Career Development and Opportunities to Excel

Supporting employees in developing their own career path

Supporting employees in developing their own career path

In September 2010, SoftBank Corp. established SoftBank University, an evolved form of the existing core capability training, aiming to develop personnel who contribute to the realization of management goals. SoftBank University provides traditional classroom training as well as programs carried out in SoftBank's distinctive learning style by utilizing ICT and a virtual environment, including Next Generation Mobile Learning on PC, iPhone and iPad platforms, online lectures via Ustream and online discussion.

SoftBank University emphasizes diversity and the cultivation of a workforce rich in individuality, thus it provides a system which enables employees to select training subjects that match their personal goals and capabilities rather than a uniform, company-led career development or training system.

The Internally Certified Instructor (ICI) system has been in place since June 2009 to leverage employees' knowledge and experience to support personnel development. This system certifies those employees with certain levels of skills as internal instructors and gives them opportunities to provide training drawn from actual experience and to develop enhanced skills. As of June 2018, there are over 100 ICIs teaching some 60 courses.

In July 2013 we began providing opportunities for employee-originated learning aimed at fostering a culture of mutual learning through a program called “Knowledge Marche.” Employees sharing knowledge are referred to as “organizers,” while those taking part are called “participants,” and they learn together on an equal basis. The scheme allows any employee with knowledge or insight to become an organizer, and goes beyond the traditional “training” approach to promote the sharing of knowledge and insights through small-group study sessions, workshops, lecture meetings, and more.

SoftBank Corp. will continue to support the growth of employees by implementing training sessions which incorporate the knowledge, expertise, and experience of our employees.

Proactively providing opportunities to shape employees' careers

At SoftBank Corp., once a year employees can submit a self-assessment of their current job fitness and request a transfer to work in a different position or at a different location. This process enables the company to match the right individual to the right job and maximize each individual's strengths and potential. When starting up a new business line, the SoftBank Group uses an internal recruiting system to advertise jobs that provide opportunities for employees to grow and express themselves.

Job posting
(Internal recruiting system)
An internal recruiting system for starting up new business lines which provides opportunities for employees to grow and express themselves and establishes a challenging work environment.
Free-agent system
(internal transfer system)
The free-agent system enables ambitious employees to challenge themselves to boost their careers. Employees can specify a department or a group company they would like to join and apply.
Support system for advancement of employee qualifications The company supports employees seeking to advance their qualifications (with approval from the company) through reimbursement of tuition or examination fees.
Self reporting Employees submit a report once annually that self-assesses current job fitness. At this time, employees can also request a specific job assignment and speak with their supervisors. This process enables the company to match the right individual with the right job and construct the best career path for each individual.
Skill development goals This semi-annual program aims to maximize company training programs, and is designed to have employees set their skill development goals based on a self-assessment of improvement needs and work toward those goals.

Reflecting employees' opinions in improvements to organizational structure and management

SoftBank Corp. conduct annual employee satisfaction surveys as a way of understanding current conditions and issues that need to be resolved to ensure organizational strength and employee motivation. They then formulate action plans based on these survey results to drive ongoing improvement activities for better organizations.

SoftBank Corp. has taskforces for each division, which create action plans based on analysis of the actual conditions of their section. Enabling the taskforces to have a central role in improvement activities implemented in its company at every level helps to ensure higher employee motivation and stronger business performance.

An educational program to identify and foster potential successors

Following the announcement of SoftBank's Next 30-Year Vision, Masayoshi Son launched SoftBank Academia on July 28, 2010 with the goal of identifying and educating potential successors.

The program sees students focus on developing practical skills and actively providing feedback to support one another, as well as lecture courses taught by Mr. Son in his capacity as founding principal.

The program is not exclusive to SoftBank employees, and has been openly accepting students from outside the SoftBank Group since June 2011. Students admitted to the program are selected following a thorough review process designed to shine a light on highly motivated individuals with diverse backgrounds who are eager to inspire and be inspired and have what it takes to lead the SoftBank Group.