Last updated: September 2026

Initiatives Related to Human Capital

Strategy Related to Human Capital

We consider human capital an important management resource to realize the Nifco Group’s Purpose and medium- to long-term plans and, based on the long-term vision set out in our medium-term management plan “NIFCO GLOCAL STRATEGY (NGS2029),” we set the creation of human resources who “make ‘Ideas’ a ‘Reality’” as the goal of the human resource strategy of the Company and its group companies.
It is necessary to “create a workplace with high engagement in which a diverse range of human resources can maximize their abilities” in order to create human resources who “make ‘Ideas’ a ‘Reality.’” Therefore, with three important pillars of “human resource development,” “DE&I,” and “employee engagement” based on the foundations of the organization and human resources in which the Group’s philosophy is instilled, we formulate and implement action plans in each of these areas.
The foundation of our human resources is built on our philosophy, which encompasses Purpose, Mission, and Values. The starting point of the Company’s philosophy framework is “My Purpose” held by each employee individually, that is, the overlap between the values that each employee values in life (view of life) and the Nifco Group’s Purpose. Believing that establishing this helps employees to be conscious of the connection between individual employees and the Company (Purpose Fastening), independently identify a career that makes the most of their own view of life and values, and learn and grow proactively and independently while increasing engagement, we have been holding workshops for employees to develop My Purpose throughout the Company since FY2024.

Nifco Group Corporate Philosophy Framework

“Human resource development” is one of the most important issues (materiality) underpinning the Group’s sustainable growth, and we regard it as the source of our competitiveness. At the Company, the requirements and action guidelines for human resources able to excel at a global level are clearly defined in the Grade definitions and action guidelines for each Grade, together with the keywords “challenge,” “innovation,” “communication,” and “collaboration,” in accordance with the Company’s Values. To develop such human resources, we have established and operate a training framework consisting of six categories: level-based training, career development, self-development, language learning, selection-based programs and e-learning. Also, in order to encourage employees to proactively develop their own careers, we have established a system that facilitates self-development through a qualification acquisition incentive program and a subsidy program for external e-learning course fees. In addition to in-house training, we also offer opportunities for cross-border experience, such as the Overseas Trainee Program and Cross-border Program. Moreover, in developing next-generation global leaders, we identify and develop candidates in alignment with succession plans for general manager- and manager-level positions, which are formulated on a regular basis.
We believe that diversity is one of the key management strategies for further enhancing Nifco’s global competitiveness. We are committed to securing and promoting diversity by placing diverse talent in positions where they can thrive, leveraging the small insights generated by individuals with different backgrounds and values, and translating those insights into innovation and the development of new products and technologies—Nifco’s strengths—to achieve creative collaboration.
Specifically, we conduct a variety of training programs aimed at creating a comfortable and psychologically safe work environment. We also have a dedicated DE&I promotion unit that plans and implements various initiatives to foster a comfortable workplace for employees of all backgrounds and attributes. In addition, through a career self-declaration system and internal job postings, we facilitate internal mobility and place employees with diverse experience and skills in positions where they can contribute most effectively across the organization. At the same time, we conduct company-wide human rights training based on the Nifco Group Charter of Corporate Behavior and the Nifco Group Human Rights Policy to reduce human rights risks that hinder diverse employees from playing active roles.
We consider “employee engagement” an important factor in increasing the retention rate of human resources and maximizing productivity and added value. First, with the aforementioned Purpose Fastening, we strengthen the connection between individual employees and the Company, and in order to create a workplace where every employee can thrive, we review our personnel system and working styles as needed. In FY2024, we introduced the “Nifco-style Job-Based Personnel System” (the Company on a non-consolidated basis) and revised our Grade, evaluation and compensation systems to strengthen our competitiveness in the market. In addition, with regard to working styles, we are promoting the creation of a workplace environment that supports the sustainable development of our business while maintaining high levels of employee engagement. To this end, we are expanding working-style options and enhancing our leave programs, including more flexible flextime arrangements, expanded leave programs and a telework program that allows employees to choose to work either at the office or from home. In addition, the effectiveness of those various measures to improve employee engagement is checked periodically in the Global Employee Engagement Survey conducted every other year.

Purpose Fastening Activities (Making the Purpose Personal)

“My Purpose,” held by each employee individually and the starting point of the Company’s philosophy framework, is the overlap between the values that each employee holds dear in his or her own life and the Company’s Purpose, “Sparking Innovation by fastening small insights with Technology for a better world.”
Believing that putting My Purpose into words and establishing it helps each employee to be conscious of the connection between himself or herself and the Company (Purpose Fastening), independently identify a career that makes the most of his or her own view of life and values, and learn and grow proactively and independently while increasing engagement, we have been holding Purpose Workshops for each employee to develop My Purpose throughout the Company since FY2024. In FY2025, these Purpose Workshops, led by 30 facilitators trained in-house, were held 46 times in Japan, with a total of 1,115 participants.
At overseas sites, we are rolling out the teaching materials developed in Japan and promoting the holding of Purpose Workshops at each location.
Through these initiatives, we aim to realize an “autonomous organization” in which each employee works based on his or her own values, and are further expanding the circle of connection and co-creation.

Purpose Workshop in the Yokosuka area

Purpose Workshop at the Sagamihara Plant