Human Resource Development
Policy on Human Resource Development
Our top priority is to acquire and develop diverse human resources to create and support the next business model amidst the increasing sophistication and complexity of manufacturing. We want to secure and develop human resources with the EIZO mindset as well as flexible thinking and practical skills to respond to the age of VUCA.
The EIZO mindset represents our confidence and pride in creating and delivering the “world's best” to customers around the world, as the leader in visual imaging-related equipment, while maintaining high ethical standards and a global mindset in our broadminded corporate culture for employees to demonstrate creative abilities. We will further foster and share this mindset, which has been passed down from generation to generation, and promote the development of human resources who can continue to expand our business.
Enhancing the Education System
To develop the next generation of EIZO Group human resources, we plan a variety of training and education programs in Japan, including training by job level and function, global human resource development, and assistance for selfdevelopment, while keeping abreast of internal education and training needs. In our overseas Group companies, we organize training opportunities for the entire company and individuals for developing the respective skills required by product development and sales operations. Moreover, we seek to raise skills by making use of on-the-job training and external seminars.
In FY2023, we will significantly increase the targeted education investment per person, including internal training, to 30,000 yen (up 138% year on year) and the target of education hours to 50 hours (up 227% year on year) to actively promote training and further strengthen the EIZO Visual System.
System of Training and Education (Japan)
Training by Job Level
Training while Visiting Users
In this training, employees provide customer support while visiting users to introduce and install products and give after-sales support, in cooperation with EIZO Support Network Corporation, which offers field support. The goal of the training is for employees to gain a perspective related to the provision of hardware as well as services and solutions as they meet customer requests at the sites where these are being used.
Fostering a Global Mindset
Drawing upon the strengths of the Group network worldwide, we are fostering a global mindset as a component of the EIZO mindset through the following initiatives.
Transfers to Overseas Group Companies and Internships at Overseas Offices
EIZO is promoting personnel exchanges within the EIZO Group in Japan and overseas, including the dispatch of engineers to overseas Group companies over several years and shortterm training programs for young employees. Through these activities, we strive to understand the needs of overseas markets and share expertise on design and development. Transfers are intended to foster a greater sense of unity by deepening mutual understanding through exposure to different cultures and increasing the number of human resources capable of managing business from a global perspective.
EIZO United Conference
EIZO holds the annual EIZO United conference at EIZO Corporation (Japan), attended every year by around 100 participants from EIZO Group companies and EIZO Authorized Distributors. During the conference, we share our latest technologies, the status of sales in each country, and information on various initiatives as well as the overall product and business direction. Not only does this deepen everyone's understanding of our future direction but it also fosters a strong sense of unity within our network through mutual exchanges. Moreover, it provides opportunities for employees in various departments to present their department's initiatives to cultivate a sense of belonging to “One EIZO.”
Career Support to Enhance Engagement
Through these educational opportunities, we share and instill the EIZO mindset, which leads to higher employee engagement. We have also established education and personnel systems appropriate for each job level to support career development. For example, new employees are provided with a three-year, on-the-job training plan, and regular interviews are held with supervisors to improve their skills and motivation as well as to help them settle in at the company.
For mid-level employees and above, we have introduced a role grading system to clarify the company expectations for each individual and ensure that they share a common vision for achieving their goals. We also promote employees to specialized positions that make the most of their skills and expertise unique to a particular job area. In 2023, we began allowing employees to hold a secondary job, thereby helping them to achieve self-fulfillment. We are committed to creating an environment in which every employee can work vigorously while demonstrating their individuality. These efforts have enabled the EIZO Group to maintain a high retention rate and have contributed to human resource development and business activities over the medium to long term.
