Human Resource Development Supporting the “Seeking of New Opportunities”

Basic Structure of Human Resource Development

Human resources are what support the stable, ongoing growth of ITOCHU Corporation.
Our human resource development activities are available to employees throughout the Group, both domestically and in overseas blocs. Based on each employee’s work experience and abilities, we strive to help them develop into professionals who play an active role in their business field and to provide them with the skills necessary to manage business on a global level.
Through individual evaluations and feedback, and by providing valuable job experience via on-the-job training (OJT), we help to cultivate the motivation and willingness of employees to increase their career opportunities within the Group. To further the support of employees’ self-development, we not only provide skills and knowledge through training but also actively support individual career development. We will continue to invest substantially in our human resources, while at the same time promoting human resource development which is proactively led by the front-lines.

A Variety of Training Schemes

Global development program

ITOCHU conducts a variety of training schemes that include essential training by position and job class, as well as select and elective training. We have a wide range of programs for the development of global management human resources, including global development programs (such as the GEP, GLP and GNP)^(*), and workshops for organization managers. We also have a system for sending new employees overseas, instituted in 1999 as a means of fostering English proficiency and an international perspective in our young employees. As a follow-up to this program, we launched a new program designed to dispatch Junior staff overseas training for multi-language. Our plan is to develop candidates who will become specialists in each target market in the future. We also offer a wide range of training for specific objectives, such as “Career vision support training” and distinctive training based on the human resource strategies of each Division Company and administrative division at ITOCHU Headquarters, with the aim of developing industry professionals and diverse human resources.

* Global executive program (GEP) is one of our core programs for developing global human resources. Its aim is to develop global executives.
* The Global Leadership Program (GLP) is a program designed to foster organization managers capable of acting on a global stage.
* The Global Network Program (GNP) for staff hired locally overseas seeks to help them learn about the ITOCHU Group’s global operations firsthand through training at ITOCHU Headquarters, and to create a peer network among program participants.

Human resources development policy and training details (excerpt)

Overview of human resources development system	Training program name (excerpt)
Development of global management talent	Global development programs, organization manager training, sending employees to short-term business school programs
Business leader development	Sending of new employees overseas, dispatch of junior staff overseas to learn Chinese and other languages
Development of industry professionals and diverse human resources	Career vision support training, distinctive training for each Division Company, headquarters administrative division

Number of employees participated in major training programs

Training program name	FY2011 Results
Global development program	108
Organization manager workshops	466
Sending of employees to short-term business school programs overseas	44
Junior staff overseas training for English and Junior staff overseas training for multi-language	76
Career vision support training	2767

Comments by Training Participants

Sang-Chul ChoiDivision General Manager
Corporate Planning & Business Development Department
ITOCHU Korea LTD.

Global Executive Program (GEP)

Through the GEP training program, I learned about the requirements of a global leader, and that the most important thing for true communication is the willingness to learn. During the course of various discussions with executives, I gained a tangible appreciation for how much ITOCHU is changing and the role we have to play in the future.

Shinji IshikawaChemical Compliance Team,
Chemicals Division

Junior staff overseas training for English

I was posted to the U.S. state of Maine under the system, Junior staff overseas training for English.
By actually living locally, I came into contact with differences in cultures and values that can’t be communicated by video and voice alone. I feel it was a major step on the path to becoming a global human resource.

Ryoko NagaoSupply Chain Facilities Development Section,
Construction & Realty Department No. 2

Junior staff overseas training for multi-language

Every day was stimulating and allayed my unease ahead of my posting.
While interacting with various bright, kind and passionate Chinese people, my preconceived image of China changed. In addition to learning the language, I developed a keen sense of the Chinese economy, which continues to go from strength to strength. I really appreciated this wonderful opportunity.

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