Human Resource Development/Training

Human Resource Management

Human Resources Policy

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.

Promoting Initiatives to Maximize Human Resources

■Primary training programs (Non-consolidated)

Global Trainee Program (overseas training system)	This overseas training system aims to develop young 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	This overseas training system aims to develop young human resources who are capable of contributing internationally. To foster globally active executives, we support the acquisition of university degrees and participation in skill development programs to cultivate the capabilities and insight required of future leaders.
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 self-development training courses, 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.

Initiatives to Enhance Engagement

We conduct an annual engagement survey targeting all employees. This survey measures work engagement, an employee's proactive and positive psychological state toward work, and employee engagement, which reflects emotional attachment to the company and organization. In the FY2024 survey, work engagement reached the target level, while employee engagement improved compared to FY2023 but fell short of the goal. We will continue to position engagement enhancement as a key initiative under the Medium-Term Management Plan PROGRESSIVE PLUS 2027 and promote ongoing efforts.

■Main Initiatives

Introduced and began operating a new personnel evaluation system in April 2025 to realize a progressive organizational culture
Conduct an annual 360° Survey for newly appointed managers and others. In January 2024, we conducted a companywide talent assessment, followed by feedback workshops in May to share assessment results
Promote 1 on 1 meetings to encourage communication and regularly confirm implementation status through internal surveys 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

We conducted Junior Board activities from April 2023 to September 2024, consisting of employees in their 30s to early 40s, to develop next-generation management personnel, providing opportunities for employees to make proposals to management, and promoting interaction across divisions and organizations. Over the 18-month program, members learned essential management knowledge, envisioned the ideal future of ESPEC, presented their proposals at a companywide event, and made recommendations directly to management.

Career development programs

We support employees' autonomous and independent career development. In FY2024, we held career training sessions by age group. We provided interested employees with an opportunity to consult an external career consultant about their careers.