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Employees

The spirit of Sozosei (creativity) instilled in all employees in the Otsuka group stems from their desire to fulfill the corporate philosophy. The group fosters a corporate culture that encourages a diverse workforce to break out of the conventional, broaden their perspectives, and embrace personal development. This collective creativity, in turn, enables the group companies to continue developing innovative products that enrich society.

Development of Human Capital

In conducting its business worldwide, the Otsuka group is committed to developing creative human resources that can break out of the mold and lead our corporate activities for continued growth and innovation.

Human Resources Development Program: Otsuka Global Academy

Nurturing the next generation of executive human resources is just as essential as mid- and long-term business investment for the Otsuka group to sustain creative, innovative, and continuous growth in the mid- to long-term and enhance corporate value. Executive management must be adept at responding to the ever-increasing complexities of business operations as the group expands into new fields. These complexities arise due to accelerating global expansion, and from increased social concerns and responsibilities induced by stakeholders.
Otsuka Holdings launched a mid- to long- term executive human resource development program in 2016 called the Otsuka Global Academy. Its aim is to readily identify and cultivate human resources that will support vital next-generation development. The Academy aims to effectively develop human resources by implementing in-house programs as well as engaging external organizations. The programs emphasize passing on the Otsuka group’s corporate culture and seek to cultivate ideal management candidates to lead the Otsuka group into the future.
Since 2016, the Academy offers and operates two programs in which employees of Otsuka group companies can learn together: the Senior Leadership Program mainly for employees in their 40s; and the Middle Leadership Program mainly for employees in their 30s. As of the end of 2017, 75 employees have participated in the programs.
The programs offered by Otsuka Global Academy primarily consist of: group training, where trainees go on a retreat and learn together; and online learning that supports employees’ independent learning.
Group training includes courses taught by current managers, as well as opportunities to study overseas to learn about global human resources development. For online learning, in 2017 we launched the OGA Self-Learning Syllabus, a platform which posts and provides information that Otsuka group employees involved in a variety of business situations will find useful and easy to understand, including English language tips and business skills.
 
Otsuka group

Personal Development

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Otsuka Pharmaceutical Factory: Training based on job rank

The Otsuka group has a variety of training programs that enable employees to express individuality and improve their skills and abilities. In addition to on-the-job training for new hires, there is training based on job rank and job content, such as leadership development and technician training. The group has also introduced e-learning programs, including a foreign language certification incentive payment system, and courses to prepare for standardized English proficiency tests (CASEC and TOEIC). A Chinese language course is also available. In this way, the group provides opportunities for self-study by offering a learning environment tailored to employees’ learning goals. With regard to online learning, in 2017 the Otsuka Group established the OGA Self-Learning Syllabus, a platform that employees can utilize in a variety of business situations. It posts and provides guidance on English language, business skills, and other information in an easy to understand manner.  
Employees at Otsuka Pharmaceutical meet regularly for a voluntary leadership workshop, WING, which is aimed at engaging and addressing issues from the bottom up, and cultivating problem-solving abilities. Participation by employees from various departments provides an opportunity for them to better understand the operations of other departments. The group also focuses on environmental learning to cultivate human resources that can help create a sustainable society and promote environmental and social activities.
To support the aim of fostering independence in its employees, Taiho Pharmaceutical partially reimburses the cost of certain distance education courses upon successful completion. The number of employees taking these self-development training courses is about 500 annually. When employees acquire a specified certification, they receive an incentive payment, which encourages further self-development.
EN Otsuka Pharmaceutical has a system that allows all employees to take external self-development programs through e-learning. With self-development programs, employees can take video courses based on job rank on a wide range of topics, including production and manufacturing, marketing and sales, quality management, food sanitation, safety activities, and physical and mental health. There are courses available on 400 topics. The e-learning courses are PC and smartphone compatible, so employees can take them not only at the company but also at home and during their commutes. Furthermore, the company reports the monthly program status and circulates the topics internally.        
With a goal to develop leader candidates, Otsuka Techno holds practical leader trainings for employees to acquire basic awareness and knowledge about management needed by organizational managers for designing strategies. The company also actively encourages employees to acquire certifications, and has established an incentive payment system based on the notion that personal growth will lead to a stronger organization.   
Otsuka Pharmaceutical, Otsuka Pharmaceutical Factory, Taiho Pharmaceutical, Otsuka Techno

Safety Training Center

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Otsuka Chemical: Hands-on training for rotary valve accident prevention

With a belief in safety first, Otsuka Chemical established the Anzen Dojo (Safety Training Center) in 2012. It conducts trainings to improve the safety awareness of not only company employees, but also the employees of affiliates outside Japan and other external parties. Through classroom instruction and simulations of past accidents, the Anzen Dojo learns from past failures, double checks awareness of safety hazards, heightens sensitivity to danger, and cultivates the ability to anticipate one step ahead. With regard to internal training, the company offers “1 st safety training” for new hires and “4 th safety training” for all employees. In May 2018, the company commenced “5 th safety training” for all employees.
The 5 th safety training includes a program for double checking the importance of pointing and calling. It is designed so that employees are aware of their actions and their tendencies and the company can continue to achieve zero occupational accident, both through equipment and facility improvements as well as awareness raising, while remembering past occupational accidents as a negative legacy. As the training brings together employees from various departments, employees are able to engage in safety activities with a fresh perspective through discussing safety with other departments and hearing opinions from viewpoints they do not normally hear from. In recognition of its activities for improvement of safety and health education and creation of a culture of safety, Otsuka Chemical received the Responsible Care Excellence Award from the Japan Chemical Industry Association in 2014, and the Tokushima Labor Bureau Director Encouragement Award for Safety Assurance Measures in 2015.
Otsuka Electronics strives to prevent occupational accidents while fostering a healthy and comfortable workplace. Efforts include annual safety training involving watching a DVD or other activities for employees who use specified chemical substances, organic solvents, and lasers. Practical skills coaching is also provided by the safety manager. At the Shiga Plant, mainly young employees participate annually in a first aid training provided at the Koga Fire Department and receive hands-on learning on emergency responses.
Otsuka Chemical, Otsuka Electronics

Career Planning

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Taiho Pharmaceutical: Personal Career Counseling Office

Otsuka group companies provide support for individual career planning, so that all employees can enjoy active and rewarding careers.
Taiho Pharmaceutical has set up a Personal Career Counseling Office that provides consultation on a wide range of topics not limited to career planning, including transfers and promotions, job descriptions, workplace stress, and personal development. Five HR personnel who are accredited industrial counselors and career consultants serve as counselors. Approximately 130 consultations have been provided thus far. In order to further enhance their skills, the counselors periodically receive guidance from a leading career consultant, who provides coaching based on actual cases. The activities of the Personal Career Counseling Office were covered in the journal of the Japan Industrial Counselors Association in 2016, which was widely read and well-received by the larger business community.
Otsuka Pharmaceutical Factory held career design training on the topic of future careers for employees working in the Tokushima area in January 2017. This training was organized by the Diversity Promotion Working Group and attended by approximately 70 men and women employees, including executives and department heads. The training reported on the status of the company’s diversity promotion activities and the results of an internal survey. It was found that the company’s women employees were somewhat pessimistic about promotions than men employees. The company considers it an issue that few of its women employees aspire to become managers and thus held the training to promote a change in the employee mindset.     
EN Otsuka Pharmaceutical has identified the company’s issues and problems based on a company-wide survey, and in order to find solutions to the problems, has redesigned its human resource development program and held various trainings since fiscal 2017. (1) To develop the next generation of leaders who will lead the company in the future, young managers spend around a year and a half enhancing their human skills, acquiring and utilizing more practical problem-solving skills, and gaining knowledge on the company’s history, the surrounding circumstances, and management figures. (2) Job rank-based human resource development training is provided for managers, section chiefs, and new hires. (3) English language e-learning courses are provided as part of the global human resource development program. (4) A self-development video e-learning program is provided to all employees.       
At Otsuka Electronics, employees can take an online self-assessment and provide information concerning their career plans and desired work locations. The company uses this online assessment to strive to understand the wishes of employees and their health conditions (including family) to better provide support for individual career planning and the futures of employees. The data obtained through this initiative, such as employees’ company improvement requests and perceived company issues, is also utilized as a resource for improving workplace environments and revising systems.
Taiho Pharmaceutical, EN Otsuka Pharmaceutical, Otsuka Electronics

Global One Academy – Taiho Pharmaceutical’s Corporate University

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In July 2016, Taiho Pharmaceutical established Global One Academy as the corporate university and kicked off a junior course for young Taiho employees with the aim to continuously nurture global leaders who can demonstrate leadership and solve management issues.
Taiyo employees taking part in the course passed a rigorous selection process and mainly through group work and workplace practices have the chance to acquire the basic skills needed to become next-generation global leaders, including logical thinking, problem setting/solving, and communication skills.
The employees, who belong to different departments in Taiho, master the necessary skills and mindset while influencing one another as they attend monthly overnight study sessions spanning two days, ten times per year. By sharing and solving the issues of their respective departments, they gain an understanding of the attributes of each department and the role they play within the company. In this way, the course fosters cross-organizational relationships and creates new bonds.
In order to deepen their understanding of the leadership required to perform on the global stage, the employees are given online lectures and opportunities to hear stories of actual experiences from management, including from presidents of overseas group companies.

 
Taiho Pharmaceutical
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POCARI/fresh

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Development of Human Capital
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Human Resources Development Program: Otsuka Global Academy

Nurturing the next generation of executive human resources is just as essen...

Employees
Development of Human Capital
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Personal Development

The Otsuka group has a variety of training programs that enable employees t...

Employees
Development of Human Capital
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Safety Training Center

With a belief in safety first, Otsuka Chemical established the Anzen Dojo (...

Employees
Development of Human Capital
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Career Planning

Otsuka group companies provide support for individual career planning, so t...

Employees
Development of Human Capital
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Global One Academy – Taiho Pharmaceutical’s Corporate University

In July 2016, Taiho Pharmaceutical established Global One Academy as the co...