Mitsubishi Tanabe Pharma offers wide-ranging and variety of training programs to further develop the capabilities of employees.
Mitsubishi Tanabe Pharma believes that enhancing the individual skills of employees increases their work satisfaction and expands opportunities for further challenges, as well as generates energy and competitiveness for the company.
We have an organically linked four-part structure (recruitment of diverse human resources, on-the-job and off-the-job training through management by objectives (MBO), transfer and rotation, and fair evaluations) to develop and utilize the abilities of employees.
The variety of, objective-oriented training programs enhance skills according to individual themes for each employee, including position-specific training, selected-type training, overseas practical training, elective training, self-development support, career design training, training by department, and diversity training.
Position-specific Training
This training, including the new employee and third-year trainings, supports the early advancement of young employees with self‐learning courses according to individual themes.
Selected-type Training
Management training begins early through such programs as the MT-VIVID * Junior Leader Program, centered on young leaders in their 30s.
* MT-VIVID: Early Management Development Program
Overseas Practical Training
Employees can apply to be assigned to group companies outside Japan as trainees. (Program available from Year 3)
Elective Training
Mitsubishi Tanabe Pharma provides opportunities for independent study to improve individual business knowledge and skills. (A total of 19 courses were offered in fiscal 2018, including logical thinking, negotiation, coaching, team building, and strategic thinking.)
Diversity Training
The WWW28 Training for female employees aged around 28 realizes again the importance of career awareness at an early stage. It also provides the opportunity for women to better understand themselves, and to learn the importance of impression management in their dealings with others and as they build their careers.
(Employees nearing the age of 30 begin taking on more responsibility, and statistically are at an age when they are more susceptible to life events.)
Career Development Support
To adapt to changes in the business environment and survive amid fierce competition, more than ever before employees need to demonstrate originality and creativity, as well as the ability to identify and resolve problems on their own. In addition, considering the diversity in values and work perspectives among employees, support for career development tailored to individual abilities and aptitudes is important.
Mitsubishi Tanabe Pharma believes the importance of continually creating differentiated value. It is essential that employees not just handle the tasks given to them, but act as professionals, continually growing and changing of their own intent and responsibility. We support career development to allow employees to achieve faster, autonomous, and continued growth, feel satisfied with their work, and design a better professional life.
We have designated the fifth year of employment as the period for career development, with additional support for career design at 30, 40, and 50 years old.