Basic Policy
Throughout history, innovation has always been generated by people. At the Otsuka group, we strive to attract talented personnel, develop their individual abilities on an ongoing basis, and enable them to fulfill their potential. This enables us to continuously generate innovation. In addition, we intend to continually drive innovation by actively promoting communication and engagement both inside and outside the group and by building networks that transcend job category and field that are not bound by a stereotype.
As we expand our business around the world, it is essential to have personnel who have a deep understanding of our corporate culture and philosophy and who can execute our strategies on the global stage. We are required to respond to a variety of changes, including the new changes in society triggered by the spread of COVID-19 and the escalation of geopolitical risks. Against this backdrop, the Otsuka group is striving to develop human resources in which each and every employee can try new things without fear of failure and enhance their diverse individual capabilities.
Approach
A System That Generates Innovation
Development of Management Personnel and Global Leaders
With the aim of continually identifying human resources to support sustainable growth and develop global management talent, Otsuka Holdings implements a unique human resource development program for employees worldwide and collaborates with external organizations to develop human resources more effectively. Under the commitment of Otsuka Holdings senior management, participants learn about and discuss the human resources and business skills that will be required of management personnel in the future, based on past Otsuka leaders and the way Otsuka sees its unique business. As part of this program, a training camp hosted by the president is held nine times a year, and participants are also sent to 18 overseas business schools in six countries to discuss global management from various perspectives. Each year, approximately 60 participants are selected from the various group companies, and by the end of 2022, the eighth year of the program, a total of 257 people have participated in the program.
Fostering Human Resources Adept in the Digital Era
We also focus on the development of human resources adept in the Digital Era with the aim of enhancing the skills needed for daily work. We offer seminars on digital skills and design thinking for all employees, learning tools that allow them to study according to their own skills, and training programs to strengthen their expertise. The Otsuka group also shares best practices within the group, including management, and works together to accumulate and replicate successful know-how, leading to improved operations and the creation of new innovations. In addition, a group-wide portal site was launched in 2021 to disseminate and share in-house and external information related to digitalization. At the same time, Otsuka Medical Devices held an advanced training session to explore the use of AI in the medical field and the metaverse.
Meanwhile Otsuka Warehouse, knowing that IT is vital for overcoming the challenges faced by the logistics industry, is seeking to improve the IT literacy of its employees through encouraging employees to take the Japanese government’s IT Passport exam by holding in-house study workshops and subsidizing examination fees. The company’s commitment to building IT competency also includes ongoing year-round IT skills training for those who pass the exam.
| Cross-group development of digitally-capable human resources |
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Training for data scientists: once a year Note: FY2022 Topic: Quantity and Quality of Data Total number of participants: 1,520 Total time of training: about 9,470 hours Number of companies in Japan: 8 |
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Developing Global Human Resources
To further promote innovation and globalization, we offer a variety of training and self-learning tools. For example, to develop global human resources, since 2020, the Otsuka group has been providing a common learning platform, GEL, for group employees in Japan and overseas to learn business skills. Messages from Otsuka group management are shared on the platform. In addition, the Otsuka group provides opportunities for employees around the world to learn together through unique initiatives such as the GEL Café, an online social gathering, and webinars are held to promote communication.
| Developing Global Human Resources | Provision of Global e-Learning Platform* as a common learning platform for employees around the world | Total number of participants: 6,650 Number of companies in Japan and overseas: 87 Employees from 29 countries and regions |
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- *Harvard ManageMentor, operated by Harvard Business School Publishing Corporate Learning, is used
Human Resource Development through Collaboration Inside and Outside the Group
In the Otsuka group, we foster innovation by continually developing initiatives for sharing knowledge and expertise globally. For instance, in the Nutraceutical and Consumer Products business segments, organize global workshops to facilitate collaboration among research and marketing professionals. These events are opportunities for sharing information and exchanging ideas, providing participants with fresh insights and a sense of discovery.
For example, Taiho Pharmaceutical established its own corporate venture capital (CVC) subsidiary in the U.S. in 2016, and is using it to forge a network with promising biotech start-ups and the academic community in the U.S. and elsewhere with a view to generating innovation. The company also seconds employees from Japan to the CVC subsidiary for a few years to gain overseas experience as part of their professional development.
Human resource development at each company in line with its industry and business type
The Otsuka group selects and conducts training as needed based on the business strategies and challenges of each company in accordance with its diverse business operations. For example, Otsuka Pharmaceutical offers a variety of training programs for employees aiming for global careers. Open training for young employees provides an opportunity to learn from employees working globally about the mindset involved in global business, cross-cultural communication, and specific job duties. In addition, training for employees scheduled for an overseas posting is conducted for a year to prepare them for their posting and build a network among the members. Taiho Pharmaceutical also plans to develop its program for fostering female management personnel into a global management personnel development program to foster a diverse range of candidates. Otsuka Pharmaceutical Factory has been conducting rank-based training and selective training, and plans to implement a medium- to long-term program to develop personnel to take charge of divisions in the future. Otsuka America Pharmaceutical, Inc. offers a structured learning experience that provides accelerated development to senior leaders for roles of increased scope and complexity. This inclusive learning journey is focused on the self, others and business and provides an opportunity to increase emotional connectedness to our Otsuka culture, our purpose, and our patients.
| Human resource development at each company in line with its industry and business type | Training tailored to each company's business strategies and issues, in addition to rank-specific and mandatory training. | Number of programs: 548 Number of times held: 1,571 Total time of training: 103,586 hrs/year* Number of companies in Japan: 16, overseas: 4 |
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- *Time spent on development of the next generation of leaders, management training, rank-specific training, evaluator training, new hire training, etc. (excluding training related to practical work)
Example of Each Company’s Training Systems
- Otsuka Pharmaceutical’s training for new employees (Japanese only)
- Taiho Pharmaceutical’s training for new employees (Japanese only)
Upholding Our Corporate Culture
Further Embedding Corporate Culture and Philosophy - Human Resource Development through 100th Anniversary Initiatives
In September 2021, the Otsuka group celebrated its 100th anniversary. In line with this, the year beginning September 2021 was designated as the 100th Anniversary Year, and the entire group engaged in a variety of initiatives as an opportunity to learn from its history and create its future.
As part of this effort, Otsuka opened a 100th anniversary facility (employee training facility) in Tokushima, the birthplace of the Otsuka group. The facility consists of an exhibition building for experiencing Otsuka's culture and a training building for creating the future, and will be used as a place to develop the human resources who will lead Otsuka in the future. In addition, program called Go for 2050/DISCOVER NEW HEALTH was held for global Otsuka group employees, inviting them to submit their ideas for Otsuka's next 100 years, and many participated.
In August, the final month of the 100th Anniversary Year, the teams that submitted unique Otsuka concepts that passed the final selection process gave presentations at the 100th anniversary facility, and these were broadcast live to Otsuka group employees around the world. The 100th anniversary initiatives provided an opportunity for each and every employee to look to the future and seriously consider and act on new health care, and group employees around the world were united in taking a new step forward.
Human Resource Development Institute Encourages People to Turn Ideas on Their Head
“Our mission is the development of human resources who can break the mold.”
In March 1988, the Otsuka group established the Human Resource Development Institute, an employee training center in Tokushima City, the birthplace of the Otsuka group of companies. The institute's mission is to foster the development of creative human resources who can break the mold of conventional thinking and contribute to Otsuka's ongoing success as a “big venture” company. The institute has three monuments that embody the Otsuka values of actualization and creativity, including the Giant Tomato PlantTree, which symbolizes the theme of the institute: “turning ideas on their head.” New employees are trained in these ways every year at the institute.
Support of Career Independence
Open Recruitment System/Self-assessment System
We have also established an open recruitment system1 and self-assessment system2 for the purpose of enhancing the capabilities of employees at each company.
- 1:Under this system, the Otsuka group internally discloses requirements of a certain position or job and then fills it from among those who apply. Employees that satisfy the requirements can apply directly to the company offering the position and be transferred if the expectations of both parties are in agreement. The open recruitment system can be utilized by employees working at group companies in Japan, and is aimed at boosting employee capabilities and motivation, as well as invigorating exchange within the group.
- 2:Under this system, employees can submit opinions and suggestions regarding their current work duties and workplace, as well as career plan aspirations, to the Human Resources Department. The self-assessment system is implemented on a once yearly cycle, with the goals of further developing employee potential, ensuring assignment to appropriate jobs, and improving the workplace environment.
HR Interviews and Communication between Supervisors and Staff
At Otsuka Pharmaceutical, the Human Resources Department holds individual interviews with every employee, and follows up on the issues they raise. Interviews are conducted with more than 1,500 employees every year.
At Taiho Pharmaceutical, more than 10 employees in the Human Resources Department have obtained qualifications such as career consultant*, and the company actively supports career development that accommodates the aims of every employee. The career counseling office gives employees advice from qualified internal staff. Building on this foundation, since 2021 the company has improved this initiative by introducing a handbook on career counseling for managers. This allows supervisors and employees to openly discuss their careers. To help shape these initiatives, the company has developed and widely distributed a career design sheet as a tool for employees to think more deeply about their careers.
- *In April 2016, “career consultant” was defined in Japan's Human Resources Development Promotion Act and became a national qualification. Career consultants are professionals who provide consultation and advice on job selection and skill development to students, job seekers, people currently working, and others.
Learning Support Using External Organizations
At Otsuka group companies, we have introduced support for self-study using e-learning run by external organizations, in this way providing opportunities for employees to achieve personal growth and self-fulfillment.
Otsuka Chemical assists employees in improving their skills and knowledge under our qualification acquisition support system, which provides examination fees and incentives for getting qualifications in a variety of fields. Otsuka Warehouse also has a system in place for employees who raise their hands and wish to take on a challenge to attend business school, based on the belief that good input produces good output.
Employee Evaluation and Feedback Process
At Otsuka group companies, individual sets goals that are rooted in organizational objectives. Employees sit down and talk with their supervisors to help with goal setting. Every six months the supervisors evaluate and provide feedback on employees’ self-assessments regarding progress to aid with their development. Also, a system was introduced in 2020 to enable the integrated management of personal information in such areas as goals, evaluation, training, and the selection, promotion and nurturing of exceptional human resources. As of June 2022, more than 10,000 group employees have been entered into the system, helping to maximize human resource development and organizational strengths.