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Human Resources Development

NEC Networks & System Integration Corporation

Basic Stance

The NESIC Group’s greatest management resource for supporting sustainable growth is its people. Working from a foundation of respect for human rights, we implement measures for continuously increasing the value of our employees.

Human Resource Development

NESIC develops human resources capable of contributing to the growth of the company, and does so in a manner that satisfies both our customers and employees. We practice human resource development that enables employees to make the most of their talents and capabilities. Based on the NEC Group’s core values of “self-help” and ”collaboration,” we continue to emphasize a culture of rising to challenges without fear of changing ourselves.

Training for New Hires

The goal we aim to achieve over three years is to have new hires learn to exercise leadership, and think and act autonomously. To develop these capabilities, new hires complete a training curriculum in which they work closely with a “coach” assigned to advise and guide them.

Companywide Training (Management Quality)

To develop people who are competent leaders and managers, we conduct the following types of training.

• Leadership training (Assistant managers)
• Management training (Section managers)
• Upper management training (Department managers), Senior management training

Technical Training (Operational Quality)

The following initiatives are being advanced to develop professionals who can support business operations with advanced execution capabilities.

Enhancement of Service Business Skills/Enhancement of Global Human Resources

• Seminars for acquiring high-priority professional qualifications
• Development of project management personnel
• Support for acquiring external professional qualifications
• Overseas business training programs (Short-term, long-term)
• Temporary assignment to NESIC overseas subsidiaries (Approx. 1 year)

Diversity Management

In April 2010, NESIC set up an organization for diversity promotion. Consistent with our “Stance on Advancement of Diversity,” presented below, we are focusing our efforts on promoting the development of a workplace environment that allows female workers to fully exercise their abilities, and on continued awareness-raising activities for the effective utilization of diversity in business.

Stance on Advancement of Diversity

“NEC Networks & System Integration Corporation believes that allowing employees with diverse individualities to fully exercise their abilities will lead to the further enhancement of its corporate competitiveness. With the aim of responding to the diverse needs of customers and continuing to grow as a company by adopting diverse perspectives, each of our employees will promote diversity.”

Promoting Workplace Participation and Career Advancement for Women

To promote active participation by women we are working to add women to our management, expand our hiring of women, and advance the careers of women.

In support of those efforts, we hold career seminars for female employees and training on diversity and various other topics for managers.

Women as a Percent of Management

Fiscal year 2014 2015 2016 2017 2018 2019 2020 2021
Ratio 2.2% 2.2% 2.8% 3.0% 3.7% 4.2% 4.6% 5.2%
  • Target is to reach 5% by March 31, 2021. (General Employer Action Plan for Compliance with the Act on Promotion of Women’s Participation and Advancement in the Workplace)

On May 27, 2016, Japan's Ministry of Health, Labour and Welfare presented NESIC with the highest level (level 3) of “Eruboshi” certification in recognition of our efforts to promote active participation by female employees in accordance with the Act on Promotion of Women's Participation and Advancement in the Workplace.

Employment of People with Disabilities and of the Elderly

Supporting the independence of people with disabilities is a corporate social responsibility, and we actively work to increase our employment of people with disabilities. In addition, through our Senior Partner System, we were continuing to employ workers who had reached the mandatory retirement age. Our efforts to expand the employment of workers who have reached retirement age will continue.

Ratio of employees with disabilities
Fiscal year 2014 2015 2016 2017 2018 2019 2020 2021
Ratio 2.07% 2.06% 2.07% 2.28% 2.45% 2.40% 2.35% 2.23%
Number/Ratio of employees continuing employment after mandatory retirement age
Fiscal year 2015 2016 2017 2018 2019 2020 2021
Number 70 117 72 110 89 106 113
Ratio 54.7% 66.6% 68.1%  65.5% 77.4% 79.7% 85.6%