NIPPN CORPORATION is promoting its Global Talent Development Project as it seeks to expand its overseas operations. The initiative’s overall framework is being presented, including high-pressure training in Malaysia and company-wide efforts to define talent requirements.
Against a backdrop of a shrinking domestic market, NIPPN CORPORATION has set a target of at least ¥60 billion in overseas sales for fiscal 2030 and launched the Global Talent Development Project through collaboration between its International Business Division and Human Resources and Labour Relations Department. The project aims to strengthen existing markets in Southeast Asia, China and North America, while also considering business expansion in the United States and Vietnam. One reason for launching the project was the need to secure personnel capable of leading overseas operations.
To define the requirements for global talent, the company conducted interviews and surveys with approximately 60 people. “Passion” emerged as the most important attribute, followed by “leadership,” “cross-cultural adaptability” and “resilience.” In terms of skills, “communication skills that prioritise the willingness to convey ideas” and “problem-solving skills” were identified as requirements.
In Malaysia, the company launched the Global Challenge Programme for junior and mid-career employees. Approximately 10 people from their second through tenth years of employment are selected to take part in 1 week of activities in Malaysia following domestic training, then give a report and presentation after returning to Japan. The programme provides an intensive experience in which participants formulate and test their own hypotheses in response to local issues. They form mixed teams with local students and are required to solve practical problems in English.
The initiative also covers pre-assignment training and organisational development. Before taking up overseas assignments, employees receive thorough training in cross-cultural understanding and the fundamentals of management. The programme prepares assignees for greater responsibility as heads of overseas offices. As part of reforms to the personnel system, the company is promoting multiple career paths and considering a framework that evaluates both management-oriented and specialist-oriented career aspirations. Going forward, it plans to expand opportunities for multiple overseas experiences, including stays at its China offices and study programmes in Europe.