BRIDGESTONE

Training

Our support for perform as IT engineers.

Bridgestone Software strive to enhance our education system to nurture business professionals who possess a high degree of expertise based on our business attitude to develop each employee’s abilities efficiently to raise the level of our organizational skills.
Section 01

Employees pave the way toward where they want to go in their careers.

Bridgestone Software offers more than one career path. Employees leverage the work environment where they can gain a wealth of experience and have a larger field to grow and develop as a person by making use of their various experiences. Employees have an interview with their supervisors to implement education based on prepared plans.
They also discuss work content and plans for improving skills with their supervisors.

  • Junior employees

    As IT engineers, they will acquire basic knowledge about general technical information. The foundation for their future careers will be formed by taking part in system development projects as members.

  • Mid-level employees

    Mid-level employees are categorized into several types depending on whether they are enhancing their contribution and proposal capabilities to help customers’ decision-making, or improving their system expertise. Sometimes, they may be involved in several fields or may try new projects. For example, fields of expertise, such as IT engineer, project manager, data engineer, network engineer, server engineer, and security engineer are all expanding.

  • Leaders

    Leaders have a broad perspective and a higher level of expertise to drive projects. They propose new business models and technology to customers to create new value in the next stage.

  • Managers

    Line Managers

    They are capable of planning and formulating plans to achieve management goals based on the company’s management policy to produce excellent performance. They can also provide accurate guidance to junior employees to nurture human resources.

    Specialists

    Equipped with specialized knowledge, qualifications, and skills, specialists contribute to the stable and sustainable growth of company performance.

Section 02

About new employee training

New employees take group training for about three and a half months after joining the company. They will be taught the business etiquette required for working adults, as well as the company structure and operation details, along with other new hires who entered the company in the same year. With the goal of becoming independent, full-fledged professionals within three years, they will receive training to become a substantial part of the company.

  • Pre-employment

    Training for prospective employees

    Preparation studies to obtain IT credentials

    Preparation studies to obtain IT credentials(Correspondence cource)

    Business fundamentals(Correspondence cource)

    Fundamental Information Technology Engineers(Lecture class)

  • April to July

    Training for new employees

    New hires will master the basics at group training for three and a half months.

    Internal training Company rules
    Business skills
    Presentations
    Flowchart practices

    External training Programing languages
    System development practices
    Logical thinking

  • August to February

    OJT

    Employees work on solving problems on the job under an instructor’s guidance.

    Problem-solving training

    Specialized skill training

  • March

    Follow-up

    Fixation of skills and the clarification of future tasks

    Follow-up training Delving into IT technology
    A roundup of the first year

    Presentation by new hires Presentation of OJT results

  • Training for prospective employees

    Prospective employees will have acquired the basic knowledge and mindsets of working adults prior to joining the company. In addition, they will be trained by correspondence course to prepare for the acquisition of IT credentials at an early stage.

  • Training for new employees

    New employees will take group training for about three and a half months after joining the company. They will be taught the business etiquette required for working adults, as well as the company structure and the details of operations, with other new hires who entered the company in the same year. Especially for IT skills, we work with an external IT training institution to offer programs whereby employees can learn the basics without any previous knowledge.

  • OJT

    After being assigned a position, new employees will receive OJT with instructor employees who will be responsible for coaching new employees. While learning the IT technology used in one’s position, they will be given an assignment related to operations. They will receive support from instructors to take the initiative in addressing a issue.

  • Follow-up training

    In their second year with the company, employees will reflect on their first year with the company to develop an action plan for the future. By recognizing the areas where they have developed compared to prior to joining the company, as well as areas that they still need to improve on, they will further grow and develop as people from their second year.

Section 03

About training for junior employees

It is important to communicate accurate information to customers to gain a consensus when we operate our business. To develop this skill, we offer training to ensure that employees will logically organize matters and communicate. Employees will receive training by about fifth year in the company through training to ensure practical utilization.

  • Logical communication
    training

    By learning how to organize information and communicate, which is a necessary skill in order to be able to follow report, contact, discuss on a daily basis, employees will be equipped with key points of logical speech, which is necessary for operators and participants aiming to realize productive meetings.

  • Presentation training

    This training helps employees understand the characteristics and essential elements of good presentations, as well as the planning process, to equip them with the ability to set clear objectives for their presentations. In addition, by practicing plotting their ideas logically, they will learn to create audiovisual materials that are easy to see and understand.

  • Logical writing training

    This training will equip employees with specific knowhow on how to write clear business documents in a logical manner. They will learn to create emails, meeting minutes, reports, and other business documents use

Section 04

About training for mid-level employees

After sixth year with the company, employees are required to take on a role as mid-level employees. This training aims to equip them with the principles necessary to execute the role. Also, to prepare them for the position to provide guidance to junior employees, the training for instructor employees teaches the definition of ideal mid-level employees to understand the key points of creating guidance plans to practice at the work sites.

  • Training for mid-level employees

    This training teaches the necessary principles to mid-level employees to execute their roles. By discovering practical points to provide more insight, the goal is to put their learning into practice at work sites.

  • Training for instructor employees

    By understanding the ideas and thinking behind teaching and coaching, they can confirm their roles as trainers. The training teaches the definition of what an ideal instructor is, so as to understand key points for creating guidance plans.

  • Logical thinking training

    This training allows employees to reconfirm how to logically organize their thoughts. By recognizing the necessity to think logically in daily operations and to raise awareness of putting it into practice, they learn how to put their logical thinking into practice in daily operations.

Section 05

About training for upper-management employees

Bridgestone Software recognizes the importance of skill development for the success of individuals, teams, departments, and the organization to value the understanding of the roles of leaders and members in skill development. In addition, before a member starts working on a new issue, or at an early phase, the leaders are given coaching to equip them with the skills and steps to succeed.

  • Leader training

    This training helps leaders understand the importance of "Think for myself and take an action". Even in a situation where the environment is changing rapidly and the path is difficult to see, they will learn to understand the ideal leader who acts independently while expanding their role.

  • Management training

    This training aims to equip managers with the understanding of their current situation based on seven skills and competencies that they need most urgently to obtain the basics.

    1. Communication skills, 2. Promotion of innovative changes, 3. Development of employees, 4. Decision-making, 5. Planning and organization, 6. Respect for diversity, 7. Customer-focused.

  • Training to understand basic finance

    Employees play a management game to understand the flow of overall corporate activities and the mechanism of money flow.

Section 06

About specialized IT technology training

To encourage employees to obtain skills related to the work that the person will be assigned to take charge of, Bridgestone Software offers an array of training options to develop various skills. There is also training for employees to actively work on obtaining new technology.

  • IT training

    Employees will learn about IT technology promoted in the whole company regardless of affiliation.

    Project Management for beginners

    Development templates

    System development basics

    Database basics

    Network basics

  • Specialized technology training

    Employees take training according to the IT technology necessary in their department and based on their skills.

    Programming languages

    System development

    Database

    System design

    Network

    Project management

    Security

    Requirement analysis and requirement definition