CSR / Environment

Human Resource Development / Personnel System

Human Resource Development

Fiscal 2018 Objectives Fiscal 2018Achievements Self-Evaluation
  • Hold specialized training (technical) with the aim of improving employees’ level of expertise
Held 13 new specialized training courses ★★
Priority Objectives for Fiscal 2019
  • Hold new courses to further enhance employee expertise
  • 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 2018, employees were provided with improved training and education aimed at fostering strong individuals, particularly with regard to personal professional growth.

In May 2018, Sharp began providing specialized technical training , in addition to the management skills improvement training (basic business knowledge and skills), which is provided to employees to support their personal growth.

The aim of this specialized training is to improve technological capacity across the Sharp Group by having employees with advanced knowledge of cutting-edge future technologies, technologies essential to Sharp business development, and other key technologies lead instructional seminars where other employees can acquire basic knowledge, an understanding of technological trends, a perspective on future developments, and other information about each technology. Thus far, seminars have been provided on the 8K+5G ecosystem and AIoT*, as well as the cutting-edge machine learning, image recognition, communications, and display technologies associated with them. Additionally, the scope of topics covered by the management skills improvement training begun in fiscal 2017 continues to grow.

Sharp also 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.

  • AIoT is a word coined by Sharp, combining the words AI (artificial intelligence) and IoT (Internet of things).
    “AIoT” is registered trademark of Sharp Corporation.

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 promotion assessment training and 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

Talent Development and Motivation-Boosting Programs

● Employee Evaluations and Compensation

Sharp uses a merit-based system to compensate employees based on their job performance and job assessment. 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.