Training Seafarers and Engineers through Merchant Marine Universities and Other Institutions
First written in FY2016. 8 of 13 entries say "Advanced", first in FY2023. Latest entry: 2026-07-31.
- 2026-07-31AdvancedM&A and Subsidiary Changes
「このような事業環境の下、両社における船員を含めた人材基盤を相互補完的に活用することで、国内外拠点を含む最適配置の実現及び成長領域に必要な人材確保の強化を図ることを想定すると同時に、両社人材のスキルと運営効率の向上が追求可能と考えております。」
船員を含む人材基盤について、両社間の相互活用、国内外拠点の最適配置、人材確保を具体的な協業効果として示している。 - FY2026AdvancedAnnual report
「The Company has recruited women for seagoing positions since 2004, and more than 30 women are now active worldwide, both at sea and ashore. In April 2025, it appointed Chief Engineer Yano Miki (矢野美希) as an engine department head. This was the first appointment of a woman as an engine department head in the Company’s 140-year history.」
The Company reports concrete progress in its human-capital initiatives, including the active participation of more than 30 women maritime professionals and the appointment of a woman as an engine department head in April 2025. - FY2025AdvancedAnnual report
「The Company is promoting inclusion from the perspectives of “Gender,” “Marine” and “Global.” In the area of “Marine,” it launched the CX NEO (NYK Empowering Oceans) project to promote the success of maritime professionals and will work to create a company where maritime professionals can work for the long term with passion and pride.」
The Company has translated its existing efforts in maritime-professional development and securing a diverse workforce into inclusion from the three perspectives of Gender, Marine and Global, and the CX NEO project to promote the success of maritime professionals. - FY2024AdvancedAnnual report
「As part of its efforts to harness the capabilities of its 35,000 Group employees, the Company has defined its desired future state as “being a company in which every Group employee can maximize their individual capabilities, play an active role with vitality, and continue to contribute to the realization of a sustainable society.” It aims to create “an organization that collaborates by leveraging individual skills” and “a diverse workforce that takes on challenges across a range of businesses,” and is advancing human-resource initiatives in talent management, organizational revitalization, and diversity and inclusion (D&I).」
The Company is expanding its human-capital initiatives from conventional seafarer and maritime-professional development to talent management, organizational revitalization and D&I covering its 35,000 Group employees. - FY2023AdvancedAnnual report
「The Company is working to secure a diverse range of maritime professionals by developing foreign maritime professionals through the maritime university it operates in the Philippines and Japanese maritime professionals through its in-house training program. It is also seeking to appoint personnel across occupational boundaries and apply the capabilities of its 35,000 Group employees to the Group’s challenges.」
The Company has developed its maritime university in the Philippines, in-house training program, efforts to secure diverse maritime professionals and cross-functional appointments as specific human-capital initiatives. - FY2021RestatedAnnual report
「To secure highly capable seafarers, the Group has taken various measures, including providing education and training and recruiting personnel from a range of countries. However, there is no guarantee that it will be able to secure a sufficient number of seafarers with the required technical skills at appropriate cost in the future.」
The Company has reconfirmed its measures to secure seafarers through education and training and recruitment from multiple countries, as well as the difficulty of securing them in the future, including during infectious-disease outbreaks. - FY2019RestatedAnnual report
「To secure highly capable seafarers, the Group has taken various measures, including providing education and training and recruiting personnel from other countries. However, there is no guarantee that it will be able to secure a sufficient number of seafarers with the required technical skills at appropriate cost in the future.」
The Company has reconfirmed its measures to secure seafarers through education and training and overseas recruitment, as well as the difficulty of securing them in the future. - FY2018RestatedAnnual report
「To secure highly capable seafarers, the Group has taken various measures, including providing education and training and recruiting personnel from other countries. However, there is no guarantee that it will be able to secure a sufficient number of seafarers with the required technical skills at appropriate cost in the future.」
The Company has reconfirmed its measures to secure seafarers through education and training and overseas recruitment, as well as the possibility that it may be unable to secure them. - FY2017RestatedAnnual report
「To secure highly capable seafarers, the Group has taken various measures, including providing education and training and recruiting personnel from other countries. However, there is no guarantee that it will be able to secure a sufficient number of seafarers with the required technical skills at appropriate cost in the future.」
The Company states that it continues to secure seafarers through education and training and overseas recruitment. - FY2016First statedAnnual report
「In its LNG transportation business, the Company focused on developing engineers, including seafarers, by utilizing the maritime universities and other institutions it operates in the Philippines, while providing high-quality ship operation, ship management and shipbuilding management services.」
The Company identifies its maritime university and other institutions operated in the Philippines as a specific foundation for human-resource development.