Training and Education System

HR Philosophy

“Continually develop diverse talent at all group companies across global fields”
The NYK Group operates in a wide range of fields, and its employees come from an extensive and diverse range of countries. Our human resources (HR) philosophy was formulated in 2005 to encourage all employees to utilize their potential abilities as much as possible. Our training of the next generation emphasizes the following:

  1. Flexibility and liberality (tolerance) to understand different cultures and heterogeneous ways of thinking;
  2. Leadership to lay out clear visions and goals, and to encourage others to achieve the established goals; and
  3. Management skills that encompass administrative tasks, specialized knowledge, and the ability to look at things from a broader perspective.

Working on Land

GHR for More Effective Deployment of Human Resources

The GHR*1 Coordination Team in the Headquarters' Human Resources Group and HR managers from regions around the world jointly implement projects based on the four GHR pillars, i.e., organization, development plans, development tools, and interaction among staff.

*1 Global Human Resources

Four GHR pillars

Role of Regional HR Representatives(RHRs)

Along with the establishment of the HR philosophy, RHRs have been appointed in each regional management company. RHRs play an important role in the Group's global human resources development. They serve as a liaison between group companies and the Tokyo headquarters, going beyond business units and national boundaries to share information and opinions on human resources development. They also contribute to the promotion and dissemination of the HR philosophy.

HR Data Survey

In 2006, NYK began to conduct a regular survey of NYK Group companies to better understand their attitudes toward working conditions and human resources development. The survey results are shared with participating group companies and are used in groupwide programs to foster awareness of HR issues and seek improvements. The HR data survey comprises a basic data section and questions that focus on priority issues. Content is reviewed every year. To enable efficient and effective use of the data, the survey was moved online from 2008. Currently, in addition to confirmation of compliance with the human rights and labor standards found in the United Nations (UN) Global Compact (conducted since 2007), we perform checkups of the existence of human rights enlightenment training as well as human rights risk awareness (e.g., child labor and forced labor in the supply chain).

Employee Satisfaction

All employees working at NYK's head office complete an employee satisfaction survey once a year. We also place importance on face-to-face communication between employees and supervisors to best understand each employee's circumstances, requests, and opinions.

Employee satisfaction over the previous four years

NYK Business College

The NYK Business College is a set of training programs aimed at improving the overall capabilities of Group employees. The NYK Group enhances these training programs regularly. In fiscal 2016, more than 2,400 NYK Group employees participated in over 60 types of training programs. In addition, more than 10,000 Group employees in Japan and overseas participated in e-learning themed on CSR, environmental initiatives, competition law/antitrust law, anti-bribery law and economic sanctions, risk management, and information systems security.
Further, aiming to strengthen the development of employees who will lead the next generation, the NYK Group has established training for specific employee ranks, from junior through midcareer employees. This programs focus on expanding horizons while fostering leadership and management skills. The Group intends to continue upgrading and expanding its training programs to foster employees who can contribute to stakeholders through the transport of goods.

Education

    FY2014 FY2015 FY2016
Average number of days participating in training programs Company average - -

13.51

Office workers*①
(Includes navigation officers and engineers)
5.02 6.82

6.58

Seafarers 29.80 34.40

39.50

Average expenditure on education and training programs (yen) Company average - -

298,470

Office workers*②
(Includes navigation officers and engineers)
148,943 181,410

184,962

Seafarers 533,133 614,410

719,175

*① Excludes workers trained outside the Company

*② Programs for officer workers trained inside or outside the Company

Global NYK/YLK Week

Since 2002, we have conducted annual Group training at our Tokyo head office for managers based worldwide throughout the NYK Group. Furthermore, since fiscal 2012 we have held these training sessions jointly with Yusen Logistics Co. Ltd. The goals of the training are to build global networks within the Group, give employees opportunities for direct discussions with the presidents of NYK and Yusen Logistics, and provide training about the Group's corporate DNA, including the NYK Group Mission Statement and the NYK Group Values. As a global corporate group, the NYK Group respects employee diversity and ambitions, and concentrates efforts on personnel training so that employees can work with high aspirations and pride.

Photo Photo

Working at Sea

Educating Seafarers through the NYK Unified Requirements

Safe vessel navigation requires highly capable teams of seafarers. In the NYK Group, the seafaring workforce is a multinational mix that is provided standardized education through the NYK Maritime College, a training system featuring a unique set of common, consistent requirements that defines the necessary knowledge and skills that seafarers need for their individual positions — from third officer and third engineer all the way to captain and chief engineer.

Before After

Developing Training Programs for Seafarers

The key to achieving even higher levels of safety in vessel operations and improving environmental preservation is not hardware or systems, but the people, or seafarers. The NYK Group employs even higher levels of safety programs that enable seafarers to acquire a wide range of skills and advanced expertise while aboard and onshore. This program gives seafarers the knowledge and skills they need for our vessels. We call these the NYK Unified Requirements. For new personnel, the Group uses cadet vessels*2 to provide on-the-job training. In addition, we have introduced to each of our operating vessels an in-house developed e-learning system, called NYKSTARS*3, which allows seafarers to enhance their skills while on board vessels. Meanwhile, onshore we use unified teaching materials and curricula at training centers and manning offices*4 in regions worldwide.

*2 Cadet vessels
These are vessels equipped with facilities for the onboard training of cadets — i.e., officer candidates who have completed courses at institutions for training seafarers worldwide.
*3 NYK-STARS
NYK-Shipboard Training and Assessment Record System
The system has a wide variety of programs, or "STARS," designed for specific types of vessels, such as Cadet STARS for cadets, PCC STARS for car carriers, and marine engineering STARS for diesel engines, steam turbines, and other equipment.
*4 Manning offices
Ship-management company branch offices and crew referral agencies.

Number of NYK Maritime College Seafarers Participants(by Nationality)

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