MC's basic policy on human resources development (HRD) is to continuously produce “management-minded human capital committed to enhancing business value,” and to ensure the stepwise development of both a strong moral compass and advanced conception and execution skills in all of its people.
MC's off-the-job training (OFF-JT) is designed to equip employees with the necessary knowledge and competencies to sharpen the abovementioned traits at each of their Job Grades and at the right stages of their careers. Furthermore, to promote employees' self-growth, MC is providing them with more opportunities for proactive learning and self-improvement.
MC's HR training programs support the career development of all employees throughout the MC Group, including those at MC's parent company, its overseas offices and its group companies in Japan and around the world.
With the introduction of the new HR system in the year ended March 2020, MC set out the necessary knowledge and competencies for each Job Grade, and reviewed the HRD Program Structure with an emphasis on the following three points. From the year ended March 2021, we are undertaking further development and expansion based on this HRD Program Structure.
Development of the skills necessary to become or work as management professionals.
In line with the new HR system, which identifies support for the growth of subordinates and colleagues as one of its most important missions, MC will develop and expand training programs for acquiring the knowledge and competencies necessary for growth support management.
Provides opportunities for employees to develop themselves, MC will expand access to MC Self-Development Program and Company-wide open lectures.
In addition, MC provides support for young employees to participate in external training for self-development.
|Metric||FY2019 Result||FY2020 Forecast
(As of February FY2020)
|Total cost of training||2.19 billion yen||1.8 billion yen
(Initial target: 1.95 billion yen)
|2.1 billion yen|
|Percentage of professional staff who have acquired business-level English by the third year of employment||99％||99％
(Initial target: 100%)
|Rate of response to employee pulse survey for non-managers||Not yet implemented||91.2%
(Of these, the positive response rate was 95.8%)
|Officer in Charge||Akira Murakoshi (Member of the Board, Executive Vice President, Corporate Functional Officer, CDO, CAO, Corporate Communications, Corporate Sustainability & CSR)|
(A subcommittee under the Executive Committee, a management decisionmaking body)
|Human Resources Development (HRD) Committee
Important matters related to human resource development deliberated by the HRD Committee are formally approved by the Executive Committee and put forward or reported to the Board of Directors based on prescribed standards.
|Department in Charge||Global Human Resources Dept.|
＊ Additionally employees are also dispatched to trainings held by other companies
Aiming to foster reciprocal growth between MC and its employees, “employee self-growth and support for growth by MC” are key priorities for MC.
When employees first join MC, they participate in training programs designed to equip them with basic business, communication, analytical and management skills. They also work on becoming globally competitive professionals, something that all sogo shosha employees must aspire to be.
MC offers training programs that are designed to sharpen employees' thinking as managers and equip them with the skills to help grow business value. These programs help to enhance employees' business and digital-strategy conception skills and their HR management skills.
To provide employees with more opportunities for proactive learning and self-improvement, and thereby encourage “self-growth,” MC continues to enhance and upgrade its independent study programs.
To comprehensively strengthen its consolidated workforce of 80,000 global professionals, MC is dedicated to sharing values and building robust networks throughout the MC Group.
|Program Name||Eligible Employees||2019.3||2020.3|
|Business Basic Skill Program||1st or 2nd year employees||171||130|
|Business Advanced Skill Program||3rd year employees||150||157|
|Global Trainee Program||2nd year and over employees||108||86|
|Program for Leadership Development||Manager class employees||39||36|
|Program for Global Leaders||General Manager class employees||40||41|
|MC Executives’ Program||Managing Director class employees||36||34|
|No. of training participants per year＊1||3,162||3,875|
|Total annual training hours＊2||Approx. 124,000||Approx. 137,000|
|Annual training hours per employee＊3||20.7||23.2|
|Total cost of training＊4||2.14 billion yen||2.19 billion|
|Cost per employee＊5||356,000 yen||372,000 yen|