Human resource development

In Article 3 (For Employees) of Group Code of Conduct, the Group declares that it "respects the personality and individuality of its employees and ensures a safe and energetic working environment for everyone, so that they can lead fulfilling lives." Human resources are our greatest asset, and we believe that enhancing their power is the source of our value creation.

 

• Creating human resources that continue to grow through work
• Strengthen the ability of employees to adapt to environmental changes
• Supporting employee career autonomy
• Continue to produce managerial human resources
• Promote the creation of an organizational environment in which diverse human resources can play an active role through human resource development

We provide training (Topy Juku) for four months after joining the company for new recruits who have graduated from university on a regular basis. In the training at the head office, we conduct classroom training to learn basic knowledge of the business content, the company as a whole, business manners, etc. After that, in a training camp for 5 days, you will learn IE basics, quality control, improvement methods, etc. with exercises.

 

After the training camp, we are divided into each manufacturing site and conduct on-site practical training and improvement theme training. In on-site practical training, trainees learn about the origins of manufacturing through work experience at a manufacturing site, and in improvement theme training, under the guidance of senior employees, they work on improvement activities using the methods learned in training camps. On the final day of Topy Juku, the results of improvement themes are reported to management at the head office.

We also provide systematic training for managers according to their position. Employees newly appointed to managerial positions are provided with new manager training to help them understand their roles as managers, learn the basics of organization and management of subordinates, and learn methods for solving problems in their own organizations. In addition, every other year, we conduct a 360-degree survey, the Topy Management Survey, targeting all managers, and use it as an opportunity to change awareness and improve behavior in order to foster a growth mindset and strengthen management. In addition, after the survey is conducted, feedback training is conducted, which provides an opportunity to convey the responsibilities and mindset that the company expects of managers.