What does this mean for you as potential employee? It means that we provide you with individual opportunities to develop, to enhance your personal competences and professional skills or to move, for example, towards more international assignments and multicultural cooperation.
Our development process is based on the annual employee dialogue, which includes a performance appraisal and individual development planning. Your potential development is planned together with your manager, and any possible activities take into account your functional expertise as well as your social competencies and are aligned to business needs. All activities are aimed at allowing you immediate transfer and implementation at work.
Our Learning & Development portfolio consists of the following core activities:
Yazaki has always been a people-oriented company. Therefore, Yazaki Europe has set up a new holistic talent management approach that focusses on our own employees: tjheir knowledge of our customers, spirit and culture as well as the way of doing things are what make us succeed in the market. The process leverages our internal expertise and potential as a competitive advantage. At the same time, it gives the employees the opportunity to raise a hand to be recognized as a talent and take initiative in the career development.
A significant change in the new talent management process is the introduction of a new career path besides a managerial career. In our industry, technical knowledge and expertise are essential for success. The new expert career offers an opportunity for advancement for skilled and highly qualified employees who are not interested in managing people, but still are extremely valuable assets to our company.
The expert career is open to all functions and is targeted at employees who…
• have a high degree of technical knowledge
• are seen as thought leaders in their field
• have great problem-solving capabilities
• offer a knowledge that is not readily available in the market.
The trainings are very inspirational and energising. It brought me a lot of ideas, how to apply different leadership styles and Yazaki's leadership principles.– Ono, participant of the Talent Initiative
Whether you have just started your career at Yazaki as a graduate or whether you have been with the company for a long time, whether you are more interested in a specialist or leadership career path: we want you to feel comfortable with us at all times and to be able to fully develop your potential. What we offer you for this: creative tasks, friendly colleagues and the opportunity to personally shape your professional development. If you have demonstrated your personal dedication and outstanding performance over a longer period of time, we additionally offer you targeted support to grow and to move on. With our internal talent programs, we aim to accelerate the development of our employees with high potential using a structured approach: After a systematic identification process, you will be part of an international program comprised of different modules matched to your level and your individual development needs.
This helps you to learn more about yourself, to be prepared for key business roles, to create networks between different business units and regions and to transfer your knowledge to others within the organization. And it helps us in building a high-performance, sustainable organisation that meets its strategic and operational objectives.
Starting as Production Operator in my home country Lithuania, I have become the Pricing Team Leader at the Yazaki Headquarters in Cologne. Participating in the Talent Program is now giving me another opportunity to develop.– Vita, participant of Talent Management Program
“Development for all” also means that we intensively train our employees who work on the shop floor. How do we do this? We apply our so-called OLS - Operational Licensing System. This is a comprehensive training system that guarantees systematic training and development activities for our operators in production.
The objective of the OLS is to ensure that the knowledge, skills, attitudes and capabilities of all operators are developed and evaluated in line with business needs and company objectives.
After a standardised recruitment process, the new employees go through three main training stages, where they acquire the knowledge and skills to become professional operators.
1. Induction (Theoretical) Stage - the first training stage, where the trainee learns the theoretical basics of the process he/she will be licensed for, and the theoretical basics of the wiring harness product.
2. Training Area (Training in Practical Training Area) - the second training stage, where the trainee acquires and develops practical skills for the operation he/she will be licensed for.
3. On the Job Training (OJT - Training in Production Area) - the third stage of the OLS, where the trainee practises production on the machine and equipment to attain the skills, quality and speed in line with the standard level.
The final operational licence for each single production process is only obtained after passing the examination of the last stage of the training process.
Of course we continue training our employees on the shop floor and strongly believe in further developing our highly qualified operators who show the potential and the desire to take on more responsibility within our business.
