ESPEC Quality is more than a word

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Human Resource Management

Human Resource Development/Training

Basic concept

A company's rise and fall depend on its "people." "People" are the pillar of our company, and management focused on people is the driving force behind our company's expansion. Our basic stance is to be a company where employees are the key players. ESPEC also aims to maximize the performance and energy of employees through our commitment to develop and foster highly-motivated human resources who also have good characters and are ready for challenges.

Maximizing human resources

ESPEC had identified "securing and cultivating diverse human resources" as one of our sustainability materialities (important issues), and thus in order to get the most out of our human capital, ESPEC is working to improve the quality of corporate culture and achieve better organizational management, support individual growth, cultivate human resources in a way linked to management strategy, promote diversity and inclusion, and secure personnel health and safety.

人的資本の最大化に向けた取り組み

■Main personnel systems (Non-consolidated)
Course selection system
(selection system limited to the working area)		 For employees who wish to limit transfers, this system gives them the option of limiting the area where they are assigned.
Super flex time systems This system eliminates core time and allows daily working hours to be adjusted according to each employee’s duties.
Telework system Employees can work from home or another outside location. This system is available to all employees whose duties can be performed from home.
Reduced hours working system Working hours can be shortened when working normal hours is difficult due to the need to provide child care or nursing care. This system is available until children complete the third year of elementary school.
Company awards system Awards are presented to employees who demonstrate significant diligence and achievements, such as acquiring patents or utility models, or receiving awards from government or member organizations.
■Primary training programs (Non-consolidated)
Global Trainee Program
(overseas training system)		 This overseas training system aims to develop core human resources who are capable of contributing internationally. Employees are temporarily assigned to an overseas group company to allow them to develop a global perspective and expanded understanding through experiencing work in that location.
Executive training system In order to develop management that is able to operate globally, support is provided for acquiring the abilities and knowledge needed by management, including getting MBA (Master of Business Administration) degrees, graduating from university or other school, and providing tools for reskilling.
Recurrent education The company provides employees with educational support based on the skills they want to acquire, through means such as an on-demand video learning service, and online language learning tools, self-development training courses, and a subsidy support system (foreign language learning support, correspondence courses, recommended certifications).
Mentor system Senior employees regularly hold meetings with the employees they are training in order to hear their questions and concerns, and provide support.
Round-up Training Course In order to develop a better corporate culture, this training program is conducted for each employee to deepen their understanding of, share, and put into practice our corporate philosophy.

Implementation of engagement surveys

Every year, we conduct our annual engagement survey of all employees to determine employees’ enthusiasm for their jobs (work engagement) and emotional attachment to their organization (employee engagement). The survey results are analyzed on a departmental basis and reported to the Executive Committee, in addition to being shared during feedback training for management personnel. Additionally, executive officers and chief officers formulate action plans and engage in measures aimed at resolving any issues.

360° Survey and personnel assessments

Since FY 2021, we have conducted the 360° Survey, in which each individual is evaluated by themselves, their supervisor, reports, and colleagues in a multifaceted manner, as well as personnel assessments, for new managers, on a yearly basis. In January 2024, we also conducted personnel assessments of all employees. We accurately identified the characteristics and status of organizations and individuals, and used that information for measures to promote future growth.

1 on 1 meetings

To allow for open and active communication, we are working to create a friendly, relaxed workplace where employees can freely share their thoughts and ideas. Meanwhile, we also conduct regular 1 on 1 meetings and questionnaires on psychological safety.

On-demand video learning service

In FY 2022, we introduced an on-demand video learning service that allows employees to freely select and view videos from more than 6,200 topics. We support employees’ autonomous learning by regularly sharing information on recommended courses through the internal social network and e-mail newsletters, as well as by holding online study sessions where interested employees can watch the same course video together.

Junior Board

Beginning in FY 2023, we started Junior Board activities consisting of employees in their 30s and early 40s for the purposes of developing next-generation management personnel, allowing employees to offer their opinions to management, and promoting interaction among employees across departments and organizations. Through a program that takes approximately one and a half years, board members will gain the knowledge necessary for management, discuss how ESPEC should be in the future, and put forward suggestions to executives.

Career development programs

We support employees’ autonomous and independent career development. In FY 2023, we held a career development and guidance seminar for all employees, as well as life planning seminars divided by age group. We also provided interested employees with an opportunity to consult an external career consultant about their careers.