The Metal One Group’s people support our sustainable growth. Guided by our corporate vision and mission of being a “Metal Market Maker” and “Metal Value Optimizer,” and with the aim of providing solutions that develop society and industry, we are focusing on “shinka”—meaning “deepening and evolving”—with the goal of becoming the No. 1 solution provider. Using an optimal division of roles in our flexible and resilient organization, we will remain a group of people who take the initiative, embrace challenges, and deliver results.
Human Capital Development
Human Capital Development
Policy and Basic Approach
Human Capital Development Program
Metal One had long implemented training programs to develop global talent and management talent, enabling employees at every level—from new hires to executives—to build the capabilities needed for their respective roles.
In fiscal 2025, in addition to enhancing level-based training, we have launched a new Project Design Human Capital Development Project to develop skilled project design personnel using a medium- to long-term perspective. This supports Metal One’s “shinka” by strengthening employee skill sets.
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Initiatives
Introduction to Our Training Programs
Trainee Program
Metal One dispatches young career category G employees abroad as trainees beginning in their fourth year after joining the company as new graduates. Objectives for the program include acquiring practical knowledge useful for their departmental work after completing the program and conducting intelligence activities that can benefit the company’s business.
These overseas assignments last from six months to one year, and are presented as opportunities to help expand Metal One’s overseas business and empower their own career development.
New Employee Overseas Training
This training program sends all first-year career category G employees to Metal One’s overseas offices and business investment affiliates. Interactions with expatriates and national staffers during the program, from the early stage of their first year with the company, are intended to make them aware of working on a global stage and develop a vision for their careers and ideal future selves as global leaders. New employees are dispatched every year to various countries based on business trends and Metal One’s business strategy.
Instructor Training
Senior employees are appointed as instructors responsible for developing new hires in their respective workplaces. They proactively provide guidance on day-to-day operations and educate new employees on the qualities that Metal One employees must have. Instructors are trained in methods for guiding new employees and supporting their growth. Metal One is fostering a culture in which the organization as a whole, not just the instructors, takes responsibility for developing new employees.
Short-Term Business School
This training program allows employees with a certain amount of management experience to participate in short-term programs at top business schools in the United States, Europe and Asia. Designed to enhance core management skills—including foundational knowledge, leadership and management—the program gives participants the opportunity to learn alongside people from different cultures and industries and build cross-cultural understanding and networks.
Project Design Human Capital Development Project
In addition to evolving its established business areas, Metal One is expanding into new business fields.
We launched our new Project Design Human Capital Development Project to cultivate project design expertise through the process of refining business ideas rooted in solving social issues and turning them into business models.
This project is designed for mid-level employees and runs for approximately eight months. Participants learn project design methods, business models, marketing strategies and related topics, and ultimately present project design plans they have developed themselves.
Self-Development Program
To support proactive learning based on employee awareness of their own challenges and desire for growth, we provide opportunities to participate in company-designated self-development programs, including English conversation courses.
Promotion of Career Autonomy
Career Dialogue
Based on the view that it is vital for each employee to grow autonomously and develop their own careers amid a rapidly changing business environment and increasingly diverse workstyles and values, Metal One has introduced “Career Dialogue.”
Career Dialogue is a system that supports employee career and skill development. This system is designed to provide growth support based on each employee’s strengths and aspirations through dialogue between a manager and his/her team members as they deepen mutual understanding. It also supports day-to-day work and build relationships, with the goal of achieving both smooth business operations and continuous growth.
Career Challenge System
Metal One has introduced an internal open recruitment system called Career Challenge to increase opportunities for employees to take on the work they hope to do based on their own medium- to long-term career visions and the skills they want to acquire and strengthen. Employees can apply directly to departments that are recruiting talent.
Career Design Support
Metal One has established a consultation desk for senior talent to give our employees more opportunities to think about their careers and to support medium- to long-term career design with an eye toward life after retirement. We provide employees who are forty-five and older with career design training, financial planning training, and skill development support.