JVCKENWOOD has implemented systematic training for employees to develop and enhance the skills they need to perform their professional duties and demonstrate their full capabilities within their organizations. We also conduct a career development program that assists employees in making use of their experience to realize their personal visions for the future. Through these two efforts, we have put in place a training system that offers carefully tailored support for the growth of each employee.

As for overall management, the Human Resources Department plans employment plans and education and training systems under the leadership of the director in charge of corporate affairs and conducts human resource development that contributes to the development of global society through business operations. As a promotion system, the Human Capital Group, which is under the Human Resources Department, provides comprehensive care from recruitment to new employee training, and conducts training for each generation and promotion requirements training as appropriate. In addition, the Human Resources Group, which is also under the Human Resources Department, conducts training for senior age employees.

JVCKENWOOD has established a training system to foster diverse human resources, including New Employee Training for new employees joining the company, Promotion Requirements Training for employees promoted to a higher level or position within the company, New Manager Training for employees promoted to a managerial position, and participation in outside seminars and business schools, all aimed at meeting employees’ ambitions for growth.

In addition, in order to develop expertise knowledge and practical knowledge required by the company as a whole for business strategies and business operations within the company, expertise knowledge and practical training are provided, which are voluntarily planned by individual divisions. The average annual training time per employee* is 11.3 hours.

The Career Development Program consists of the following three contents, each of which has respective target employees and subjects.

Career interview, the most fundamental part of the Career Development Program, is an opportunity for employees to discuss with their superiors their own career vision and career development topics (matching with assigned organizations, individual skills possessed, etc.) to line up the individual’s desired direction with the company’s expectations. General employees take part in career interview, which are conducted once per year.

Career design training is an opportunity for employees themselves to draw their own career vision and consider what actions are necessary to realize it. Beginning in FY2022, we revised the age eligibility and focusing on the 30- and 53-year-old milestones. For the younger age group (30 years old), the program is designed to promote personal growth and improve their ability to respond to organizational changes through self-directed career development. For the senior age group (53 years old), it is designed to provide early awareness of the importance of reskilling in a social environment that demands a lifelong work life, including re-employment and career change. This training also gives participants the chance to discuss their career visions with each other while comprehensively thinking about work-life balance in terms of self-development toward future goals and connections with family and the local community.

Career development support, which was previously provided only to those who had taken age-specific career design training, has been revised to include all employees, with the age limit removed from FY2022. This enables all employees to participate in training once a year from a set menu in accordance with their individual career goals and supports self-realization and self-improvement by providing continuous learning opportunities.

JVCKENWOOD is implementing a focused training program to develop candidates for the next executives. Specifically, training is provided in the categories of newly appointed executive positions, newly appointed managers, and selected executive training. Through these management training programs, we are building a system for fostering management personnel over the medium to long term.

JVCKENWOOD is committed to the recruitment, training, and performance of diverse human resources. Recruitment of new graduates and mid-career recruits is also an important initiative in our Medium-Term Management Plan VISION 2023, which aims to restructure our workforce by age group. As part of our recruitment activities for new graduates, we offer internships in cooperation with certain specified universities and open internships. Internships are very important in recruiting new graduates because they deepen their understanding of and interest in our company through work experience, and because the ratio of job offers is high, we will continue these activities in the future. 
We are also focusing on mid-career recruitment as well as new graduate recruitment. In order to maintain our company's competitiveness and productivity, we recruit mid-career our company recruits, regardless of gender or nationality, from a wide range of generations, including those in their late 20s and 30s, and utilize the expertise of individuals who have worked in different environments. In fiscal 2021, 24 mid-career employees joined the company.

Under the policies of "VISION 2025," JVCKENWOOD will establish Value Creation Square (VCS) as a new value creation base integrating the administrative divisions and the headquarters and technical divisions to strengthen technical development and promote further work style reforms with the aim of enhancing corporate value over the medium to long term.

JVCKENWOOD will develop a diverse and flexible work environment centered on VCS to realize hybrid work that allows employees to work from any location, including telecommuting, satellite offices, and business sites. JVCKENWOOD will improve employee performance by encouraging a change in corporate culture through the activation of open communication and will also increase satisfaction with work styles. The Company also seeks to create open innovation by providing a place to promote co-creation with outside companies.