Human Resource

Securing Human Resources to Support Business Growth

To sustainably supply the right talent in the right place and meet diverse needs of clients, NTT DATA has formed a talent pipeline of highly skilled human resources who can support its business activities over the medium to long term, by recruiting , developing and retaining them along the talent pipeline strategy. As part of this strategy, we are ramping up recruitment of human resources with backgrounds in digital technologies and global businesses and other industry-ready mid-career individuals across the group. In hiring, we emphasize the aptitude, ambitions, and skills of applicants, as opposed to traits such as gender, nationality, age, or academic background, in order to acquire human resources suited to our business portfolio.

Diverse Career Paths Aligned with Specialization 

NTT DATA offers clearly defined career paths with tailored development programs at each stage. This structure supports clear career progression from entry-level positions to management and leadership roles, with employees able to pursue either a management or technical track depending on their skills and aspirations.
To continuously attract and recruit highly professional human resources to drive business growth on a global basis, we are strengthening our branding as an employer through a global career site that allows for worldwide job searches and are using social media and other means to disseminate information about our businesses and human resources worldwide.

• We have established an Advanced Professional (ADP) system, enabling us to recruit, from outside of the Group, industry-ready human resources with outstanding expertise who can lead new businesses; and a Technical Grade system to create a career path for specialists.

Advanced Training

The Group is focusing on the cultivation of Professionals with Specialized Skills and Responsiveness toward Change as well as people who can lead digital businesses. We are also working to develop human resources who can thrive in the global market and to develop management personnel in the medium to long term who can lead the Group's operations.

• Enhancing professionalism: We have established an internal certification system, The Professional Career Development Program (CDP), to allow management to determine the adequacy of the number and skill level of our IT personnel, and we have begun efforts to recruit and re-skill candidates to expand our talent pipeline. CDP provides certification based on their level of expertise with the goal of cultivating professionals with specialized skills. (More than 128,900 employees were certified during FY2023.)

NTT DATA Group Corporation, NTT DATA Japan, and NTT DATA, Inc. (Japan), are actively pursuing a multifaceted talent pipeline strategy to develop management personnel over the medium to long term, capable of leading the Group in rapidly changing environments. This strategy is that all employees have access to leadership skills training from the time they join the company, with more tailored initiatives introduced as they progress to different management tiers or levels of responsibility. This enables us to cultivate a motivated, capable, and globally diverse pool of future leaders.

Outside of Japan, 350 people have participated in the Group Leadership Program. Succession planning for overseas executives is conducted using these individuals as the primary talent pool, utilizing external assessment organizations. We plan to further enhance the global development of management personnel that supports the sustainable management of the Group going forward.

This includes job assignments addressing the Group's management challenges, assignments to global business roles, participation in external seminars and training aimed at acquiring systematic knowledge in management and building external relationships, opportunities to learn management philosophy through dialogues with current executives (Executive Academy), and participation in the NTT Group's management personnel development program, NTT University, hosted by NTT Holdings. As a result of these and other efforts, approximately 110 people in Japan alone, are currently part of the talent pool for leadership positions.

It is important to NTT DATA Group Corporation and all subsidiaries, that we continue to support our female employees in reaching top leadership positions. Our current initiatives include seminars for women focused on positive career development strategies as well as education for management on supporting the career development of all employees with a focus on diverse talent. Through these initiatives and others, we aim to encourage the career development of women at all levels of the company.

Promote Diversity, Equity & Inclusion

NTT DATA Group is creating a culture where diverse human resources can thrive, regardless of gender, nationality, sexual orientation, disability, skills, or career history. We are also promoting the development of systems that enable diverse career paths based on a high level of expertise and support for autonomous career development.

• We are promoting DEI based on our Bloom the Power of Diversity global diversity, equity, and inclusion statement, creating value through two pillars: Diverse human resource and Promotion of workstyle innovation.
• We have established an Advanced Professional (ADP) system, enabling us to recruit, from outside of the Group, industry-ready human resources with outstanding expertise who can lead new businesses; and a Technical Grade system to create a career path for specialists.
• We support the autonomous career development of each employees and introduced career consultations between employees and higher-ranked supervisors as well as career mentoring, where employees can casually consult with in-house career experts.

Future Workplace

The Group has established an infrastructure allowing for flexibility in work locations and hours based on processes and goals. We are also working to maintain and improve employee engagement and create a better workplace. As part of these efforts, we conduct an annual engagement survey targeting all employees globally to understand their status and feedback, under the slogan "To be a No.1 employer for the best talent worldwide!".

• We introduced hybrid work systems that support workstyle innovation by enabling employees to achieve the optimal combination of office and remote working.
• We has established the Dual Career Program (in-house concurrent employment) initiated by employees.
• In addition, after listening to employee feedback and their diverse workstyle needs, we established a leave of absence system for accompanying a partner on overseas transfers and similar situations in April 2024 and a leave of absence system for infertility treatments in July 2024.