- Social Initiatives
- Promoting Supply Chain CSR
- Quality / Customer Satisfaction
- Communication with Shareholders and Investors
- For Local Communities
- Efforts Related to Human Rights
- Human Resource Development / Personnel System
- Diversity Management
- Activities to Support Work-Life Balance
- Promoting Occupational Safety and Health
Human Resource Development / Personnel System
Human Resource Development
|FY2020 Objectives||FY2020 Achievements||Self-Evaluation|
|Priority Objectives for Fiscal 2021||
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.
Specialized Technical Training
Sharp pursues a variety of initiatives aimed at helping employees improve/deepen their expertise (technical competency). In addition to technical workshops, which incorporate a practical program that is directly linked to job skills in specific technical fields, we launched a new basic skills-building seminar (e-learning), in which primarily younger engineers learn the basics of technology.
A device seminar was also launched, which introduces employees in product development to Sharp’s latest devices. We continue to provide all of the previously established study sessions and seminars, but from fiscal 2020, they are being expanded and enhanced further.
Sharp’s education and training initiatives are aimed at strengthening technical expertise company-wide, going beyond the limited framework of specific business and products to share technical know-how across internal functions and to develop younger employees by passing existing skills and techniques on to them.
Learning for Self-Development
We 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.
Sharp Group Learning for Self-Development Participation (Fiscal 2020)
|No. of Participants (Total)||Total Learning Hours||Participation Rate|
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 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 2020 the survey took place in August and 18,796 people responded to the survey (97% response rate). 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.
Sharp Group companies in Japan have introduced a variety of employee benefits and welfare systems, which contribute to a stable and secure working environment for employees.
|Corporate pension system||In addition to the public pension system, Sharp has introduced its own corporate pension system (defined benefit corporate pension) to help support employees after their retirement.|
|Health insurance association||Sharp Health Insurance Association provides enrolled employees and their dependents with specific supplemental benefits above and beyond those mandated by law when sick or injured. A variety of health promotion services are also provided to those enrolled in the Health Insurance Association.|
|Other employee benefits and welfare systems||Property accumulation savings, employee stock ownership plan, Group health insurance plan, medical examination subsidy (e.g., for comprehensive medical screenings), special incentive leave (an extra five days of paid leave for every five years of continued employment)|