Development of Global Human Resources
Developing Human Resources Underpinning Our Global Business
The Fujikura Group has over 50,000 employees across more than 20 countries and regions. Our people develop innovative and useful products and solutions, aiming to be a trusted partner for customers through "TSUNAGU" technologies used in manufacturing. The key to further enhancing these efforts is global human resources that can play an active role internationally. Human resource development activities toward this end are an important pillar of management that will pave the way for the Group’s future.
- Policy
- “To develop personnel that are effective all over the world, we actively recruit and train self-motivated individuals who are ready to shoulder a role in global business.”
- Goals
- 1. Expand employment and foster the assignment of the right people to the right positions
2. Global job rotations
3. Support employees to develop their careers
4. Foster the global integration of evaluation and education processes
5. Establish a global in-house education network and training system
Basic Philosophy and Policy on Human Resources Development
Under the Group HRM Vision, we foster a sense of ownership in our diverse workforce to act on a policy of “everyone is a star,” regardless of nationality, race, gender, religion or age. We also take steps to develop talent who can spearhead reforms while respecting, cooperating with, and motivating one another.
View on Human Resource Development
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Human resources development at Fujikura is a total system that focuses mainly on practical hands-on training in the workplace. It links evaluations with development and operates a continuous cycle of evaluation in which the strengths and weaknesses of individual employees are recognized and shared between the employee and their superiors. Strengths are then expanded upon and steps are taken to improve on weaknesses to achieve further growth |
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Human Resources Development Programs
| Theme | Details | |
|---|---|---|
| 1．Career development | 1）Career start-up assistance |
-Group training (for first and second-year employees in the initial stages of their careers (provided online)) -Individual follow-up by OJT trainers * Introduce a web service to support one-on-one meetings between new employees and OJT trainers. Conduct onboarding survey to visualize growth indicators, such as the degree of growth and intrinsic motivation of new employees, based on the results of responses from both the OJT trainer and new employees. |
| 2）Elective training |
Through our advancement and assessment systems, Fujikura has established an environment in which employees can work with their superiors to specify the knowledge and skills needed for each career stage and role, formulate an individual career development plan, and take advantage of a wide range of programs (external group training, e-learning, correspondence courses, etc.), according to their needs. Examples: logical thinking, communication skills, problem solving, team and organizational management, business administration, language, and IT |
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| 3）publicly subscribed training | Dispatch employees who wish to participate in external training programs (Opportunities to interact with other companies of the same generation) |
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| 4）Training for new managers | Providing opportunities for managers to think about their career plans and future life | |
| 5）Management Development Program | Implemented a selective training program to develop successor candidates for key positions and to increase the management human resource base over the medium term | |
| 6）Lifelong learning programs | Life planning seminars for employees to prepare for retirement in a few years | |
| 2．Compliance related program | Various training on a company’s corporate social responsibilities (fair trade, export control, labor affairs, etc.) | |
| 3．Operational specialist related program | Specialized education conducted by relevant departments in charge covering topics such as quality, manufacturing, intellectual properties, legal affairs, labor affairs, and accounting | |
Promoting Self-Development (Incentive Programs)
| Theme | Details |
|---|---|
Correspondence Courses, e-Learning, and External Training |
- Correspondence courses, e-learning, and external training provide a system consisting of over 300 open courses that employees can freely select, depending on their individual careers plans. * There is a scholarship grant system. |
Language education |
- TOEIC preparatory classes (3 times a year by online) - Online English conversation training and online Japanese language training * There is a system for subsidizing the cost of tests and courses. |
Special Research Fellow Certification System
Fujikura has a system for supporting those with stellar academic evaluations who have demonstrated both laudable personal characteristics and predominant expertise in research and development through certification as special research fellows. Employees certified as special researchers also receive compensation on par with officers. Currently, two employees have been certified as special research fellow. While serving as role models for other employees, they are aiming for even greater achievements in various technical and R&D fields.
Activities for Human Resources Development
Activities and Results in FY2021
Fujikura offered a number of training opportunities. These include human resources development training comprised of group wide training on common company-wide themes along with correspondence education, e-learning and programs aiding self-development. In addition, specialized education was provided by relevant departments in charge on such topics as quality, manufacturing, intellectual properties and legal affairs. Others included compliance training and risk management training, and so on.
Main Activities for Human Resources Development
- Required training, new hire training, language training, business unit and business office training
- Health & safety, harassment prevention, mental health, health management, and BCP/BCM training
- Management philosophy, CSR, manufacturing, quality, environment training, intellectual property and brand logo training
- Compliance, risk management, e-learning
Activities to Enhance Employee Incentives
To create an environment in which diverse human resources can fully manifest their abilities and enhance corporate value, the Fujikura Group engages in activities to enhance employee incentives and provides systems to support those activities. We have continually provided such incentive systems since the time of Tomekichi Matsumoto, our first president.
Overvies of Systems
| Outline | Detail | |
|---|---|---|
| 1 | Incentive System for Acquisition of Qualification/Skills | A system for funding the cost of correspondence courses |
| 2 | Career Challenge In-house Recruitment System | A system for recruiting interested employees through the company’s intranet (this system is characterized by the fact that we first consider internal resources through recruitment when there is a need to hire externally) |
| 3 | Domestic Exchange Studies System | A system for sending employees engaged in research and development to postgraduate school (doctoral-level studies) |
| 4 | President’s Award System | A system that presents awards/incentives to employees/groups that contribute to improving performance, etc. |
| 5 | Patent Meister System | A system for rewarding the employees with the most patents with cash prizes |
| 6 | Proposal Award System | A system for the recognition of excellence proposals |
| 7 | Career Support System | A system implementing general work training and interviews targeting promoted employees |
| 8 | Master Certification System | A system for “takumi” (master) designation of tech employees who demonstrate an exceptional degree of proficiency in technologies that can be passed down |
| 9 | Overseas Internal Transference System | A system that enables human resources at bases across the Group to work at the Fujikura headquarters and elsewhere as part of global human resource development |
| 10 | Special Research Fellow (Special Researcher) Certification System | A system for supporting those with stellar academic evaluations who have demonstrated both laudable personal characteristics and predominant expertise in research and development |
| 11 | Introduction of employee referral program for mid-career hires | To generate opportunities for hiring a wide range of human resources by creating a system for hiring through employee recommendations |