Human Resource Development

Human Resource Development

Policies and Basic Approach

The Taisei Group includes "Striving to create value" in its Group Action Guidelines and emphasizes the importance of being ahead of the times and striving to improve one's knowledge and abilities.
In 2012, Taisei Corporation established its fundamental policies regarding human resource development. Our basic educational philosophy is "meeting the changes and needs of the times, and fostering professionals who are full of originality and capable of rising to the challenge of transformation." With this, we offer a wide variety of self-development training programs along with diverse human resource development programs to enhance expertise and provide support in obtaining certifications and in improving management capabilities and other skills.
We offer a wide variety of human resource development programs to enhance expertise and provide support to obtain certifications and improve management capabilities and other skills. In FY2022, the total time spent in training programs for skill development of all employees was 566,424 hours.

  • *1Up to FY2021, data from training programs sponsored by the head office were collected. From FY2022, the results of training programs sponsored by e-Learning are also included in the data. branches and companywide

Sustainability Governance and Oversight

Career Development Support

Taisei conducts various types of training in each phase after employees have joined the company in order to ensure that personnel have specialist skills, creativity and so on. Training is conducted according to rank across all divisions, for all personnel ranging from prospective employees slated for hiring to management personnel. Within each division as well, training to impart specialist knowledge and on-the-job training by experienced employees are conducted, in addition to annual training for young employees, training for management and global personnel, leadership development training for female employees and so on, in order to increase employee capabilities.
In FY2022, the time spent on training per employee was 65.0 hours.

  • *1Up to FY2021, data from training programs sponsored by the head office were collected. From FY2022, the results of training programs sponsored by e-Learning are also included in the data. branches and companywide

Activities / Efforts

Enhancement of “Human Skills” and “Specialization”

We are advancing training programs focused on “human skills” to help individuals develop a well-rounded set of capabilities—encompassing mind, skill, and body—in a balanced manner.
Through these programs, we aim to instill a broad perspective and cultivate individuals who are not just technically proficient but also socially and culturally informed.

Boosting Productivity through Online and On-Demand Training

We have implemented online and on-demand training modules that can be accessed at the convenience of the employees.

Promotion of Action Learning

We are focused on translating classroom learning into actionable insights in the workplace. Through a cycle of experiential learning that includes experience, introspection, conceptualization, and application, we aim to convert acquired knowledge into meaningful behavioral changes.

Development of Digital Human Resources through DX Academia

DX Academia is a systematized form of digital education that aims to develop human resources who use digital technologies and data to improve productivity and create new value. We will provide a comprehensive learning environment for purposes ranging from improving the literacy of all employees to developing human resources who promote DX.

“Wellness-Oriented” Training Centers

Classroom: “T-Light Blinds” for natural indoor lighting
Common conversation space: Designed with wood and plants

We have integrated biophilic design elements into our training spaces to create an environment that not only lowers stress but also enhances focus and well-being through interaction with natural elements.

Support for Qualification Acquisition

To cultivate employees with high levels of expertise, we support the acquisition of various professional certifications, such as First-Class Architect and First-Class Civil Engineering Construction Management Engineer. We provide financial assistance for the necessary costs of these certifications and offer additional incentives to encourage skill enhancement.

Construction work Civil engineering work
First-class architect Professional engineer
First-class building operation and management engineer First-class civil engineering works execution managing engineer
First-class plumbing work operation and management engineer Chief concrete engineer
Building mechanical and electrical engineer Certified chief managing engineer for dam construction
Design International
First-class architect Licensed Architect
First-class architect in structural design Professional Engineer
First-class architect in facility design Project Management Professional
US licensed architect APEC Architect/Engineer
Development Engineering
The Association for Real Estate Securitization certified master Professional engineer
Redevelopment planner First-class plumbing work operation and management engineer
Professional engineer First-class electrical work operation and management engineer
Real estate notary
Construction industry accountant Registered real-estate broker

Executive-Employee Interviews

To ensure the well-being of employees stationed at remote worksites, promote interactions between employees and executives, and boost employee morale, our executives engage in one-on-one interviews with team members.

Meister System

Aimed at preserving and passing down technical know-how, we have instituted a “Meister System.” Under this system, individuals with robust experience and demonstrable technical aptitude are appointed as “Meisters,” who then provide hands-on coaching at worksites.

Development of Global Human Resources

We are also making efforts to develop global human resources, such as by conducting training to improve foreign language proficiency and to facilitate an understanding of different cultures, as well as training at overseas worksites. Other initiatives include sending employees to graduate schools and other companies both in Japan and overseas.
In particular, the departments in charge of overseas businesses are independently promoting the reinforcement of “human resource” development, through the following training programs.

Training key personnel for overseas projects

Taisei Corporation works to train key personnel who will be involved in overseas projects.
We have established a Personnel Training Policy and Personnel Training Organization and conduct training in the areas of job skills, communication skills and management skills, to ensure that employees are able to use their specialist skills and knowledge in conducting construction business overseas. Diverse training that includes studying abroad at universities in foreign countries and being dispatched to other companies fosters a global outlook on the part of employees and improves their capabilities.


Number of Public Qualification Holders


(As of March,2023)

Number of Employees (Including reemployed and temporary staff) 8,613 Persons
(full-time employees)
9,913 Persons
(Including reemployed and temporary staff)
First-class architects 2,209 Persons 2,557 Persons
First-class civil engineering construction management engineers 1,619 Persons 1,921 Persons
First-class construction accountants 247 Persons 263 Persons
Type of major training Category by type of participant Number of applicable participants (Persons) Actual number of participants (Persons) Participation rate(%) Total hours of training (hours) Training hours per person (hours)
Introduction training for new employees all 308 308 100.0 14,322 46.50
Step-Up Training for managers Employees who have been promoted 177 177 100.0 4,115.25 23.25
Power-up management training newly-appointed 106 106 100.0 2,464.50 23.25
Training for newly-appointed general manager Employees who have been promoted 80 80 100.0 1,240 15.56
Training for Business leaders Employees endorsed by the department 28 28 100.0 1,085 38.75
Global training* Employees endorsed by the department

* Global training was not conducted in FY2022

Social Data