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 initiatives and responsibilities. (Approximately 140 types of training content)
We are implementing this program with the aim of having employees learn from each other with people outside the company, and to fostering human talents with new values, added values, and diversity. (Total participations: 118 employees in FY2024)

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 provide employees with information on various organizations, but also to give them an opportunity to think about work processes, the significance of their work, and what they want to be in the future by placing themselves in an environment that is different from their usual work place. (Participation: 141 employees from 18 organizations in FY2024)

E-Win Program（For female employees）
This is our original action-learning program that incorporates sessions by multiple female business leaders from both inside and outside Eisai with the aim of developing independence, initiative, and leadership for realization of a unique career to employees themselves (Total participants: approximately 23 employees in FY2024).We also focus on ongoing follow-up and networking for our approximately 200 graduates.

E-LEAD Program
In fiscal year 2024, the E-LEAD program was conducted as a selective, nomination-based training initiative aimed at developing future core executive talent for the company. It objectively assessed participants’ global communication skills, logical thinking abilities, and management competencies required of executive leaders. The program helped clarify individual learning directions and fostered cross-industry co-creative leadership that generates “0 to 1” innovation through participation in the practical, external Jammin’ program. (Total participations: 8 employees in FY2024)

Organizational Management Dojo
While task management remains important, in today’s unpredictable VUCA era, people management that respects career ownership and nurtures autonomous individuals is critically important. This full-day program, held for all organizational leaders, encourages reflection on their own management styles, covering the significance of people management, how to enhance member engagement, and effective approaches to 1-on-1 meetings.
(Total participants: 435 leaders in FY2024)

DX Training Program
This selective training program aimed 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. Additionally, we have defined a new role—"Business Transformation Talent"—which bridges "DX-standard talent" and "DX-specialist talent", and leads transformation proposals from a DX perspective. Our goal is for 10% of all employees to take on this role (Business Transformation Talent). Innovation score has been designated as a key focus area with considerable room for growth in the Global Engagement Survey. Notably, the score for use of the latest technologies remains low, and we will advance our initiatives with this data in mind.
(Total participants: 20 employees in FY2024)

■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 space 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 external 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. Post-program surveys show that 80% of participants were “satisfied” and 20% were “somewhat satisfied,” indicating a generally positive reception.
(2024 Participation: 34 leaders)

Training Results for fiscal 2024