,iiiiiiTOYO CONSTRUCTION I INTEGRATED REPORT 2024 gnnartdeifitartSytlaicepsfotnempolevedesoprupybgnnart/gnnartsecruosernamuhlabolglanoitapuccOcareer path (L1)Through education and training, the Group aims to realize a sustainable construction industry by continuing to turn “just human resources” into “human resources as assets”—“human resources who can play an active role in various fields in the future”—as well as providing support to partner companies.to imagine that the pace of change will be further accelerating. For this reason, we will, in addition to the above, aim to develop: • human resources who can respond to the pace of change and lead it • human resources who can make the optimum decision depending on the situation when facing a difficulty (situation beyond anyone’s experience, i.e., situation where there is no right answer)and on the basis of the verification of ongoing training programs, we will introduce and implement an early development program for young technical staff and a development program for next-generation leaders.50sRetirement age• Life-planning trainingInternal and external training based on the content of workLegal trainingPreparation for registered architect examination and improvement of practical technical skillsGeneral manager training courseTechnology application period30s• Training for employees promoted to deputy counselor• Training for employees promoted to minor • Training for employees promoted to manager or technicianIn commonAdministrationAccounting and tax-related trainingSalesPreparation for first-class building works execution manager examination and registered architect examinationBuilding constructionPreparation for first-class civil engineering construction management engineer examinationCivil engineeringBasic trainingTechnology succession periodJoining the Company• New employee training• Six-month follow-up training• Two-year follow-up training• Training for employees promoted to Level 3Technology transmission period40s• Training for employees promoted to counselor• Management-level (branch office executive) training• Training for employees qualified for advisor (selected)TOEIC examinationTraining for overseas personnel, communication, construction contract management, etc.Overseas site trainingE-learningInternal and external training based on the content of workTraining programTraining for making estimatesPreparation for professional engineer examination and improvement of practical technical skills20s• Training for employees promoted to minor career path (S5)• Training for employees promoted to assistant manager or assistant technician• Training for employees promoted to Level 2• Training for employees promoted to Level 1Basic conceptEducation system and training programSocietyBelieving that improving the quality and ability of each and every staff is not only an essential element for corporate growth and development but also a factor leading to improving staff’s job satisfaction and motivation, the Company has various human resources development programs, such as stratified training, occupational specialty training, and training by purpose for acquiring technology, knowledge, and others, and a training program and support system for studying abroad and acquiring qualifications. From now on, there will be various changes in the environment surrounding the business, e.g., external environment such as social and economic conditions, diversification of people’s sense of values and way of working, accelerated evolution of digital technology, and hence, it is easy In-house education and training programsHuman capital/promotion of developing human resources and hiring and retaining employees62
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