Human resource development

At Ono Sokki, we believe that people themselves are the added value, and we aspire to be an organization where people create added value.
We provide various educational programs and opportunities to cultivate the human resources needed by the company, and to enable employees to grow as professionals themselves.

Our company's basic policy for human resource development is "to cultivate high-value-added human resources," which we define as follows:

1. The ability to think for oneself, take on challenges, and make judgments.
2. They possess the ability to engage others through actions centered on the keyword of support.
3. They possess advanced professional skills and can perform our core business operations.

To cultivate the kind of talent described above, we implement the following training programs.

• Technical staff will participate in a six-month new employee training program following their initial training, where they will gain experience in multiple fields within a real-world work environment.
• This training plan reflects the company's desire for employees to gain broad work experience from an early stage, thereby honing their careers as engineers through rotational training in various technical departments.
• For generalist positions, training will be conducted in multiple departments for approximately three months after the initial introductory training.

We hold study sessions on various themes such as "electrical engineering," "mechanical engineering," "control," "software," "sound and vibration," "sensors," "automotive," "AI," and "MBD (model-based development)."
Technical staff members participate in each theme, regardless of their assigned project or job title.
We provide an environment where you can acquire diverse skills and know-how while staying within the company.

• Provision of e-learning materials
• TOEIC IP In-house Examination
• Online English Conversation

As a tool to support self-improvement, we have introduced "e-learning," which can be taken online.
During the implementation period, you can learn as many times as you like, making it an effective tool for individual study.
(Examples) Management courses, PC courses, language courses, and many others.

• Hierarchical training (2nd year employee, 5th year employee, newly appointed managers, management skills development, newly appointed section chiefs)
• Turning Point Training (6 months after joining the company, 4 years after joining, age 33, age 43, age 53)
• Qualification acquisition courses conducted by in-house instructors (e.g., electrician, professional engineer)
• WBS (Work Breakdown Structure) Training
• Specialized technical training and lectures by external organizations.
• safety education

To ensure that each training program yields positive results, we conduct post-training evaluations, analyses, and feedback. The aim is to encourage initiative and connect the insights gained from the training to career development by applying them to daily work. We will continue to refine the PDCA cycle to provide even better opportunities.