Approach

Basic Principle (On Land)

The “K” LINE Group is developing human resources and shaping workplace environments with the aim of allowing all employees to heighten their skills and achieve greater results. Our approach toward career planning positions the first 10 years after joining the Company as one leg of an employee’ s career, during which he or she should be provided with various experiences and opportunities to learn, equipping them to develop their careers through on-the-job experience. After the first 10 years, employees move on to a stage at which they are expected to build on their specialties, with an emphasis on autonomy, and to gain management skills and pursue career development. We have also prepared a number of training programs to help employees acquire the skills needed for their specific career plans.

“K” LINE Group’s Global Initiatives

• Nurturing individuals who have professional knowledge, high management skills, and integrity
• Maintaining a corporate culture that appreciates mutual respect, freedom, and vigor; these traits enable each employee to use their ability proactively and allow the organization to overcome difficulties and grow continuously equipping them to develop their careers through on-the-job experience. After the first 10 years, employees move on to a stage at which they are expected to build on their specialties, with an emphasis on autonomy, and to gain management skills and pursue career development. We have also prepared a number of training programs to help employees acquire the skills needed for their specific career plans.

• Creating an environment where employees share what the Company should be in the future and keep nurturing new abilities
• Establishing efficient business procedures that bring maximum results with minimum effort; accordingly, employees can enjoy both work and life

Basic Principle (At Sea)

In order to provide safe and optimized transportation services, which is the core of the “K” LINE Group’s business management, it is important to secure maritime technical personnel and to foster them effectively. To attract diverse human resources, we dispatch our maritime technical personnel to various maritime universities and schools to participate in lectures and round-table discussions. We also welcome interns from various schools in an effort to spark their broad interest in becoming maritime technical personnel. In addition, we take on people from non-maritime universities and train them in-house to become maritime technical personnel.

Our maritime technical personnel do much more than work as captains, deck officers, chief engineers, or engineers on ships. They make full use of their high-level skills, knowledge, and experience gained through work on board vessels for a variety of activities that are indispensable to providing safe and optimized services onshore. To enable maritime technical personnel to demonstrate their full potential, we not only provide numerous technical training courses but also conduct stratified training. This training enables the Company and its maritime technical personnel to fulfill their potential with common objectives in mind.

Structure

Human Resource Development Program (On Land)

“K” LINE’s training structure for human resource development was designed with the goal of developing human resources who embody the values “K” LINE requires for the realization of its corporate principle and vision.
The training program was primarily designed with the aim of enhancing four types of skills. Although those skills—core skills, practical maritime skills, general skills, and management skills—can be improved through work, we prepared this training program to encourage growth in employees. The training program is mainly divided into position-based training and maritime training for young employees, management training for managers, and general training for all employees.

Human Resource Development Program (At Sea)

Development of Maritime Technical Personnel

The “K” Line Maritime Academy (KLMA) is a generic term for our educational philosophy, which includes educational policies for fostering personnel indispensable to implementing the Group’s basic commitment to “safety in navigation and the protection of human lives, cargoes, and the natural environment at sea.” These personnel include ships crews (officer and rating) and seafarers (“K” LINE seafarers) who have the knowledge and skills that enable them to excel in onshore duties (ship management, crew management and training, and sales division support).
Under the KLMA, we foster maritime technical personnel according to our KLMA Master Plan and transfer knowledge of the Group’s maritime technical expertise, amassed over many years, to the next generation. All Group companies are united in the goal of fostering exceptional seafarers.

 

Initiatives

Embedding Our Corporate Principle

Exercising “K” LINE’s corporate principle and vision requires the development of human resources who can practice teamwork in their daily activities to give form to the “K” LINE spirit (independence and autonomy, broad-mindedness, and an enterprising spirit), which has supported our ambitions and value creation for a century, and the six values the "K" LINE GROUP prized (Providing safe and optimized services that put the customer first, Tireless attitude toward problem solving, Providing the value only “K” LINE can in pursuit of expertise, Relentless efforts to achieve innovation, Contributing to the global environment and a sustainable society, and Respecting individuals and ensuring fair business activities by embracing diverse values). In the current era, which is characterized by volatility, uncertainty, complexity, and ambiguity, “K” LINE will continue to foster maritime professionals who can compete on the global stage. We are committed to developing human resources so that they can become professionals with a propensity for self-growth—with a continual awareness of how circumstances affect them no matter how the operating environment may change—and to making them proficient at coordinating their work with others.

Initiatives for Human Resource Development (On Land)

Acquisition of Core Skills: Position-Based Training

“K” LINE offers stratified training programs for each level of employee to learn the fundamental skills and ways of thinking required by businesspeople playing important roles in global businesses. In particular, employees who join as new graduates must take these programs each year for their first five years with the Company.

Acquisition of Practical Maritime Skills: Maritime Training

We implement training for learning specialized knowledge of the marine transportation business, such as an explanation of operations by each department head, the structure of vessels, insurance, clerical duties, bills of lading, and the environment, to enable employees to grow in the most important training period and intensively acquire maritime skills.

Acquisition of Management Skills: Management Training

Managers are expected to maximize the performance of their organization and fulfill their roles. To ensure this, we implement training for managers with the aim of acquiring management skills that ensure psychological safety by respecting individual diversity, increasing self-efficacy, and providing a comfortable place to work. Additionally, we implement labor management and compliance training to ensure compliance with laws.

Acquisition of General Skills: Cafeteria Method(※)

We implement training with the aim of acquiring knowledge of accounting, finance, English, and IT. We aim to develop human resources capable of understanding “K” LINE’s current corporate value and considering measures for its enhancement by looking at the Company from a general perspective.

(※)A method that allows employees to select the seminars they want to participate in from a number of topics.

On-the-Job Training and Job Class-Specific Training

We carry out an impartial comparison of goals set by employees and their actual achievements. Evaluation results are fed back to each staff member to improve the transparency of the evaluation process and to encourage their development. We assist this development primarily with two programs: on-the-job training (OJT) for mastering knowledge, skills, and procedures on-site and job class-specific group training (OFF-JT). Other training programs we offer include in-house language training, training at our overseas subsidiaries, and assistance for employees taking correspondence courses for personal development. We also provide onboard training for our onshore workers, a program specifically tailored for shipping companies. This helps individual participants improve their skills by providing them with a variety of opportunities, including experiencing work performed by seafarers on ships at sea.

“K” Line University

“K” LINE Group employees from all over the world are invited to our “K” Line University training sessions, which are held at one of our three bases in Tokyo, London, or Richmond (Virginia, USA). These training sessions, held several times a year, deal with themes such as the “K” LINE Group’s vision and its future business development. “K” Line University provides participants with a valuable opportunity to speak face-to-face with colleagues they would usually communicate with through mostly online tools, and to deepen their shared understanding.

Initiatives for Human Resource Development (At Sea)

Securing Maritime Technical Personnel

Securing maritime technical personnel is important for providing safe and optimal transportation services. Seeking to secure diverse human resources, we dispatch our maritime technical personnel to give lectures at various maritime universities and schools. We also accept internships from various schools to encourage a broader interest in the work of maritime technical personnel, and we engage in the training of individuals from non-maritime universities to foster them as maritime technical personnel at the Company. 

In-House Training Program

We introduced the in-house maritime employees training program for university graduates outside of maritime-related universities. Graduates of regular universities are required to participate in a two-year training program at the Maritime Technical College managed by the Japan Agency of Maritime Education and Training for Seafarers. Under this program, graduates attend classroom and practical training, onboard training on training vessels, basic training at our training center, and onboard training on “K” LINE operated vessels. If the graduates pass the state third maritime officer examination, they are appointed as a third officer or a third engineer. Following this, they will be able to build a career as maritime technical personnel in the same manner as graduates from a maritime-related university and experience work as an onshore employee, including at overseas offices, in addition to working as officers and engineers on board our vessels. 

Enhancing Interviews Conducted by HR Personnel

Maritime technical personnel experience closed living conditions when working offshore. As soon as our maritime technical personnel disembark after an offshore stint, they participate in telephone interviews with HR personnel to discuss their lives on board the ship, as well as human relationships and anything else that comes to mind. When necessary, we also conduct face-to-face interviews. Through these efforts, we endeavor to not only relieve anxiety among our maritime technical personnel but also gain a better understanding of conditions on the front lines.

Obtaining the Latest Knowledge and Skills to Support Safety in Navigation and Cargo Operations

Under the “K” Line Maritime Academy (KLMA), we conduct various training programs to foster maritime technical personnel (“K” LINE Seafarers) with essential knowledge and skills to implement the “K” LINE Group’s basic commitment to safety in navigation and the protection of human lives, cargoes, and the natural environment at sea. As part of our seafarers’ training, we have introduced a state-of-the-art ship maneuvering simulator to help trainees respond to re-enacted accidents and the like. For institutional training, KLMA (the Philippines) conducts training using an actual main engine to help trainees obtain knowledge of and skills in new technologies. In these ways, Group companies are united in their quest to develop excellent maritime technical personnel.

KLMA (Japan) Machida Training Center<br/>Training using ship handling simulator
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KLMA (Japan) Machida Training Center
Training using ship handling simulator
KLMA(Philippines)<br/>Training using actual Main Engine
拡大
KLMA(Philippines)
Training using actual Main Engine

KLMA Master Plan

KLMA is based on the KLMA Master Plan for preserving the Group’s seamanship, which we have cultivated over many years, for the next generation. We will reliably preserve the knowledge and skills that support safety in navigation and environmental preservation and “K” LINE’s business foundation, as well as meet the needs of a new era, such as advanced technology. Specifically, our maritime engineers are given onshore training at our six training facilities, in Japan, Philippines, India, Bangladesh, Eastern Europe, and Central Europe, and onboard training programs. They also receive advancement in both onshore and offshore careers. KLMA (Philippines) is positioned as the core of training for Filipino seafarers, who comprise approximately 70% of “K” LINE Group crew members, and it accepts a total of 10,000 seafarers every year.
Furthermore, during the COVID-19 pandemic, we promoted a shift to online training and created a system that enabled employees to participate from home during their time off.

Related Data

Personnel Data

(This data applies to Kawasaki Kisen Kaisha, Ltd., and its employees.)

Item

Unit

Fiscal year

2020

2021

2022

Number of employees

Men

Onshore

Persons

370

372

369

Seafarer

Persons

200

204

201

Total

Persons

570

576

570

Women

Onshore

Persons

195

213

228

Seafarer

Persons

4

5

6

Total

Persons

199

218

234

Total

Onshore

Persons

565

585

597

Seafarer

Persons

204

209

207

Total

Persons

769

794

804

Percentage of Women

Onshore

% 

34.51

36.41

38.19

Seafarer

% 

1.96

2.39

2.90

Total

% 

25.88

27.46

29.10

Employees in

management

positions

Men

Persons

120

128

126

Women

Persons

5

8

10

Percentage of Women

% 

4.00

5.88

7.35

Employees in

management positions

(general managers or higher)

Men

Persons

33

31

27

Women

Persons

0

0

0

Percentage of Women

% 

0.00

0.00

0.00

Directors (including officers)

Men

Persons

27

25

26

Women

Persons

2

2

2

Percentage of Women

% 

6.90

7.41

7.14

Recruitment of new graduates

Men

Onshore

Persons

20

17

19

Seafarer

Persons

12

17

13

Total

Persons

32

34

32

Women

Onshore

Persons

10

8

7

Seafarer

Persons

0

1

3

Total

Persons

10

9

10

Total

Onshore

Persons

30

25

26

Seafarer

Persons

12

18

16

Total

Persons

42

43

42

Percentage of Women

Onshore

% 

33.33

32.00

26.92

Seafarer

% 

0.00

5.56

18.75

Total

% 

23.81

20.93

23.81

Mid-career hires

Men

Onshore

Persons

1

0

7

Seafarer

Persons

0

0

1

Total

Persons

1

0

8

Women

Onshore

Persons

0

0

5

Seafarer

Persons

0

0

0

Total

Persons

0

0

5

Total

Onshore

Persons

1

0

12

Seafarer

Persons

0

0

1

Total

Persons

1

0

13

Percentage of Women

Onshore

% 

0.00

0.00

41.67

Seafarer

% 

0.00

0.00

0.00

Total

% 

0.00

0.00

38.46

Total number of newly hired employees

Men

Onshore

Persons 

21

17

26

Seafarer

Persons 

12

17

14

Total

Persons 

33

34

40

Women

Onshore

Persons 

10

8

12

Seafarer

Persons 

0

1

3

Total

Persons 

10

9

15

Total

Onshore

Persons 

31

25

38

Seafarer

Persons 

12

18

17

Total

Persons 

43

43

55

Percentage of Women

Onshore

% 

32.26

32.00

31.58

Seafarer

% 

0.00

5.56

17.65

Total

% 

23.26

20.93

27.27

Percentage of employees with disabilities (※1)

% 

1.82

2.09

1.71

Training

Cost of training per employee

Onshore

Yen

63,107

107,000

97,092

Seafarer

Yen

198,652

154,664

263,880

Total amount of time spent on employee development training

Onshore

Hours

6,385

8,083

15,066

Seafarer

Hours

14,192

13,512

20,080

Average training days per employee

Onshore

Days

10

0.5

3.4

Seafarer

Days

9

8

12

Average training hours per employee

Onshore

Hours

50

13

24.1

Seafarer

Hours

73

64

96

Employees retiring

Reached retirement age

Onshore

Persons

6

9

11

Seafarer

Persons

0

3

4

Total

Persons

6

12

15

Voluntary retirement

Onshore

Persons

11

12

7

Seafarer

Persons

15

10

9

Total

Persons

26

22

16

Involuntary retirement

Onshore

Persons

3

5

6

Seafarer

Persons

1

3

1

Total

Persons

4

8

7

Others (including those who became officers)

Onshore

Persons

0

2

7

Seafarer

Persons

0

0

1

Total

Persons

0

2

8

Turn Over Rate

Turnover rate of "K" LINE(※2)

-

%

3.75

4.58

4.75

Ratio of voluntary resignations

(※3)

-

%

2.71

2.40

1.65

Rate of turnover within three years after hire(New graduates)(※4)

Onshore

%

0.00

1.39

0.00

Seafarer

%

4.55

7.14

6.52

Total

%

1.82

3.51

2.36

Rate of turnover within three years after hire

(New graduates and mid-career hires)(※5)

Onshore

%

2.22

2.44

0.00

Seafarer

%

2.27

7.14

6.38

Total

%

2.25

4.03

2.13

Turnover rate of employees aged 30 or younger

%

5.22

5.08

2.53

Average years employed(※6)

Men

Years

14.99

15.21

14.92

Women

Years

14.19

14.17

13.77

Labor union participation rate

Onshore

%

78.60

76.20

75.90

Seafarer

%

75.80

75.80

74.90

  1. These figures conform to the Act to Facilitate the Employment of Persons with Disabilities. According to the Act, a 90% exclusion rate applies to and is calculated for seafarers (excluding those on duty onshore).
  2. Calculation method: Number of employees who resigned  in each fiscal year / Total number of long-term employees at the end of each fiscal year
  3. Calculation method:  Number of employees who resigned voluntarily in each fiscal year / Total number of long-term employees at the end of each fiscal year
  4. Calculation method: Number of new graduates employees hired in the previous three fiscal years who resigned in each fiscal year / Number of new graduates employees hired in the previous three fiscal years
  5. Calculation method: Number of new graduates and mid-career employees hired in the previous three fiscal years who resigned in each fiscal year / Number of new graduates and mid-career employees hired in the previous three fiscal years
  6. The scope of reporting covers “K” LINE’s permanent employees