Human Resource Development/Training

Human Resource Management

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.

Organizational/human resource development strategy

Under the organizational and human resource development strategy in the Progressive Plan 2025 medium-term management plan, we set up the Organization and System Reform Project in FY 2022 to reform our management style, introducing new assessment systems and communication methods. We provide employees with opportunities to improve their skills and return to education, and push through reforms to become an organization that allows each employee to act autonomously and grow.

■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, 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.
Training of women leaders	Selected women employees learn the mindset and skills needed in order to become a leader.
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.

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. In April 2023, we also began holding 1 on 1 meetings for all employees so managers and each of their reports can have direct conversations on a regular basis. As part of this effort, we worked to ensure that it was well understood within the company, for example, by providing managers with training and holding briefing sessions for employees.

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 December 2022, we held a feedback workshop with the goal of participants improving their performance and management skills based on their survey and assessment results.

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.

Establishment of Junior Board

In March 2023, we established a Junior Board 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, the board members will gain the knowledge necessary for management, discuss how ESPEC should be in the future from both the company’s and employees’ perspectives, and put forward suggestions to executives.

Implementation of career growth support programs

We offer career growth support programs to help employees’ autonomous and independent career development. In August 2023, we held a career development and guidance seminar for all employees. In FY 2023, we also provided interested employees with an opportunity to consult an external career consultant about their career.