Human Resource Development

Eisai has continued efforts to push the growth of our employees, who are the nexus for realizing hhc. The success of our employees in turn, has led to the growth of our business. Amidst rapid environment changes and an uncertain future outlook, we are actively seeking to deepen our current business while exploring and creating new ventures that go beyond our existing framework. To achieve this, we encourage our employees to take control of their own careers, stimulate their willingness to take on challenges, and provide a supportive system to help them achieve self-fulfillment.

To nurture talented individuals who can grow by building their careers autonomously, and taking on challenges, we are working on establishing a diverse training system. This system provides opportunities for employees to revisit their own careers to clarify their future goals and acquire and apply the necessary skills and experiences aligned with their individual visions for the future. To shift towards a training system that offers opportunities for individualized learning and challenges, based on personal preferences and specific needs, we have been implementing various initiatives under the name of “Learning Reform.” These efforts aim to foster employees’ autonomous growth and provide a platform for them to choose and pursue their own learning styles.

Eisai has a number of programs that support proactive career development and cross-divisional interactions within and outside the company, enabling employees to expand the field of vision, enhance their expertise, and develop their careers on their own by utilizing a variety of programs in addition to their daily work.

A system that supports the diverse career development and the programs that encourage self-development of employee

Training for new employees (including on-boarding, one-on-one mentorship, and follow-up training)
Training for newly appointed management position
Training for new organization head, etc.

Learning Style Reform Program (For all employees)
This is a selective training program to create opportunities for every employee to challenge and learn on their own initiative and responsibility. (Approximately 140 types of training content) We implement this program to enable employees to learn together with people outside the Company and to foster talents with new perspectives, broader capabilities, and greater diversity. (Total participants: approximately 29 employees in FY2025)

EKKYO (Internal Internship) Program
This is an internal internship program that allows employees to learn about jobs outside their own organization without a personnel transfer. The program is designed not only to foster employees’ career ownership, but also to give them an opportunity to proactively improve their work, accelerate their personal growth, gain insights that can create synergy across organizations, and develop a higher perspective and broader outlook by experiencing time outside their usual routines. (Participation: 178 employees to 30 organizations in FY2025)

E-Win Program（For female employees）
This is Eisai’s original career and leadership development program designed to help female employees reflect on their own careers and values and develop their own leadership styles. Through dialogue with female leaders inside and outside the Company and senior management, participants deepen their understanding of DE&I and learn from diverse perspectives, supporting them in proactively developing their careers and taking on new challenges. (Total participants: 19 employees in FY2025)

 Unconscious Bias Training
This seminar is designed to help employees recognize their own unconscious biases and contribute to creating a workplace where diverse values and ways of working are respected. In addition to lectures, participants engage in cross-talk sessions based on situations that may actually arise in the workplace. Through these sessions, participants deepen their understanding of communication that leverages diversity and psychological safety and are encouraged to translate this awareness into behavioral change. (Total participants: approximately 40 employees)

E-LEAD Program
This is a selective, nomination-based training program aimed at developing future core executive talent for the Company. It objectively assesses participants’ global communication skills, logical thinking abilities, and management competencies required of executive leaders, helps clarify each participant’s learning direction, and fosters cross-industry co-creative leadership that generates “0 to 1” innovation through participation in the practical, external Jammin’ program. (Total participants: 4 employees in FY2025)

Organizational Leader Management Dojo
To further enhance communication within organizations, we introduced a 360° survey and DiSC (a tool that measures interpersonal communication styles). Using the results of the 360° survey and DiSC, we provide a full-day Organizational Leader Management Dojo program for organizational leaders. In FY2025, the program was conducted for 191 organizational leaders, approximately half of all organizational leaders. By reflecting on their management styles using the 360° survey and understanding their communication tendencies through DiSC, the program encourages behavioral change among organizational leaders and supports more active communication within organizations.

DX Training Program
This selective training program was conducted to enhance digital knowledge and skills, as well as planning and design capabilities for business transformation. We aim to raise all employees’ capabilities, skills, and mindset to the level of DX-standard talent in alignment with the DX Literacy Standards. In addition, we define “Business Transformation Talent” as a role that bridges DX-standard talent and DX-specialist talent and leads transformation proposals from a DX perspective, with the goal of having 10% of all employees become Business Transformation Talent. (Total participants: 42 employees in FY2025)

■Career Training, Career Consultation & Mentoring
Career Café
As a career consultation service for employees, we have established the Career Café, where certified in-house career consultants (national qualification holders) provide support. This program helps employees organize their concerns and clarify the direction of their careers.

Career Mentoring Program for Organizational Leaders
As the roles expected of organizational leaders continue to expand, we offer one-on-one sessions with in-house mentors to support leaders in managing their organizations, responding to diverse career perspectives among team members, balancing their own career and life, and deepening self-understanding.

In the post-program survey, 23% of participants responded that they had achieved what they wanted to consult with or learn from their mentor, while 76% responded that they had mostly achieved it. When asked whether they would recommend the program to other organizational leaders in the following fiscal year, 46% gave the program a score of 10 out of 10, 31% gave it a 9, and 23% gave it an 8, indicating that participants viewed the opportunity positively. (FY2025 participation: 16 leaders)

Middle and Senior Career Training
We provide Middle and Senior Career Training for employees aged 45 and above to give them an opportunity to consider how they want to engage with the Company until the mandatory retirement age of 65, as well as how they want to approach their lives after retirement. The training helps participants understand the environment surrounding them, reassess their own “Will” and “Can,” and consider how to connect their aspirations with their current work and their lives beyond it. (FY2025 participation: 36 employees)

Data

Training Results for fiscal 2024