NOF promotes a talent development system including support for “correspondence courses,” for which each employee can choose their own training options, “training by organizational level” tailored to address issues for different levels, and “training by specific issue” tailored to address specific issues such as issues arising in the course of execution of duties and enhancement of expertise.
This system is aimed at effectively promoting talent development tailored to each individual’s character and responsibilities, making work more rewarding, invigorating the organization, and realizing sustainable business growth at NOF.

NOF has launched a new training program centered on external exchanges as a way of encouraging diversity, new viewpoints, and broader perspectives among section managers through discussions and exchanges with personnel from different industries. If section managers demonstrate leadership qualities even more than before, we expect that everyone will take on challenges with enthusiasm, leading to personal growth and innovation creation. Among other programs, we are developing leadership skills through “training by organizational level” tailored to job positions, as well as “training by specific issue” designed to enhance employee expertise. At the NOF Management School, aimed at developing the next generation of management, we implement programs in which discussions on transforming of the NOF Group’s future focus are held.
In addition, we provide feedback on participants’ leadership assessment results to help them understand their own leadership traits and foster their skills to create and implement new initiatives from scratch.

In an effort to develop human resources more effectively, NOF has formulated a talent development system using a framework for trainings by organizational level and by specific issue. Training by organizational level mainly targets relatively junior employees mainly, while training by specific issue targets management-level employees. In fiscal 2024, a total of 2,650 people participated in trainings by organizational level and by specific issue.
Aside from this talent development system, we also offer a variety of training and educational opportunities necessary for business operations. In fiscal 2024, we continued our efforts from the previous fiscal year to hold workshops for all employees, etc. to share values and promote understanding of autonomous actions based on these values. The participation rate was 97.3%. Additionally, as part of our initiatives based on these values, we have started offering opportunities to employees to be exposed to the perspectives of managers, cultural figures, and researchers from various fields. This is aimed at promoting the growth of autonomous human resources that can utilize a broader perspective and a higher level of expertise in their duties.
We have systematically implemented initiatives including programs for enabling employees to proactively design their medium-term careers, and developing human resources with expertise in digital transformation (DX) and the next generation of managerial human resources.

We will actively invest in human capital and encourage the growth of human resources who embody the NOF Group’s values of “Challenge,” “Fairness,” and “Harmony,” and create new values. As part of its human capital investment into securing and developing human resources, etc., NOF is working on initiatives to improve workplace environments, expand talent development programs, and develop DX human resources.
In fiscal 2024, a total training hours including group trainings and workshops at NOF came to 17,767 hours (9.4 hours per employee), with its training costs totaling 202 million yen. In addition, a combined training hours, including group trainings and workshops at NOF and its five domestic consolidated companies totaled 22,131 hours (7.4 hours per employee).

NOF provides a diverse range of self-education/development programs such as various correspondence and e-learning courses (business skills, foreign languages, etc.) to encourage employees to take on challenges enthusiastically, which we expect will lead to self-realization and further growth of each individual. In fiscal 2024, a total of 759 employees took advantage of a variety of correspondence and e-learning courses.

The NOF Group supports employees’ efforts to acquire official qualifications in many different ways. In fiscal 2024, a total of 474 people newly acquired 44 kinds of qualifications.

People who acquired qualifications

• FY2022：366 persons (43 kinds)
• FY2023：510 persons (45 kinds)
• FY2024：474 persons (44 kinds)