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Cataler Human Asset Management (C-HAM)
"People" who have ability, performance, knowledge, wisdom and ingenuity are assets for sustainable success. By investing in human asset management, we will achieve our medium- to long-term management goals, and realize “all Cataler employees will shine for the future” as symbolized as "輝" (Brilliance) in Global VISION2025 .
Developing people who can shine as company assets
Cataler's human asset management (C-HAM) aims to develop human resources who can work globally even in a rapidly changing business environment, who can tackle, with a sense of ownership, a series of tasks in which they are involved, and who can "think and act on their own" to solve problems and issues.
- Human Asset Development
- Human Asset Management
Developing human assets who can think and act on their own
Due to global business growth and environmental changes, the issues that need to be resolved are many and complex. In order to achieve sustainable success in the Cataler Group, we need even more independent human assets who can proactively solve their own problems and issues. For this reason, we promote the early training of human assets who have a strong sense of ownership and can play an active role globally, and the creation of a corporate culture in which all employees work together to tackle issues.
Cataler's training system to promote growth
Timely support for employees' growth at each stage
Cataler Persons will be required to expand their areas of activity as their job position rises, and their abilities to demonstrate their performance will be diversified. In order to continue to demonstrate high performance, it is important to acquire the various skills necessary for each job position in a well-balanced manner. In Cataler's human asset management (C-HAM) system, we develop company-wide "Professional Qualification Standards" that stipulate the abilities required for each position, and give training according to the standards (rank-based training). We have created an environment where all Cataler Persons can attend the training (example) shown below every year so that they can acquire the necessary skills in a timely manner.
General training: Training to acquire the necessary abilities (ability to accomplish things) in Cataler
Professional training: Training to acquire skills to demonstrate high performance in each occupation
By cultivating a “teaching/learning culture”, we pass down knowledge and expertise in specialized fields.
We conduct about 2,000 professional training programs so that Cataler Persons can demonstrate high performance within the organization. Professional training is divided into Off-JT (Off-the-Job Training), which is conducted away from work, and OJT (On-the-Job Training), which is conducted through practical work. At Cataler, we are promoting the in-house Off-JT program, in which leading instructors in specialized fields give lectures focusing on their knowledge and expertise. During on-the-job training, supervisors and senior workers act as trainers, using work procedures and WISDOM (*) as teaching materials, and instruct trainees on "work procedures", "necessities", and "conditions under which work can be judged as good work" while performing actual tasks, in an effort to help them acquire the ability to work quickly and steadily. The content of training to be given is determined by discussing the expectations of superiors and personal growth goals during regular feedback interviews (*).
WISDOM (Work Instruction Sheet for Divisional Operation Management)
Cataler has two types of work standards. In addition to the work instructions that are mainly used at the manufacturing site, we also standardize the work of the clerical department using our own format (WISDOM).
Feedback interviews
Cataler conducts such a feedback interview with each personnel twice a year as a forum for managing personal goals and checkig their awareness. Interviews are held with the immediate supervisor to provide feedback on individual term assessments, set work goals, decide on training courses based on C-HAM, and share information on work-life balance.
Main training lineup
New employee training
New employee training is conducted in a group format. This is provided through a total of a 3-month program that includes basic product knowledge, departmental job descriptions, company internal systems, business etiquette, and manufacturing training, allowing new employees to take their first steps as a member of society. After completing the program for a total of 3 months, they learn "how to proceed with work" through one-on-one guidance under the supervision of 3 up to 5-year old senior employees in their assigned departments, and build a "career foundation" for the coming second year.
[Training examples]
- ・Basic education on catalysts
- In the first training course after joining the company, they learn the basics of Cataler's products and MONOZUKURI. As a Cataler Person, one of the goals is to be able to explain Cataler's products to various stakeholders.
- ・Teamwork training
- The purpose of this training is for new employees to open up to each other, and increase their sense of fellowship. Participants learn the importance of teamwork by tackling various challenges and playing games as a team at an outside exercise facility.
- ・Basic activity training
- This program is the finishing touch to new employee training, and involves role-playing assuming common daily tasks in teams for 3 days. In 2020, they worked on the theme of "producing a company brochure for students", and after confirming their objectives, gathering information, reporting to their seniors (roles), and writing proposals, they finally made a presentation to their supervisors (roles) in a practical format.
Training for newly appointed managers
New management training is provided for members promoted to management positions with significant changes in duties and position. We provide opportunities to form mindsets and acquire knowledge and skills through explanations of managerial duties regarding various in-house activities, and management training.
[Training examples]
- ・Manager promotion briefing session
- The program fosters an understanding of the internal rules and duties (authority and responsibility) of working in a managerial capacity, and an awareness of the need to perform "management tasks" and "senior staff tasks".
- ・Basic management training
- The objective is to understand the "competencies", "goal setting", "planning", and "organizational techniques" necessary to fulfill managerial duties, as well as to learn the objectives of one's own organization, and management techniques to get results in achieving goals.
Training before overseas assignments
We provide training on cross-cultural understanding and language learning, etc., in order to smoothly carry out work overseas and work at the destination.
Executive management training
As selective training for next-generation executive candidates, we are implementing a program (LDP: Leadership Development Program) to enhance the ability to demonstrate leadership. Led by the President, executives serve as instructors, selecting and training members who are expected to become next-generation leaders.
Self-enlightenment
English conversation, German conversation and distance learning programs are available, and the participants may change their program of study once a semester. Depending on the results and the position of the study content, employees can receive company subsidies, allowing them to continue studies with little out-of-pocket expense.
Kagayaki Dojo (training hall for Brilliance)
We are utilizing the “Kagayaki Dojo”, a collection of experiential teaching materials that are highly effective in learning, for human asset development. Experiential training is said to have a higher retention rate of what has been learned than audio-visual training. At Cataler, we are working to improve the quality of training by actively using experiential teaching materials. The "Kagayaki Dojo" consists of four areas: safety, quality, MONOZUKURI and improvement. 27 teaching materials are available to prevent past accidents and problems from being forgotten, and to develop good practices within the Company.
C-HAM Committee
In order to reflect the opinions of many employees in our human asset management while improving the system, we established a C-HAM Committee consisting of members selected from each department which meets on a regular basis. In addition to confirming the implementation status of training and the effectiveness of human asset management measures, it also has the function of discussing and deliberating on how to resolve issues related to human asset management.
C-HAM Promotion System
