Daikin believes that people grow through work experience and the cumulative growth of all group members serves as the foundation for the group's development, as one of the principles of Our Group Philosophy. With our fundamental human resources development based in OJT,*1 in which each person is given the job and challenges most suitable to them according to their aptitude, we supplement OJT with off-the-job training (Off JT),*2 such as the Daikin Leadership Development Program for executives who will work on the front line of our business, overseas base practical training for fostering young, globally-minded employees, and Daikin Information and Communications Technology College, internal seminars aimed at fostering talents responsibility for technical development in the AI field. In addition, we also provide opportunities for independent learning through language training and correspondence courses.
Since fiscal 2015, we have been operating the Global Daikin Leadership Development Program to foster local nationals who work in group management or who are managers at Daikin's overseas bases. Aimed at all managers including managerial candidates, this training program teaches participants things like Daikin's corporate culture and the group's unique management philosophy.
With the Group's business spreading worldwide, it is crucial that we train people to be leaders with the management skills to guide employees with a diverse range of values in a common direction.
Accordingly, Daikin conducts various forms of training at the following facilities.
We will continue to boost human resources, such as by boosting global recruitment, increasing the number of inter-regional and international deployments, and creating competitive assessment and reward systems, and facilitate mutual communications between divisions and bases.
|Daikin Ales Aoya Global Training Center||Established in Tottori Prefecture in May 2008.
In 2018, the facility was expanded for skills, technology, and service engineer training functions.
Serves multiple purposes, such as for managers training, technical and skills training, and training camps for fostering globally competent human resources.
|Daikin Eau De Ciel Tateshina Seminar House||In June 2014, a training facility was added to the employee recreation facility of Daikin Industries, Ltd. in Nagano Prefecture in order to address the training needs for the entire Group for building the skills of our employees. It is used as a venue for overnight training camps and training.|
|New Employee Training||Every year, new employees spend five nights and six days at the Daikin Ales Aoya global training center in Tottori Prefecture, Japan.
In fiscal 2020, the training camp itself was cancelled due to the COVID-19 pandemic.
In the meanwhile, introductory training was conducted as a mix of online and at-home training using IT tools, and in-person assembly at work. In June, the welcome ceremony as well as group training and factory tour for learning the basics of manufacturing were conducted following infection control protocols.
Moreover, as a new initiative, we have launched the Feel the Connection program, whereby each new employee is supported by a senior employee using IT tools. This program enables senior employees to answer questions or concerns each new employee may have as well as have a dialogue on how to approach work with the aims of fostering a sense of connection to the company and its people.
|Overseas Base Practical Training||To foster internationally minded employees who can lead our global business in future, we send young employees to work at overseas bases for between one year and two years.
Unlike other Daikin employees working overseas, these people take on practical work projects as they cooperate with local dealers, suppliers, business partners, and universities, striving to think outside the box, take on new challenges, and improve their abilities to communicate within foreign cultures.
Since the program started in fiscal 1999, a total of 318 employees have participated.
|Global Training Program for Overseas Personnel||Since fiscal 2015, we have held the Global Training Program in Japan to train young employees from Daikin overseas bases. Training at Daikin Industries, Ltd., participants deepen their understanding in areas such as Daikin technologies, quality, and production technologies, so that they can lead Daikin's worldwide efforts at their respective overseas bases.
A cumulative total of 33 trainees have taken this training between fiscal 2015 and 2019.
|Work-Study Programs in Japan||Daikin sends young employees in Japan to universities in order to improve their technological skills, acquire MBAs, widen their perspective, and build human resource networks.
As of fiscal 2020, there were six Daikin employees studying at Toyota Technological Institute.
|Daikin Leadership Development Program, Global Daikin Leadership Development Program||Daikin fosters the next generation of senior management candidates through the Daikin Leadership Development Program, which trains Daikin Industries, Ltd.'s executives, and the Global Daikin Leadership Development Program, which is for local nationals who are managers at Daikin's overseas bases. Centered on Our Group Philosophy and our "People-Centered Management," the program turns out executives who can lead and manage their company for the common good of the entire Daikin Group.
As of fiscal 2020, the cumulative number of participants reached 253 in the Daikin Leadership Development Program and 191 in the Global Daikin Leadership Development Program.
Daikin fosters human resources capable of passing on the skills that are the foundation of our monotsukuri. Daikin has set a goal of having 1 in 4 employees working in production worldwide be an excellent skilled engineer or an advanced skilled engineer, both of whom possess advanced skills and knowledge and leadership abilities. At Daikin in Japan in fiscal 2020, this rate was 1 in 3.3. As our business expands globally, we are stepping up our worldwide training.
Daikin Industries, Ltd. introduced a system to pass on advanced skills to young workers. This system ensures that we give the next generation of technical leaders the advanced skills that form the foundation of manufacturing.
In the air conditioning divisions, workers with advanced skills are designated as "Takumi" after demonstrating their mastery in the areas of brazing, lathing, sheet metal working, arc welding, die making, and tooling.
The chemicals divisions have a system to designate Experts, who pass their advanced skills on to others. These Takumi and Experts teach their skills at Daikin bases worldwide, thus fostering future engineers and technical leaders.
In April 2010, we established a new trainer system to foster future Takumi and Experts and thus make up for a shortage of their numbers.
In fiscal 2017 in the chemicals divisions, we added chemical operation trainers. These Takumi, Experts, and Trainers go on to become instructors who teach selected employees in periodic skills training held at production bases around the world.
As of the end of fiscal 2020, there were 34 Takumi and 130 Trainers (39 in Japan, 91 at overseas bases) in the air conditioning divisions. The chemicals divisions had 10 Experts and 10 Trainers (six in Japan, four at overseas bases).
Once every two years, the Global Skills Competition for Daikin's worldwide production bases is held with the aim of boosting the skills of employees in manufacturing. In addition to practical skills such as assembly and disassembly, participants take written tests that confirm their knowledge about dealing appropriately with workplace accidents.
In years when there are no skills competition held, we hold skills training sessions for future leaders. At these sessions, Takumi, Experts, and Trainers are the instructors, teaching employees selected from production bases around the world the Daikin way of training people and making products.
In fiscal 2020, the Skills Competition was cancelled due to the COVID-19 pandemic. However, mini competitions were held at each plant in Sakai, Shiga, and Yodogawa, as well as at each overseas base. From the air conditioning divisions, there were 13 employees from production bases in Japan and 13 from overseas. From the chemicals divisions, three employees from production bases in Japan and two overseas participated, learning about the basics of chemical engineering using simulators (distillation, material balance, and heat balance).
Skills workshops are also held at overseas group companies and among companies in certain world regions. Participants at each Daikin base share information such as how well skills are being passed down, problems, and goals, as part of the overall effort in the Daikin Group to foster human resources possessing a high level of skills.
Daikin Information and Communications Technology College was established to foster human resources in the digital fields* to meet the rapidly changing structures of industry and society.
The college invites professors from universities such as Osaka University and leading-edge research institutes to give a wide range of courses in everything from basics such as math to programming, machine learning, and applied AI.
We are accelerating the pace at which we foster managers and existing and new employees and have set a goal of completing digital training for 1,000 employees by the end of fiscal 2021 and 1,500 by the end of fiscal 2023.
In April 2020, the first group of graduates who have completed the two-year training were assigned to their respective divisions, and began undertaking jobs on the themes of creating new businesses and streamlining business processes using digital technology at the core.
|Fostering Digital Human Resources Among Newly Hired Employees||Fosters specialist human resources in digital solutions unique to Daikin who understand technology in air conditioning and chemicals, etc.||[First year]
AI knowledge (using AI technologies from Osaka University), real data analysis using AI, IoT knowledge, business division knowledge and business model, etc.
Project-based learning (PBL using frontline data)
|AI Technology Development||Fosters human resources who can externally outsource development using AI technologies and AI development||
|System Development||Fosters human resources who can externally outsource systems development and development of systems needed for introducing AI to existing systems||
|AI Utilization for Managers||Fostering managers and leaders that play the role in data utilization strategy||
Since 1994, Daikin Industries, Ltd. has worked to boost the level of its manufacturing by having a Kaizen Team of experienced workers lead training for young employees in the production division.
|The air conditioning divisions||
During the four-to-six-month training, each young employee is led by two or three experienced workers. Participants get practical work in the main aims of the particular session, taking classroom lectures in subjects like electrical circuitry, as well as applied learning in sheet metal working, arc welding, and circuitry. This fosters human resources that can quickly take on actual tasks in improvement and maintenance on the production frontline.
<Number of participants having had the practical training led by experienced workers (cumulative total as of fiscal 2020)>
|The chemicals divisions||Learn the fundamental tasks and skills to detect abnormalities and modulations at chemical plants, as well as fostering human resources for improving SQCDE* at chemical plants|
At Daikin, we are conducting training of service engineers who are responsible for the maintenance of products. We conduct basic training on air conditioner service quality for service engineers, as well as various training and qualification acquisition training for each level and position type.
Daikin is focused on development and employment assistance for science and technology students particularly in emerging countries in order to foster engineers critical to the spread of air conditioning around the world.
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