Human Resources Development/
Talent Recruitment

In particular, we have been working to reform our personnel system from FY ended March 31, 2023 in order to proactively treat talented people. We have a different personnel system for hiring engineers and non-engineers. We conduct periodic ES surveys. Based on the results of the survey, we work to improve employee engagement by developing systems and creating an environment in which individual employees can work actively. In order to create a virtuous cycle between individual growth and the company's growth, we are working to improve our compensation system by, for example, raising the standard of treatment for employees who have high levels of expertise and technical skills and contribute to the business.

(1)Engineer System
In order to create an environment in which engineers can work actively, we have created an environment in which engineers can concentrate on development while organizing projects flexibly by flattening the engineering organization.
In addition, with regard to the remuneration system and evaluation system for engineers, we have introduced a system that clarifies the image of an engineer that we require, and provides appropriate treatment according to roles, responsibilities, and achievements regardless of age or experience. In addition, each engineer has regular 1-on-1 meetings with their supervisor in which they share their career path and the specific actions they are taking to achieve it, supporting their personal growth.

(2)Professional System (personnel system for personnel other than engineers)
For non-engineers, we have introduced a professional system that treats talented people according to their roles, responsibilities, and achievements, regardless of age or experience, and will actively treat professionals who can act autonomously and globally.

(1)Engineer training
The Group considers the training of engineers to be one of its most important management issues. Companies requiring their own SoCs are seeking a partner with expertise not only in SoC architecture, but also a deep understanding of the final products and services the SoC will be equipped with. The ideal partner should be capable of integrating advanced hardware and software technologies to deliver the optimal solution for differentiation. We believe that the realization of such a solution SoC business model will require the following engineering talent.

From a mid- to long-term viewpoint, we expect to see further increases in overseas design wins and increased collaboration with global partners such as IP vendors, tool vendors, foundries, and OSATs that offer the latest technologies. In order to respond to these issues, we are strategically increasing opportunities for many engineers to participate in overseas business and cutting-edge technology business, and are accumulating and utilizing the know-how and experience gained by our engineers across the organization. We are also strengthening our training support system* for language and communication skills, which are indispensable for doing business with overseas customers and partners. As a result of these efforts, the number of engineers with experience in global projects increased to 82% of all engineers (up by 10% points from the previous year), and the number of engineers with experience in projects in advanced fields increased to 75% of all engineers (up by 14% points from the previous year).

As part of our engineer development program, we have a system where each engineer has a 1-on-1 meeting with his/her supervisor to share his/her career path plan and specific actions to achieve it, thereby supporting his/her personal growth.

(2)Training for new and young employees
We encourage the motivation and skill improvement of new and young employees and strive to create an environment in which they can play an active role independently from an early stage. We provide introductory training after joining the company, and follow-up training six months, one year, and two years after joining the company to cultivate basic business skills such as communication skills and compliance. In addition, we have an initial training period of two years after joining the company, during which young employees will improve their practical skills and experience through OJT under the guidance of senior employees (trainers) based on their training plan.

(3)Training for Management
At the time of appointment of managers, our company provides opportunities to learn the knowledge and skills necessary for management, communication, accounting, etc., through exchange of opinions with executives, group training, correspondence courses, etc.

(4)General Education
We provide e-learning training on compliance, information security, insider trading prevention, harassment prevention, the environment, purchasing transactions, security export-related laws and regulations, etc., and 100% of employees have taken the training.