Human Resource Development

JAPEX supports the self-realization of individual employees through career development. For that purpose, the systems and programs are provided to them for the effective formation and improvement of the required abilities and skills.

Career Development System

JAPEX introduces a career development program to help employees identify their desired careers and effectively develop and improve their skills and abilities required to realize those goals.

This program defines the three human resource types needed to carry out our business, and the career development guidelines are established for acquiring the skills and experience required for each human resource. Employees can choose the type tailored to their career goals and proceed with the necessary experience and learning while checking their status and goals through regular career development meetings with their managers.

Support System for Higher Education and Study

The system to support privately-funded higher education and study in job-related fields is introduced.

• Up to two years of study leave (no pay)
• Short-time work and special leave of up to 10 days per year (no pay) to the extent necessary for further education at a domestic educational institution
• Support for study at domestic graduate schools (e.g., MBA programs at night and on weekends)

Education and Training Programs

Employees can have opportunities to participate in the company-wide training depending on their seniority and role, which will help them develop their career.

• Career design training for setting their future voluntarily career goals
• Career stage training for the awareness of employee roles at each position
• Business skills training to help employees acquire the knowledge and skills necessary for their work, such as logical thinking and communication skills.

Employees also can use JAPEX University, an e-learning system that allows them to select courses related to basic business skills and new fields such as digital transformation (DX) and new business development.

Developing Human Resources for Overseas Business

Opportunities for overseas study and training are provided in order to develop human resources responsible for overseas related businesses.

• Study at overseas graduate schools
• Overseas training (Practical training at our overseas offices, dispatch to educational institutions in Europe and the United States)
• Improving English skills (courses taught by native instructors, online English conversation lessons, and opportunities to take the TOEIC exam, etc.)

Various education programs for overseas human resources are also provided.

• Studying negotiation and agreement, finance, and project case studies
• Enhancement of capabilities in project management and leadership
• Improvement of practical skills in the commercial evaluation

Development of Management Personnel

With the aim of early selection and continuous development of human resources who have the capabilities to lead and steer our business from a company-wide perspective. For this purpose, we implement a management talent development program for selected individuals.

Personnel Evaluation System

JAPEX conducts performance evaluations from two perspectives: output evaluation, based on the achievement of individual goals aligned with the organization's annual objectives and expected roles, as well as process evaluation, which assesses the behaviors necessary for performing the assigned roles effectively.

At the beginning of the period, we align the individual's career aspirations, strengths and weaknesses, organizational goals, and expected roles. Based on this alignment, we set personal goals and development initiatives. Throughout the period, we provide regular reflection opportunities and end-of-term evaluations in addition to feedback sessions in order to promote close communication between the individual and their supervisor to support their growth.

In addition, the process evaluation emphasizes not only the actions necessary to fulfill one's role but also behaviors that contribute to fostering a culture and environment for innovation. This includes supporting and motivating subordinates and colleagues, as well as enhancing organizational engagement and influencing others positively.