Sustainability

Personnel Retention and Trainings

Policy/Philosophy　

We believe it is essential for human resource development that “each employee should continue to educate themselves voluntarily in their efforts to develop themselves." Therefore, we have established various human resource development programs for our employees who aspire to learn new things and develop themselves. However, no matter how many programs are established, they have no meaning if they are not utilized. Individuals must grow through programs. And self-directed individuals must co-create with people from other departments, people with different job titles, etc. to grow further. We believe that a corporate culture that creates such a virtuous circle is what is important. Therefore, we have implemented a wide range of measures, such as building a system that creates two-way communications within and across divisions, and actively dispatching employees to external research institutions and overseas company bases.

Indicators

Human Resource Development

• In FY2022, some of training programs was postponed due to personnel system revisions.

Activities

We aim to cultivate a corporate culture in which diverse human resources can co-create and enjoy the challenge of innovation to realize ideal state in 2050. To this end, we are promoting the following new measures.

• Human resource development in accordance with expected roles to realize "A group of co-creators that face challenges for change with a strong passion"
• Introduction of career support programs and 10% challenge (a system that allows employees to work on their own desired theme using 10% of their regular working hours) that encourage individuals to take on “challenges”
• Development of human resources with management capability, business creativity and global competitiveness, and enhancement of measures to foster them at an early stage

Fair Personnel Evaluation

We have positioned dialogue as a means of communication to overcome conflicts and co-create by freely communicating with each other, and we are striving to improve the quality and speed of business through the management of objectives.

In addition to this target management, our evaluation system is designed to enable employees to develop their strengths and demonstrate their personality through two-way communication between themselves and their superiors so that “self-independent individual” realizes how one wants it to be, thereby enabling them to work with enthusiasm while realizing growth. We are enhancing transparency and employees’ satisfaction, and strive to fairly evaluate personnel according to results and contributions.

The final evaluation is fed back by the Personnel Department to the department, the secondary evaluators, the primary evaluators, and the employees under the four objectives of 1) to motivate them to take on challenges, 2) to improve their satisfaction, 3) to foster a sense of human resource development among their superiors, and 4) to clarify their development items of competency.

In the annual evaluator training, employees are trained in practical methods of evaluating, communicating, and putting those methods into practice, with the objectives of 1) understanding the role and significance of the evaluation in the personnel system, and 2) creating a system in which the evaluation is appropriately operated as the cornerstone of human resource development, while keeping in mind the basics of evaluations that should be learned by evaluators.

Training and Capability Development

Educational Training System

zoom

List of training programs (implemented in FY2022)

Self-start training

For the purpose of laying a foundation for self-starting human resources who “think and do what they should do,” employees focus on training which involves “creating original plans and executing them” over the course of two one-year cycles after entering the company. Through training, we will continue to support each person, placing a work implementation mentor (mainly seniors) and a work implementation supervisor (mainly superiors) at their side so that they can give their thoughts shape. In addition, senior employees from other departments related to a subject's theme are appointed as advisors. Employees from various departments work together to create a proposal.

At the end of each fiscal year, personal efforts will be compiled into a paper, and participants with different specialties will meet and hold discussions. Through active discussion, it serves as an opportunity in which participants can gain new awareness.

Inter-divisional training can be said to be the driving force for new value creation. The ideas proposed by the young employees during this training are actually often adopted and used in subsequent work.

Overseas language study program

Awards Program

Every year we grant awards to employees who have made beneficial inventions, devised improvement measures, or made remarkable achievements and contributions. Regarding intellectual properties, we also reward excellent inventions selected from among patent-pending inventions at an early stage in an effort to create greater incentive for R&D, discover excellent inventions and improve upon their quality and creativity.

FY2022 Award (Award-winning projects: FY2021)