Human Resources Development
Human Resource Development Policy
As customer and societal demands continue to change and accelerate dramatically, companies must proactively respond to various transformations and continue contributing to society. In achieving both employee happiness and sustainable corporate growth, human resource development is one of the most critical management themes.
Under the vision of “Fostering Kenkijin who learn and grow independently,” we aim to become a “reliable and close partner with the Kenkijin spirit anywhere on Earth” by 2030, providing Reliable Solutions globally and contributing to society through the creation of comfortable living spaces.
Training structure
Under the supervision of the company-wide Education Promotion Committee chaired by the CEO, individual education committees are established for categories such as “Management,” “Technology & Skills,” “Sales,” and “Service,” to promote initiatives related to human resource development. These committees also support domestic and overseas group companies through each department.
For leadership development, Hitachi Construction Machinery and its domestic and overseas group companies conduct multiple internal and external programs, including workshops and discussions, to cultivate strong leadership capable of guiding transformation.
Training system
Hitachi Construction Machinery provides hierarchical and specialized education programs across its domestic and overseas group companies. These programs include selective and elective training based on employee level and expertise.(Company-wide education)
Hierarchical education is designed to help employees—from new hires to management—acquire the skills and mindset required at each level. The Human Resource Development Division conducts these programs for all applicable employees. For younger employees, training focuses on acquiring fundamental business skills. (Business Fundamentals Training Program Diagram)
Additionally, training on company policies, group identity, compliance, and information security is provided for contract and temporary employees as well.
Specialized Training
Specialized education programs are tailored to job functions such as development, production, sales, and service. For sales and service roles, training includes the Marketing Sales Support Program (MSSP), which aims to strengthen dealerships. In the area of service technology, a certification system is in place to ensure consistent quality and skill development.
These programs are conducted at facilities such as the Kasumigaura Institute (under the Human Resource Development Division) and the Technical Training Center (under the Service Education Department). These centers are equipped with classrooms, training factories, machines, equipment and accommodations (Kasumigaura only), supporting everything from new hire training to executive development, including hosting trainees from overseas.
Digital Learning Environment
To support individual employee growth, Hitachi Construction Machinery is enhancing its digital learning environment. e-Learning is positioned as an efficient method for acquiring knowledge and reviewing training content, now accounting for approximately 80% of all learning activities. This initiative began in mid-2015 and has expanded to domestic and overseas group companies (from FY2018) and independent dealers (from FY2019), with ongoing expansion.
Beyond e-Learning, a Learning Management System (LMS) is used for managing in-person training sessions, including registration and announcements. Managers can create development plans for their team members, select appropriate programs, and track progress, enabling more personalized education and boosting employee motivation and program effectiveness.
Support for Self-Directed Career Development
In an era of rapid technological innovation and increasingly diverse values, it is essential for companies to provide an environment where employees can develop their careers self-directed, based on their strengths and personal values, and experience growth. This is considered vital for sustainable corporate growth.
To support employee career development, in 2024 we established a dedicated team of four certified career consultants with specialized knowledge and qualifications. Centered around this team, we conduct awareness surveys to understand the current situation and formulate strategies, offer individual career consulting sessions, and provide career training tailored to different age groups. These initiatives promote self-awareness and behavioral change among employees.
Satisfaction with the training and consultations is high, and we have observed increased motivation for proactive challenges and skill acquisition. Moving forward, we plan to expand support to include manufacturing technicians and domestic group companies, fostering an organizational culture where diverse talent can thrive and further enhancing the value of human capital.
Career Design Training for Senior Employees
Our company offers an employment extension system (Senior Employee System) for employees aged 60 to 65.Considering the "100-year life era," it is important for individuals to design a fulfilling life and career plan by correctly understanding public systems, retirement policies, and the Senior Employee System before reaching retirement.
As part of our career support initiatives, we also provide career design training specifically for senior employees.
＜Training example＞
Embedding Group Identity and the Kenkijin Spirit – Group-Wide Cultural Development Program
In 2022, a new HCM global group identity was established, and the Kenkijin Spirit—our code of conduct across departments—was revised accordingly. In line with these changes, we launched a training program (including in-person sessions and e-learning) targeting all HCM employees worldwide.
The program has been made available in 11 languages, including Japanese, and as of August 2025, 97% of employees worldwide have completed the training.
Group-Wide Global Common Workshop – Ability to Execute Essentials Program
To build an organizational culture capable of thriving in times of transformation, we have implemented the “Ability to Execute Essentials Program” workshop for all employees across the global Hitachi Construction Machinery Group. This workshop is based on a shared foundation of business skills and consists of five programs covering 16 topics essential for job performance. It is conducted by internal trainers.
At Hitachi Construction Machinery, the training plan for all target employees, including management, has been completed. The program is now being rolled out primarily to overseas group companies. Trainer development is progressing within these companies, and 110 trainers have been certified across seven overseas locations, helping to establish internal training systems.
As of the end of March 2025, a total of 6,871 employees had participated in the program, including 2,366 from overseas group companies.
Management and Leadership Training
To clarify roles and responsibilities at each level (position), we provide hierarchical training programs for employees in their 1st to 6th years, newly appointed assistant managers, section managers, and general managers. Since FY2023, coaching skills training has been made mandatory for managers to support the growth of their subordinates and improve team performance.
We have also established a strategic framework for developing group-wide global leaders. After defining the expected roles, we offer programs that help participants acquire the necessary skills and mindset. For younger employees, courses cover core MBA subjects such as business strategy, marketing, accounting, and finance. For managers and general managers, courses focus on the knowledge, skills, and mindset required to be effective business leaders.
Additionally, we conduct global leadership training where leaders from various countries gather in person for discussions and proposals. This initiative strengthens the development of talent capable of driving transformation and business growth.
Digital Talent Development
To respond to rapid technological innovation and execute business strategies effectively, Hitachi Construction Machinery is committed to developing digital talent and enhancing digital literacy.
In Japan, the period from FY2022 to the end of FY2023 was designated as a focused phase for strengthening digital talent development. During this time, we conducted training programs on digital literacy and implemented practical programs where business departments teamed up with the DX (Digital Transformation) division to cultivate digital promotion leaders. A total of 1,152 employees participated in these programs.
Starting in FY2024, in addition to the existing programs, we launched new initiatives to foster talent with specialized digital skills required across all departments. These include programs to develop project managers and data scientists, and participants have already begun achieving certifications and other tangible results.
Sales and Service Training Programs
Regarding sales education, since 2013 we have been implementing training programs aimed at strengthening dealerships, targeting frontline sales and service personnel at regional dealers.
In service technology, we offer training and a certification system under the Hitachi Construction Machinery Service Technician Certification Program. This program is designed to improve the technical skills of mechanics and standardize service quality. As of the end of June 2025, a total of 2,135 individuals across 73 dealerships in 36 countries have been certified under this system.
This includes:
- 1,399 Service Technicians
- 588 Repair Technicians
- 4 Pro Technicians
- 144 Instructors
Community Activities
To accelerate company-wide adoption of generative AI, we have established a Generative AI Community and initiated related activities. Any interested employee can participate. Within the online community, members can exchange information with experts on the latest trends in generative AI and practical applications for workplace operations. In-person workshops are also held.
Business contest
To encourage employees who wish to take on new business challenges and to discover and support individuals within the Hitachi Construction Machinery Group capable of launching new ventures, we host the business contest “KENKI βUSINESS CHALLENGE” (KβC).
This initiative, aimed at fostering a culture that values new challenges, has been held annually since FY2022, targeting approximately 9,000 employees (including direct employees) of HCM Group in Japan. The third contest is currently underway.
During the application period, various events such as workshops and lectures are held, which are open to all employees regardless of whether they enter the contest. These events provide opportunities to learn fundamental concepts related to new business development.
Participants who pass the document screening stage receive guidance through workshops and mentoring from business development professionals, allowing them to refine their business proposals while acquiring practical skills.
A total of four teams from the first and second contests have passed the final screening and are now working full-time to commercialize their ideas. It contributes to increasing the number of employees capable of independently driving new businesses and initiatives across the company. Additionally, the networking opportunities during the proposal refinement phase foster connections among highly motivated employees across departments and group companies, revitalizing talent throughout the organization.
In FY2025, approximately 10 teams are expected to compete in the final screening scheduled for September, with new challengers aiming to launch innovative businesses that will support the future of the Hitachi Construction Machinery Group.
Data on human resource development
