CSR / Environment

Human Resource Development / Personnel System

Human Resource Development

Fiscal 2019 Objectives Fiscal 2019 Achievements Self-Evaluation
  • Hold new courses to further enhance employee expertise
  • Specialized training: Held two new technical workshop courses
Priority Objectives for Fiscal 2020
  • Expand the technical categories of the specialized technical training (workshops)
  • Further encourage learning for self-development to foster a culture for continued Learning
  • Self-evaluation: ★★★ Achieved more than targeted / ★★ Achieved as targeted / ★ Achieved to some extent

Personnel, Education, and Training System for Fostering Strong Individuals

Sharp works to cultivate an environment in which employees can pursue independent learning whenever and wherever they are, in order to build up the basic business knowledge and expertise that they need as professionals.

In fiscal 2019, Sharp launched technical workshops to support professional growth in specific technical fields. This is a new initiative to increase and deepen personal expertise.

As part of efforts to improve technological capacity across the Sharp Group, there have been study sessions held on cutting-edge future technologies and technologies essential to Sharp business development. A new form of learning added in fiscal 2019 is technical workshops, a practical program that is directly linked to job skills. It is aimed at sharing technical know-how across internal functions and developing younger employees by passing existing skills and techniques on to them. Having covered such topics as material technology and circuit design technology so far, the workshops have been helping Sharp engineers enhance their technical expertise.

We also continue offering management skills improvement training, in which basic business knowledge and skills essential for any employee are taught, while broadening the scope of topics.

With regard to the study sessions and management skills improvement training, Sharp actively supports employee self-development by providing an e-learning environment, which complements the group training sessions, allowing employees to use their home computers and smartphones to easily pursue learning anywhere, any time.

By providing these various education and training initiatives on an ongoing basis, Sharp is fostering a corporate culture of employee-driven mutual learning and instruction in which personnel who are capable of delivering the sorts of innovation that strengthen the company will be cultivated.

Job-Level-Specific Human Resource Development

In job-level-specific training, special emphasis is placed on the development of young employees so that they can acquire the knowledge, skills, and mindset essential to each stage of their careers. Towards that end, young people receive training starting from when they are first selected to join Sharp, training upon joining the company, and training in their first few years at the company.

Candidates for promotion take manager candidate training as part of Sharp’s efforts to systematically strengthen its management capabilities.

Besides mandatory job-level-specific training, Sharp has other human resource development programs, such as business unit-specific training, training for selected employees, and open-recruitment training.

Personnel System Conducive to Talent Development and Motivation Boosting

Employee Evaluations and Compensation

To ensure fair evaluations, employees have an interview with their managers at the beginning, middle, and end of each evaluation term, at which time both sides confirm how well the employee is doing in terms of progress towards targets, contribution to the company, and job results. Evaluation results are given to employees every half year along with explanations of the evaluations with the aim of contributing to employees’ growth.

Personnel Declaration System

All employees submit a career development plan along with a self-assessment of their job aptitude. Sharp then stores this information—along with records of interviews with supervisors—in a personnel database. This provides an overview of how employees are progressing with respect to their career goals, and it allows Sharp to effectively develop human resources.

Step-Up Campaign (Qualification Acquisition Encouragement Plan)

To support employee self-development, Sharp offers monetary rewards to employees who have acquired qualifications, with the amount depending on the difficulty of acquiring the qualification. This plan covers about 200 qualifications, including some for field-specific techniques and skills, some directly related to daily duties, and some for language skills.

Employee Survey

Employee surveys cover employees at Sharp Group companies in Japan. The surveys have been conducted periodically since 2005 with the aim of invigorating and improving the workplace. In 2019 the survey took place in June and received responses from 98% of the target employees. The survey results, obtained from questions about the current situation regarding the respondent’s work, workplace, superiors, and so forth, are summarized for each workplace and shared with every employee. Workplace meetings are held based on the survey results to identify the issues to be addressed and carry out voluntary improvement activities.