Human Resource Development
Principles of human resource development
Tokyo Electron(TEL) group is making continued efforts for employee education and training while encouraging and supporting employees' proactive approaches toward learning in line with its basic human resource development policy, which consists of the following three principles:
1. Self-motivation and a sense of responsibility are the basic requirements for developing the talents of employees.
2. The workplace supports employee development.
3. The company provides employees with opportunities and incentives to learn and must build the necessary platform or framework.
To enhance its HR development and organizational capabilities, TEL has established a virtual corporate educational institution called TEL UNIVERSITY. Its curricula includes courses that provide world-class knowledge and skills, training programs for next-generation leaders, and courses for developing managerial and organizational capabilities.
Working at TEL
A curriculum that offers essential instructions for working at TEL and its group companies.
A set of expert training courses consisting of lectures by in-house and external speakers and other programs designed to speed up skills transfer and information sharing.
A step-by-step program for enhancing role recognition and other skills essential to managers.
A course designed to groom next-generation corporate leaders.
A curriculum for developing truly global-minded individuals through practical language courses and training in cross-cultural understanding/communication.
Main activities in fiscal 2017
With career level-specific programs, TEL has started “step-up” activities for junior employees. These employees set their own work theme, establish challenging targets, plan ideas for related activities, and accomplish work with their supervisors and colleagues. These “step-up” activities provide opportunities for learning and awareness with the aim of nurturing independency at work within two years of joining the company.
In these purpose-specific programs, TEL experts lead a wide variety of workshops to share specific knowledge within the company. Other efforts this year included using our internal skills and talents to make improvements to new hire training and to promote completion of e-learning and correspondence courses designed to develop skills needed for the work environment (including language skills).
Life design seminars have also been held every year, targeting employees eligible for retirement. The programs provide knowledge and information necessary to prepare for leaving work, such as preretirement preparation and post-retirement financial planning. They include seminars with a number of Q&A-type sessions to help dispel doubts and anxiety about retirement.
|TEL UNIVERSITY Programs (Fiscal 2017)||Number of participants|
|New hire training (full year)||71|
|Junior employee programs||310|
|Business leader programs||60|
|Workshop for engineers||333|
|Business skills programs||807|
|Practical English courses||306|
|Life design seminars||220|
Since 2015, TEL has hosted internal events called “Visionary Talks.” In these seminars, we invite experts and specialists from various fields to speak freely on their vision for the future.
The event is a great opportunity for employees to expand their creativity and imagination for envisioning the future, by allowing them to hear the experiences and feel the enthusiasm and conviction of leading figures in a variety of fields, including science, technology, art, and sport. At Visionary Talk 2016 in November, five guest speakers were invited to our headquarters in Akasaka, Tokyo. The talk was attended by 200 employees in person and streamed to our offices in Japan, Korea, China, Taiwan, and Singapore, providing more than 900 employees with flashes of inspiration for the future. Visionary Talk also serves as an opportunity for collaboration with external parties in research and development in areas such as artificial intelligence.