To promote growth of employees, the Asahi Group is proceeding with the revision of the evaluation system and is implementing various training programs. Each training program has a quota for female participation.
|Global Leadership Development Program (GLDP)||The Global Leadership Development Program targets general-manager-class employees of overseas Group companies. It is aimed at developing candidates for local executives who will lead our overseas businesses in the future. Participants in this program acquire global viewpoints and perspectives and deepen their understanding of the history, management policies, and other facts about the Asahi Group over the course of about one year.|
|Asahi Next Leader Program (NLP)||The Asahi Next Leader Program began in 2012. Under this program, the Group selects personnel who strongly aspire to become future corporate managers from among managers (aged 35 to 45) at operating companies in Japan through an open recruitment or nomination process.|
|Global Challengers Program (GCP)||Participants in this program are selected from employees who have worked for the Group for three years (and are in their fourth year) or longer but not longer than ten years and who have scored 730 or higher in the CASEC* test. They receive on-the-job training (OJT) at overseas Asahi Group companies for a period of one year, in principle.|
*CASEC: Computerized Assessment System for English Communication, developed by the Eiken Foundation of Japan
At Asahi Breweries, Ltd., each employee describes their own career vision on a career design sheet once a year. All employees of the company are required to have meetings with their superiors based on what they have written on the career design sheets. Superiors take these meetings as an opportunity to provide support for their subordinates’ career development.
Asahi Breweries, Ltd. ensures the efficient integration of new hires into the company through a program in which senior colleagues who have completed the required training provide guidance in their respective divisions. Another program supports the professional development of young employees through empathetic, face-to-face career conversations with retired employees who have been re-hired as contract workers.
The Asahi Group has created a variety of opportunities to support employees in their 40s and 50s in their career development, including the development of post-retirement careers. They include career design seminars and one-on-one career counseling sessions with career advisors, which are provided upon request.
|Average cost of training per employee (approximate hours/month)||¥73,000||¥72,000||¥64,000||¥52,000||¥71,000|