encouraging its employees to develop self-reliant, independent thinking and collaboration. We are communicating daily with colleagues and markets around the world to develop talent capable of creating the values that will be required by society in the future.

Management Personnel Development (global Group-wide action)

Executive Coaching

This coaching program based on strategic dialogue is targeted at people who make management decisions, and is designed to create positive change in management activities over a span of roughly 10 months (12 hours of coaching per person). Before starting the program, specific tools are used to make the impact that the participant is unconsciously having on the organization more visible, how managers and members feel about their current conditions and the ideals that they aspire to. The theme for the program is decided based on the organizational issues and leadership issues that have been identified. A professional coach accompanies the participants in executing a hands-on strategy.

Global Leadership Program

To train future management candidates who are expected to be active in the Group on a global scale, the program is aimed at the acquisition of management literacy and development of a global network. Top management candidates are selected from the Group's business sites around the world to undergo the Group's own unique training program, including strategic thinking, global leadership skills and action learning in cooperation with the Mannheim Business School and the Hitotsubashi Business School, the top business schools in Germany and Japan. In fiscal 2021, more effective training opportunities are likely to be provided, to enable candidates to respond under any conditions, triggered by the COVID-19 pandemic, and to build a training model that combines training content with a remote program under Mitsui Chemicals Long-term Business Plan VISION 2030.

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Name of Training Program Number of Attendees FY2020 Cumulative Total
Executive Coaching
(For General Managers and higher positions
of Mitsui Chemicals Group)
7
Males: 7
Females: 0
53
(From FY2011)
Global Leadership Program
(For future management candidates
of Mitsui Chemicals Group)

*Every two years. Not held in FY2020

80
(From FY2012)

Programs in Line with Stages in Development Based on a Leadership Pipeline Concept (Japan)

To support Group-wide/business strategies, we are organizing training programs that focus on leadership development. The training program is based on the skills and job function awareness required in the exercise of leadership at various organizational levels. Minimizing knowledge-cramming-style training, we expect our employees themselves to repeat cycles of experience and introspection, while acting proactively to meet their higher-level job requirements, and will support them in changing their behavior in ways that will produce results.

Training system (Japan)

Training system (Japan)

Leadership Development Program

Allowing talented human resources to demonstrate their abilities—despite time constraints caused by life-changing events, such as childcare and family care, and regardless of differences in nationality, ethnicity, and religion—requires improvements in line managers’ management capabilities. Mitsui Chemicals focuses on developing leadership skills to lead the organization toward an even better direction by incorporating coaching methods into training programs for each level of line manager training and by encouraging core leaders in each division to take specific and innovative action in their daily business activities. With the various training programs conducted online in fiscal 2020, participation grew among employees with time restrictions due to childcare, family care and other life events or constrained by business site location, creating a training system that places emphasis on diversity.

Number of Leadership Development Program Participants (Mitsui Chemicals, Inc. registered employees)

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Name of Training Program Number of Attendees FY2020 Cumulative Total
Leadership Development Program
(For Directors and Managers)
17
Males: 16
Females: 1
283
(From FY2013)
Leadership Development Program
(For Supervisors)
84
Males: 82
Females: 2
342
(From FY2016)

Key Achievements of Stratified Training (Mitsui Chemicals, Inc. registered employees in FY2020)

New Employee Training (Online and on site program)
  • ContentsCorporate Mission, core values, business strategy, ESG promotion, social contribution, IR training, self-leadership, team building, compliance, diversity, safety/quality, HR system/ functions of each business divisions and departments, basic business skills, business manners & literacy
  • No. of Trainees79 (Males: 60, Females: 19)
  • Total Training Hours10,210 hrs.
Basic Business Skills Training Programs (Online)
  • ContentsTrainees aim to develop the qualities required to become a manager. This is an optional program and its timing is based on the needs of individual staff and the workplace.
    Self-Leadership—the 7 Habits of Highly Effective People, Logical Thinking 1 & 2, project management, interpersonal skills, accounting and business management skills “Apples & Oranges” (cancelled in fiscal 2020 and planned to be online program in fiscal 2021)
  • No. of Trainees177 (Males: 139, Females: 38)
  • Total Training Hours8,172hrs
Training for Newly-promoted Management Staff (Online)
  • ContentsMessage from the Management, Understanding each role, Strength finder (Leadership development utilizing strength)
  • No. of Trainees123 (Males: 110, Females: 13)
  • Total Training Hours15,129hrs
New Line Manager Training Program (Online)
Global Business Skill Training (Online)
  • Contents① Common program: Understanding cultural differences and putting the knowledge into practice, communication skills, ② Meeting/Presentation.
  • No. of Trainees① 27(Males: 22, Females: 5), ② Meeting 26 (Males: 26, Females: 5), ② Presentation 15 (Males: 12, Females: 3)
  • Total Training Hours① 1,118hrs., ② Meeting 676 hrs., ② Presentation 225 hrs.

Regional Training

Global Manager Seminar

This program provides knowledge of Mitsui Chemicals business strategy, cultural understanding, and leadership skills, in order to develop local leaders from different Group companies. Manager candidates from major sites around the world work together through discussions. In fiscal 2021, we are planning to provide more effective training opportunities by establishing training models which utilize remote programs together with normal discussion. We will arrange this seminar program responding to “new working styles” which were triggered by the COVID-19 pandemic.

Mitsui Chemicals Competency Development Program

This is a program for future generation leaders to help them understand their roles as leaders and acquire the necessary knowledge and skills. Selected candidates from young employees from the Asia-Pacific and other regions work through this 5-day program, including business simulations.

Global Employee Engagement Survey

To raise the level of our Group employee engagement, we conducted the first global employee engagement survey for all group employees in June 2018. This survey is conducted regularly every two to three years. The second global employee engagement survey is scheduled for fiscal 2021.
The survey is designed to determine the improvement in engagement factor scores in the previous survey conducted in fiscal 2018 and to establish long-term KPIs that are decided based on the corporate culture required to achieve the goals of VISION 2030, ultimately leading to improvements in the engagement level for the entire Group.
The survey results are being used to improve engagement for the entire Group. To improve learning and self-development, topics that had been identified as one of the three problem areas in the previous survey, an online LinkedIn learning program was introduced on a trial basis for roughly 1000 global group employees from August 2020. Survey results are being used by headquarters and the separate business divisions and companies to identify issues specific to each organization. After establishing priority issues, a range of post-survey actions have been implemented. The implementation rate for these actions has been 96%.

Engagement Factor Score (FY2018 Results)

Mitsui Chemicals Group top factors
areas in which we are strong

Safety

47

Brand as an employer

39

Delegation of authority/Autonomy

38

Mitsui Chemicals Group bottom factors
areas in which we face challenges

Learning and self-development

22

Career opportunities

18

HR utilization and assignment

15

Training style in the age of the New Normal

The Mitsui Chemicals Group places priority on reducing the risk of COVID-19 infection, the health and safety of its employees, their families, business partners and other affiliated parties and to this end has introduced a telework scheme and staggered working hours. In view of these changes, a study has been conducted on moving training to online programs. In the training program for main career path employees at all Mitsui Chemicals business sites, preliminary orientation in online training programs for first-time participants was introduced in fiscal 2020 to facilitate the transition process.

Our Stance on Online Training

  • We divide our training programs into four types: self-contained programs, mutual engagement, teaching, and learning. Depending on the desired training outcome, the programs will be taken online, via a mix of online and face-to-face training, via face-to-face training, or postponed during the COVID-19 pandemic.
  • When it is decided to move a training program online, we redesign it taking advantage of the characteristics of appropriate tools: knowledge input will be achieved through prior individual study; those that require mutual engagement through dialogue will be offered via online sessions; and e-learning will be used for iterative learning after the completion of the training.
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