At Kureha, we aim to cultivate future executives, global human capital, digital human capital, and young employees who all become human capital with diverse strengths whose performance we can count on and who have the self-motivation and career awareness to continually improve themselves.
To expand support for the autonomous and continual growth of each employee so they can continue to flourish and take on tougher challenges, we are actively promoting various measures, including education in the workplace, various systematic training programs, and support for autonomous career development. We also have a Human Resource Development Committee for Technology and Innovation to ensure our continued growth as a technology-driven manufacturer by promoting the training of technical human capital. In addition, we are promoting an initiative to develop female executives through a program where candidates are selected based on their potential to fulfill future management positions, and the candidates are provided with knowledge and skills, and helped to foster a mindset for management and administration.

Kureha seeks to create a corporate culture in which each employee can play an independent and autonomous role, responding deftly to changes in the business environment, with a sense of ambition, speed, and growth. Our personnel system is based on the following two principles:
(1) Enhancement of performance-orientation—Enhancement of rewards based on role and duty standards
(2) Active participation of senior workers—Extension of retirement age to 65 years old
Through this system, we aim to transform Kureha into a company where employees can take pride in their work as professionals, experience job satisfaction and self-development, and feel that they want and need to continue practicing ambition, speed, and growth.

Rank-Based Training
Kureha provides training for each level of employee, according to the role and duties they are expected to perform. In the introductory training for new employees, we provide a program to prepare them for early growth and success at Kureha that teaches them about their jobs and provides them with basic knowledge about Kureha while earning trust, so they can envision their future activities at Kureha.

Purpose-Specific Training
We offer training programs for development of global human resources, digital human resources, technical human resources, and others. The dissertation review system, which has been in place since fiscal 1959, helps young employees develop their logical thinking, writing, and presentation skills, and provides opportunities for self-development and self-realization through presentations of results and proposals. Various proposals have even led to new businesses, the development of applications, etc.

Open Enrollment Training
We support employees' self-growth through autonomous and continual learning. There are four programs: e-learning, correspondence courses, management courses to support self-learning by general employees aiming for future management positions and relearning by executives, and internal and external seminars by theme. Employees select which of these four programs they want to participate in. We promote the use of training programs that employees apply for, and they work with the company to achieve.

Support for Autonomous Career Development
To support employees' awareness of having a career and growing professionally, we have a system for supporting autonomous career development and established a medium- to long-term career development support system. At career interviews, employees communicate their own career plans to executive officers, department heads, and the human resources department, and receive advice and support for their future growth, thereby encouraging early development and success for the subject employees. In addition, career training and other programs are provided for young and mid-career employees to support their career development.

Mid-Career Seminar
We host Mid-Career Seminars to further develop and enhance the extensive knowledge, experience, and skills of employees in their early 50's. Participants reconfirm the knowledge and skills gained from their own values and experiences, and design an ideal image they aspire to fulfill in the future.
Post-training supervisor interviews are held to go over specific actions to achieve their goals.

Kureha has established the following action plan to promote a healthy work-life balance, and to create a comfortable and rewarding work environment so that each employee can make the most of their individual talents and fully realize their potential.

Action plan period: April 1, 2024 - March 31, 2028 (5 years)

In October 2021, Kureha began gradually raising the retirement age to 65 to further encourage senior human capital to make the most of their careers.
As of the end of March 2023, 157 senior human capital aged 60 or older are working at Kureha.

In 2014, we established a special subsidiary, Sunshine Kureha, to help people with disabilities participate in society independently.