Human Resource Development

Across the EIZO Group, we offer short- to long-term internships across a variety of disciplines, providing students to acquire practical experience and gain a comprehensive understanding of our operations and corporate culture. This approach supports high-engagement recruitment and helps mitigate potential mismatches post-hiring. In FY2024, approximately 15 internships were conducted in Japan, involving the participation of approximately 90 students.

We conduct a comprehensive job matching and selection process that guarantees the initial assignment upon offer. During interviews, candidates are evaluated for their preferred roles, while also being considered for positions aligned with their skills and aptitudes. This approach facilitates a mutually beneficial recruitment and selection process for both candidates and the organization.

We recruit a diverse range of talent regardless of gender, nationality, race, or disability, from new graduates to individuals with advanced expertise and extensive experience. We strive to secure talent through participation in job fairs and by hosting our own online company information sessions.

For employees identified as potential future Managers, we offer a selective training program centered on developing strategic perspectives, broadening viewpoints, and expanding horizons. This comprehensive program, which lasts approximately one year, includes interactions with senior management, lectures delivered by internal and external instructors, and practical assignments. Its goal is to cultivate a multifaceted understanding of both departmental and organizational objectives. Through this training, we aim to prepare emerging leaders to think strategically, consider diverse viewpoints, and lead the organization effectively.

For employees promoted to general positions, we conduct group training sessions designed to equip them with the knowledge, skills, and behavioral competencies necessary for their new roles. For example, employees at the 3rd–4th year of service focus on "time management" to enhance work quality and efficiency. Those at the 7th–8th year level receive training on topics such as "coaching" and "mentoring junior staff" to develop leadership capabilities. These programs are structured to systematically cultivate the mindset and skills appropriate to each career stage, thereby supporting individual development and strengthening overall organizational effectiveness.

Although DX initiatives have previously been limited to specific departments, primarily within the Development departments, we expanded our company-wide DX initiatives starting in FY2024. As part of this initiative, we launched an educational program aimed at equipping all employees with DX skills, encompassing both foundational knowledge and practical application, to support increased work efficiency across the organization.

Each year, we select one or two employees to attend the Ishikawa Technology Management (MOT) School, organized by the Ishikawa IT Comprehensive Human Resource Development Center and led by faculty from the Japan Advanced Institute of Science and Technology. The program is designed to develop personnel skilled in effectively managing technological initiatives and to encourage innovation within the company through interaction with participants from other organizations.

The EIZO group encourages proactive self-development, covering the full cost of examination fees not only for qualifications necessary for work but also for those that contribute to skill enhancement. Additionally, when employees in Japan obtain qualifications that are particularly relevant to their job, they may become eligible to receive an extra incentive payment, creating an environment that supports employees in autonomously improving their skills.

The EIZO group has introduced MBO (Management by Objectives) system to further enhance individual employee development, career advancement, and overall organizational performance. Employees set their own goals at the beginning of each six-month evaluation cycle and strive to achieve them through their daily activities. At the end of the period, they reflect on their achievements and receive a performance rating based on the extent to which they have accomplished their objectives. As part of this evaluation process, supervisors provide feedback and advice, encouraging further growth and higher performance from employees.