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Human Resource Development

Basic Stance

DENSO is working to provide a range of opportunities for skills development and to develop fair and impartial evaluation systems so that all Group employees worldwide, each of whom possesses a unique character, can share common values and take active roles while deriving a sense of growth and achievement in their work.

The Opening New Frontiers Personnel System at DENSO CORPORATION

DENSO aims to develop and establish new technologies, new markets, and new workstyles by promoting the growth of individuals and enhancing teamwork through the cultivation of a corporate culture that tackles challenges head on. Guided by this aim, DENSO has put into place a personnel system under the slogan of “Opening New Frontiers.”

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Specific Initiatives

Amid the accelerating global development of our business, it is essential to foster and appoint leaders that are active across many countries and regions. The DENSO Group is developing globally standardized human resource systems one after another, including global models for demonstrating ability (competency); the DENSO Spirit, which represents a set of common values among employees; and training policies for global executives. In these ways, we are promoting the active role of a diverse group of human resources.

Global Initiatives

1. Introduction of Globally Standardized Human Resource Systems

With roughly 2,300 executives—including executives from overseas Group companies—as our target, we have introduced a shared global human resource system (from January 2016).

We introduced the “Global Individual Grade,” a shared global system that focuses on demonstrated individual ability in global management positions. Basing evaluations on a consistent criteria allows employees worldwide to plot careers from anywhere within the Group. Through this system, we hope to further develop DENSO’s businesses worldwide by appointing employees with diverse values and abilities.

Proportion of local employees in overseas Group company management positions
Fiscal 2017 result Fiscal 2018 result Fiscal 2019 result Fiscal 2020 result Fiscal 2021 result
33%
(25 persons / 77 posts)
28%
(26 persons / 92 posts)
31%
(26 persons / 84 posts)
30%
(25 persons / 82 posts)
31%
(25 persons / 81 posts)

2. Introduction of Globally Standardized Human Resource Systems

With roughly 2,300 executives—including executives from overseas Group companies—as our target, we have introduced a shared global human resource system (from January 2016).

We introduced the “Global Individual Grade,” a shared global system that focuses on demonstrated individual ability in global management positions. Basing evaluations on a consistent criteria allows employees worldwide to plot careers from anywhere within the Group. Through this system, we hope to further develop DENSO’s businesses worldwide by appointing employees with diverse values and abilities.

Global Management Position and Education by Grade

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3. Fostering the Development of Young Technical and Skilled Employees

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DENSO believes that the development of highly capable technical and skilled employees who can develop and produce creative products is critical to corporate growth. Guided by this belief, DENSO operates DENSO Technical College, which offers technical high school and technical college curriculums, in an effort to continue the traditions of the Technical Training Center that opened in 1954. Outside of the domestic Group, we are supporting the development of technical and skilled employees of several suppliers. Furthermore, at overseas offices, we are offering support in such ways as establishing training facilities at offshore production bases, introducing educational tools, dispatching instructors, and accepting trainees into the DENSO Technical College.

These education systems have produced many young graduates who have won medals at the WorldSkills International Competition, a tournament in which world-class technicians compete.

DENSO Technical College (Japanese)


【TOPICS】Winning a Total of Six Medals at the 45th WorldSkills Competition (August 2019)

  • World Skills Competition cumulative medal count (DENSO Group)

    World Skills Competition cumulative medal count
    [DENSO Group](As of August 2019)

At the 45th WorldSkills Competition, which was held in Kazan, Russia at the end of August 2019, the DENSO Group sent a record number of 20 entrants, who competed in 10 skill categories. In total, there were 11 employees from Japan, three from Thailand, two from Indonesia, two from Vietnam, and two from Mexico. These employees won gold, silver, and bronze medals.

DENSO participates in the WorldSkills Competition not only to excel and accomplish good results but also to mentally, technically, and physically develop promising young technicians into highly skilled workers who can inherit DENSO’s accumulated skills through the training process for this event.

DENSO has continued to send entrants to the event every year since it first participated in the 20th WorldSkills Competition in 1971. Going forward, DENSO will continue to cultivate young technicians and pass on skills to them through training and participation in the WorldSkills Competition.

Initiatives of DENSO Corporation

(1) Implementing Career Planning and Level-Specific Training That Emphasizes Independence

  • At DENSO CORPORATION, we carry out evaluations that take into account the individual growth of each employee and the process they use to achieve that growth. These evaluations are conducted by having employees establish individual goals for themselves each year and meet with their supervisors regularly to discuss their individual progress toward reaching these goals. In terms of medium- to long-term goals, we have our employees share their future vision with their supervisors and compare that vision with the development plans the supervisors have for each employee. Based on these visions and plans, we provide employees with the necessary work experience and conduct workplace rotation. In these and other ways, we provide meticulous support for developing the individual careers of each employee.

  • Career Planning Initiatives

    Career Planning Initiatives

Additionally, in order to foster a sound career awareness, we provide career training for employees of all ages to encourage self-reflection. At the same time, we have created an environment that encourages employees to learn on their own, including the provision of on-demand content.

We also have other systems for career development in place, such as position-based training at each career milestone, an expansive internal recruitment system for acquiring the necessary personnel, and a career counseling office where employees can consult with us about their career paths and skill development.

(2) Promoting Initiatives for Training New Employees

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Within the new employee training at DENSO CORPORATION, we have given new employees the authority to coordinate their training time with each other and have incorporated team activities in which new employees can complete research on themes they have set by themselves. Through such efforts, we aim to fulfill our goal of realizing human resources that can learn, think, and take on challenges on their own initiative.

Moreover, new employees receive introductory training directly after joining the Company. This training covers DENSO’s history, the DENSO Spirit and other aspects of DENSO’s unique nature, cutting-edge technologies such as AI and software, and logical thinking methods and other fundamental business knowledge. After completing this training, new employees participate in multiple training courses in which they repeatedly practice what they have learned through a trial-and-error process, thereby solidifying their knowledge and strengthening the relationships they have with other employees. Furthermore, we strive to deepen new employees’ understanding of Monozukuri (manufacturing) by providing hands-on training pertaining to the work for which they will be responsible and training at product production sites. In these ways, new employees spend their first year refining the fundamental capabilities that will allow them to play an active role in the Company going forward.

(3) Other Initiatives

We have in place the “certified professionals system” (started in fiscal 2011), which recognizes and certifies personnel who have extremely high expertise and achievements and who are likely to become a role model for young people. We also have set up a system that promotes temporary employees to permanent employees.

Number of employees certified under the “certified professionals system”
Fiscal 2017 Fiscal 2018 Fiscal 2019 Fiscal 2020 Fiscal 2021
Number of persons 2 3 3 3 4

Future Initiatives

Under the belief that the growth of each employee forms the basis of corporate development, we will work toward offering opportunities for improvement and cultivation through our human resource system to enable every employee worldwide to work energetically while fully exerting his or her capabilities.