Work Systems
Careers

NRTAS’ human resource model

At NRTAS, we engage in three types of human resource development to deliver the greatest value for all of our customers.
Based on the belief that employees should be the ones charting their own career path, we encourage employees to exercise autonomy over their career by showing initiative in their work and improving their skills through engaged efforts. This is the basis of career development at NRTAS.

Ground Professionals

Human resources that lead organizations based on their operational skills, with advanced, specialized knowledge and understanding of the overall flow of ground operations

Administrative Experts

Human resources able to support business management to achieve ANA Group and NRTAS medium-term policy

Airport Operations Experts

Human resources able to coordinate employee roles and perform overall airport operations to lead the ANA Group in the future

Career paths after joining NRTAS

We provide HR development for young, mid-career, experienced and senior employees from a mid- to long-term career perspective.
When you join NRTAS in a specialized profession, you will gain an advanced level of knowledge and experience as a division expert from the department of your initial assignment.

*1 Chief: Team leader
*2 Assistant manager: Lead multiple groups or staff equivalent to multiple groups, assist the manage
Specialized positions: Gain an advanced level of knowledge and experience as division experts from the department of their initial assignment
Integrated positions: Gain a wide range of experience through transfer and relocation to multiple internal and external departments, based on division specialization

HR System

The HR system is designed to accommodate diverse work modes

• Parental leave program

  This program allows leave for a set period of time for raising a child.

• Nursing care program

  This program allows leave for a set period of time to provide nursing care to a family member.

• Restricted duty program (restrictions on night work, exemptions from overtime work)

  This program places restrictions on night work (10:00 p.m. to 5:00 a.m.) for employees with a young child or who provide care for a family member. This program exempts employees with young children or who provide care for a family member from working outside of prescribed hours or from working overtime in excess of 24 hours a month and 150 hours a year.

• Shortened work hours program (working fewer hours a day/days a year)

  This program sets shortened work hours (5 or 6 hours per day) and fewer days of work (number of holidays per year: 116 days → 150 or 193 days) for employees with a young child or who provide care for a family member.

• Full-time work with set shifts program

  This program sets fixed shifts for employees with a young child or who provide care for a family member.

• Special leave programs

  Various types of special leave (paid and unpaid) are available.

• Spouse relocation leave program

  This program allows leave for a set period of time to accompany a spouse on their job relocation.

• Long-term leave program for career development

  This long-term leave program supports long-term self-development, including to improve language skills and cross-cultural understanding through a study abroad or working holiday program and to experience working in a different industry.

HR program for diverse career development

• Internal free agent (FA) program

  This program develops the skills of self-driven employees and supports identifying talented HR and improving employee motivation.

• Senior life planning program

  This program comprehensively develops conditions that allow employees to use their skills and knowledge and continue working with even more energy and passion after the age of compulsory retirement.

• Challenge program (managerial positions/changing jobs)

  This program allows employees that fulfill certain conditions to take on the challenge of a managerial position or an expanded role.

• Self-reporting program

  This program allows employees to plan the specifics of their own work life and personal pursuits over their career, with opportunities to align the plans with their manager (the company) while engaging in the relevant skills development.

• Internal and external temporary assignments

  This program enables employees to obtain a broad perspective and skills through temporary internal or external assignment for a set period of time, primarily within the ANA Group.

Training Programs

• New employee training

  This training is provided immediately after employees start working at ANA Narita Airport Services. In it, new employees develop their mindset as a working member of society and the organization and acquire foundational knowledge and the perspective of a member of the ANA Group and NRTAS.

• Mentor–mentee training

  NRTAS provides a system in which new employees (mentees) receive one-on-one mentoring support from senior colleagues (mentors) over their first year of employment. This training includes opportunities for face-to-face meetings and is designed to build a sense of purpose through mutual understanding and the mentor–mentee experience.

• Team building seminar

  When employees reach their third year, they receive more opportunities to advance and the roles they are expected to perform shift. This seminar helps develop their awareness for the roles that third-year employees are expected to perform as well as facilitates networking with third-year peers in other departments, unprompted realizations from greater understanding of other departments and self-directed growth.

• Training for people promoted within their functional unit

  This training is for people who have received a grade promotion within one of the four functional units at NRTAS. The training curriculum is tailored to the roles that employees are expected to perform at that functional grade and helps build awareness for the roles that recently promoted employees are expected to perform in their functional unit.

• Executive training

  This training is designed to have executives acquire understanding of the roles they are expected to perform based on their position and the relevant management skills to improve their organizational management capacity. Through the training, executives set personal goals for themselves and strive to achieve a state where they can perform their roles in their respective organization.

• General position training

  This training is for employees that have switched to general positions. The training curriculum is designed to build understanding for the roles that people in general positions are expected to perform and the company’s business environment as well as the skills needed in project implementation and management. Training participants acquire the qualities and mindset needed for general positions.

• Manager training

  The training curriculum is designed to build awareness of the roles of managers and improve participants’ organizational management capacity and ability to communicate with their directs. Through the training, participants acquire the ability to practice these skills in their workplace and strive to achieve a state where they can perform their roles, aiming to enhance their ability to manage organizations.

Self-development

• Internal study groups

  Internal study groups are regularly held on the topics of knowledge, health and connection as opportunities to acquire new knowledge and broaden employees’ areas of interest.

• Career advancement seminar

  NRTAS holds seminars designed to prompt new realizations by having diverse employees share their career outlook and values as well as through self-understanding and dialogue with peers, so that employees can more definitively design their future desired career path.

• Distance learning

  NRTAS provides a wide variety of learning opportunities on foreign languages, IT literacy, customer service, business and financial knowledge, the law, management, general knowledge and more.

• Open seminars

  Group trainings are available on global topics, business skills and more, with consideration for the varying interests of Group employees and the skills they want to acquire.

ANA Group trainings

• • Self-development training (for mid-career employees)
  • Group career training (for senior-age employees)
  • Group new manager training (for newly appointed directors, senior managers and managers)

  The ANA Group also conducts trainings according to employees’ years of service and position. The trainings build understanding for the roles individual employees are expected to perform as well as feelings of Group solidarity. Through the trainings, employees experience firsthand the connections they have with colleagues in other Group companies and gain knowledge not available through trainings held only by individual Group companies.

Benefits

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  Employee dormitory

  Studio apartments in a secured with automated locks. Monthly rent is \23,000. The dormitory is conveniently located within walking distance of a train station near Narita Airport for an easy commute.

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  Various types of social insurance

  Health insurance (ANA Group Health Insurance Association), long-term care insurance, employees’ pension, unemployment insurance, worker’s compensation insurance

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  Children and Families Agency discount coupons for babysitter services

  This program administered by the Children and Families Agency supports working and raising children subsidizes a portion of the fee when employees use babysitter services.

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  ANA Group Employee Stock Ownership Association program

  This asset formation program creates a reserve fund through payroll deductions to purchase stock in ANA Holdings Inc.

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  ANA Group discounted fare program

  Employees receive discounted fares on ANA Group airlines’ domestic and international routes.

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  Various events (summer festival, Christmas party)

  NRTAS holds several events each year for the purpose of activating communication among employees. Many employees participate in the events, which have become fun occasions for employees to interact transcending departments and positions (summer festival, sports festival, Christmas party, etc.).

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  Various benefit payments (congratulations and condolences, etc.)

  The benefit payment program includes payments for a wedding, 25th wedding anniversary, birth of a child, child entering school, child graduating school, condolences, illness and injury, and disaster.

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  Various services provided by Benefit one, a comprehensive benefit service provider

  Various services are available to support self-improvement and personal pursuits, including for lodgings, leisure activities, childcare facilities and babysitting services. Under a “cafeteria plan” system, a portion of the benefit fees are awarded as points and employees select services to use in their points range from a menu of options.

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  Various club activities (subsidies available)

  Club activities are voluntary and led by employees for purposes such as enjoying recreational activities and deepening mutual friendship. Subsidies are available to cover a portion of the operational expenses and activity fees.