The Kyocera Group Human Capital
The Kyocera Group's Approach to Human Capital
The Kyocera Group operates under the Amoeba Management system, which allows all employees to participate in managing the company. We view this as an extension of our philosophy to provide opportunities for employee growth and development, both materially and intellectually, while contributing to a better world. The Kyocera Group strives to create an environment in which all our employees can approach their work with a sense of ownership and find empowerment and fulfillment by continually expanding their human potential. Our "Management by All" approach calls every employee to use "What do we consider to be the right choice as a human being?" as our compass for work and decision-making. As the Kyocera Group expands with a more diverse global workforce, this universal mindset encourages us to aim higher with initiative and enthusiasm, and to grow every day. Our Kyocera Philosophy reminds us that, "The Result of Our Life or Work = Attitude × Effort × Ability." This formula demonstrates that "attitude" is the first factor for success, followed by effort and ability. In addition to passing our Kyocera Philosophy on to new generations of employees, we provide functional training to enhance job performance. We believe this can allow everyone at our company to fully develop their potential, and to grow as the company grows, emphasizing job satisfaction and employee fulfillment.
Initiatives for Strengthen Human Capital
The Kyocera Group companies worldwide employ various methods to enhance understanding and practice of the ideals in our corporate culture, as codified in our Kyocera Philosophy. This is prioritized within other human resource development and professional growth initiatives that also focus on job skills proficiency.
Changes in Education-related Costs（Kyocera）
Initiatives to Advance the Kyocera Philosophy
Promotion System
The company established the Kyocera Group Philosophy Education Committee, chaired by the chairperson of the company, in order to continue building a sound corporate culture on the solid foundation of the Group philosophy. All Kyocera Group executives attend the committee meetings to formulate the educational policy of the Philosophy based on the results of previous educational and dissemination activities, and to discuss and decide on the direction and specific measures for further dissemination activities.
Kyocera Philosophy Education
The Group is expanding its Kyocera Philosophy Education on a global basis in accordance with the policy established by the Group-Wide Philosophy Committee. Kyocera set up opportunities for top management and senior management throughout the Group to discuss Group Philosophy-related themes to ensure that the next generation of leaders is thoroughly familiar with the principles and practices established by the company. Kyocera also established a digital infrastructure through which all employees can learn freely at any time as a way to cultivate a corporate culture that fully reflects the Philosophy, and commending employees for practicing the Philosophy.
FY2024 Results of Education
| Introductory education (For young and mid-career employees) |
Leader education | Management leader education | |
|---|---|---|---|
| Participants | 2,927 persons | 431 persons | 464 persons |
| Training hours per participant (day) | 0.5 days | 1 day | 1 day |
Initiatives for Capacity Development
Management Education
Kyocera provides training to supervisors, the leaders of the organization, to develop executives with advanced management capabilities. In addition, Kyocera aims to improve employees' management capabilities by providing the training to employees necessary in each stage of their career development, from the time of entry into the company to mid-level and executive positions, so that they can learn the skills and knowledge required to fulfill their task on a step-by-step basis.
Technical Training
Kyocera aims to develop human resources with a wide range of knowledge and skills across the Group in the important areas of engineering, R&D, production technology, manufacturing technology, and quality assurance. Kyocera offers a training framework that includes "New Engineer Education" for new employees assigned to technical roles, "Specialized Technical Training" for junior engineers, and "Innovation Training" for mainly mid-level engineers to practically learn innovation creation. Materials technology, semiconductor technology, analysis, quality engineering, and DX-related fields, providing a system for learning the necessary technologies according to the area of responsibility.
Global Education
Kyocera offers online English learning support and overseas dispatch projects that allow employees to attend graduate school and gain experience at Group companies as part of its efforts to develop human resources capable of playing an active role on the global stage. These projects sent employees to different regions around the world, including the United States, Europe, China, and Southeast Asia. Through these projects, Kyocera is cultivating employees to acquire leading-edge knowledge and technology that can only be gained abroad, as well as providing them with the opportunity to develop an international perspective while they improve their language skills. Furthermore, Kyocera provides in-house online international culture training for employees scheduled for assignment to offices or facilities abroad and employees responsible for overseas-related operations.
Training human resources with a diversity of experiences (Secondments to venture companies)
With the business environment undergoing major transformations, we are implementing a system of secondments to venture companies. The aim of this system is to train up human resources capable of creating new value (innovations). We have dispatched sixteen individuals to venture companies to observe emerging technologies and bring new insights back to Kyocera Corporation.
FY2024 Results of Education
| Management Education | Technical Training | Global Education | |
|---|---|---|---|
| Participants | 13,501 persons | 3,128 persons | 400 persons |
| Training hours per participant (day) | 0.6 days | 9.8 days | 20.2 days |
System of Human Resources Education
Kyocera Group regards human resources as human "assets" and supports activities enabling employees to raise awareness of personal development and their contributions in the workplace. In particular, as personal development can be achieved to great extent through work, Kyocera is striving to create a workplace environment that enables each employee to work cheerfully and energetically, and draws out natural talents to the maximum extent. Kyocera provides comprehensive support for employee growth and development using the following systems:
Support for the development of junior employees and career development
Kyocera has implemented the following programs to support the growth of new and junior employees.
Training manager system, mentor system
Setting our two years after joining the company as the training period, we appoint a training manager and carry out planned OJT based on a training plan. We also appoint senior employees who are relatively close in age as mentors to create an environment where newcomers can feel free to consult.
Career development support (annual training and interview system)
The following initiatives are implemented at each juncture up the employee's fourth year to promote workplace retention and career autonomy.
- 1st year annual training: Inventory of operations for one year and setting growth targets for the second year
- Career design training (3rd year): Setting career goals for the fourth year and beyond
- 2nd and 4th year interviews: Interviews with HR personnel. Confirmation of the status of workplace retention and advice for future career development.
Step Up System
In their fourth year of employment, employees can take advantage of the Step Up System. This system allows employees to transition from a work style based on completing allocated tasks to a work style where they can take the initiative in developing their skills to enhance their work performance. The Step Up System helps employees to see the gap between their current work performance and their ideal work performance, allowing them to identify challenges along the way. Employees can then work on resolving those issues as part of their regular duties, and the Step Up System provides the opportunity to report the results of their efforts to the senior management of their Group.
Challenge System
Kyocera also has another system for human resource development, the Challenge System. It allows the sharing of employee work targets with supervisors and improves employee capabilities through interviews with supervisors. This helps employees understand their roles and encourages them to work proactively on their job and skill development. It also aims to create a working environment where every employee can work actively and brightly. Supervisors, by heeding subordinate feedback, endeavor to improve the ability of the organization to reach goals and succeed in business.
Internal Placement Application System
Kyocera's Internal Placement Application System was established to provide employees with information on divisions that need personnel immediately, for example, due to the start of a new project or expansion of an existing business. Since this system provides employees with various opportunities that allow them to experience different positions at their own will, it serves as an effective means of support for employee career improvement. The optimal assignment of personnel is also another important goal for the company.
Data related to the Act on Promotion of Women's Participation and Advancement in the Workplace
Corporate Motto / Management Rationale / Management Philosophy
- Our Thoughts on Sustainability Activities
- Top Management Message
- Kyocera Group's Value Creation Model
- Sustainability Management
- Kyocera Group CSR Guidelines
- Stakeholder Engagement
- Environmental Safety Policy / Targets and Promotion System
- Measures to Fight Climate Change -Information Disclosure Based on TCFD Recommendations-
- Water Risk Response
- Recycling Activities
- Initiatives to Prevent Environmental Pollution
- Biodiversity Conservation
- Environmentally Friendly Products / Green Procurement
- Environmental Communication
- A History of Our Environmental Protection Activities
Social Citizenship Initiatives
- The Kyocera Group Human Capital
- Respect for Human Rights
- DEI Promotion
- Occupational Safety
- Occupational Health, Safety, and Fitness Initiatives
- Supply Chain Management
- Approaches to Raising Quality and Customer Satisfaction Levels
- Social Contribution Activities
- Academic Advancement and Research
- Support for Culture and the Arts
- International Exchanges and Collaboration
- Environmental Protection Activities
- Local Community Activities
- Social Welfare Activities
- Contributions to Society through Business Activities
Relevant data
- ESG Data Sheets
- Third Party Assurance of Environmental and Social Data
- Promoting Digitalization
- Innovation Management
- Integrated Report
- Employees Creating the Future
- GRI Standards Comparison Table / SASB Index
- Editorial Policy
- Participation in Sustainability Related Initiatives & External Evaluation
- News & Announcements