Human Resources Development
Human Resources Policy
“Self-motivated” challenge-driven human resources
~ A group turning Change to Chance ~
“Self-motivated” challenge-driven human resources are those who set out problems themselves and actively pursue opportunities without fearing any change to achieve their ideal vision of the future. The Company supports its employees’ growth and career development toward this ideal stance.
Training System
We are developing a human resources development scheme based on 1-on-1 communication between supervisors and subordinates. Engaging in 1-on-1 communication will allow subordinates to share their career visions with their supervisors, who then come up with opportunities for education and growth tailored to their visions. Supporting the career development of employees through this scheme helps employees to achieve the career they have envisioned, while also simultaneously allowing the company to boost its corporate value by securing highly capable human resources.
Development System
In addition to our “Company-wide common education” on role recognition and behavioral understanding, basic knowledge, and career development, we support the growth of each employee to help them realize their “vision.” We are making further enhancements to our “Self-directed” training programs, which allow employees to choose their own learning opportunities, improve their leadership, and strengthen their professional skills. At the same time, with the aim of further improving our corporate value, we are also working to strengthen our “selective training” to systematically and strategically develop the “strategic specialists” and “executive candidates” that the Company will need in the years to come. Through these three types of training, we provide structured and continuous support for the growth and development of our employees.
Company-wide common education
Education for learning the necessary mindset to be a Stanley Electric employee, as well as the skills and knowledge that apply to their work.
Self-directed
Selecting the type of education that employees wish to receive from the options provided by the company, and strengthening their professional skills and enhancing their leadership capabilities helps each individual to achieve the career they are envisioning.
Selective
Departments and employees in roles that pose a significant impact on the business receive training in a strategic manner, and building up the necessary experience helps them become the human resources who will hold the reins of business and boost corporate value.
- - Systematically fostering of management candidates: Program for achieving succession plans
- - Strategic development of expert personnel: Provide opportunities to acquire the skills and knowledge necessary for business development.
Development Initiatives
Empowering career development
We have introduced the "S-STEP ** self-selection training and education program that allows employees to select their educational opportunities in a self-motivated manner. Providing flexible subscription-based e-learning services at the Company's expense to all employees-and allowing them to use the services without restrictions on time, place, or device-we are supporting self-directed learning aimed at having each and every employee reach the vision they have pictured for themselves.
We also provide appropriate work assignments and guidance by presenting recommended courses by level and category necessary for employees to "achieve their vision." and by linking those courses with 1-on-1 communication and our talent management system. We have created systems that encourage self-motivated growth and a desire to leam through daily work experiences.
- Stanley Self-Selected Training & Education Program
Next-generation talent development program
In 2025, we introduced the "S-GAP ** next-generation talent development program. Selecting talent with high levels of expertise and leadership skills in each field, this program develops their leadership skills as executives. In addition to equipping employees with the skill sets necessary for managers, the program aims to systematically develop human resources who can be promoted to executive positions at an early stage by having them tackle actual management issues, put the acquired skills into practice, and reflect on the results.
- S-GAP Stanley Global Academy for Potential Talents
Initiatives for mid-career recruitment
Rather than as a complementary means of acquiring human resources to replace new graduates who have left the Company, we position mid-career recruitment as a source of new value creation. Strategically hiring human resources who have had more diverse careers, we work to improve our technical capabilities and enhance our functions. We work to improve our corporate competitiveness by strengthening onboarding through training after mid-career hires have joined the Company, establishing a system that allows employees to quickly demonstrate their abilities, and making the most of each individual's strengths.
Mid-career hire ratio trends
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| Mid-career hire ratio |
41.1% | 41.2% | 49.6% |
Talent Management System
We are revamping our talent management system with the aim of collecting human capital information in real time and implementing strategic initiatives. We are advancing the building of a system that will enable us to centrally execute each step of human resources and career development, including registering employees' career aspirations and skills, recommendations for learning to acquire the skills needed to achieve the career to which they aspire, and managing leaming histories.
Talent Management System architecture
