Basic policy

We believe that our staff are the driving force behind our growth as a company, and we will provide opportunities to our staff so that they may reach their true potential.

• The customer is number one
  A person who can put themself in another person's shoes.
• Sincerity & honesty
  A person who tackles everything with humility and dedication.
• Improving & innovating
  A person who is never satisfied with the status quo and thus is always looking for ways to improve and innovate.
• Actual places and things
  A person who is committed to actual places and things to learn and act quickly.
• Sense of ownership
  A person who takes ownership in identifying issues and problem solving, and acts accordingly.
• Challenging
  A person who sets lofty goals and proactively strives for self-improvement.
• Sincerity
  A person who faces people and work with sincerity.

Training programs

Fuji provides employees with a variety of training programs for career advancement, ranging from new employee training to learn the basics of working life, to specialized training for current employees to acquire the knowledge and skills necessary for their positions. In addition, we provide an extensive support system for acquiring certifications and distance learning programs, furthering the self-development of highly motivated employees.

• Engineer development: Engineering training

  Fuji is committed to fostering the skills of its engineers. One of the courses reflecting our commitment is this engineer program called "Sokaijyuku training". Followed by orientation and onboarding programs designed for shifting the mind-set of graduate hires who have just entered the workforce, from students to adults, and practical factory-floor training to learn manufacturing practices, graduate-hire engineers (including those from group companies in Japan) are provided with this practical training program. The purpose of this training is to acquire basic knowledge in various fields that are essential for engineers at Fuji, without being bound by their academic background. Through classroom lectures and hands-on practice, trainees will experience the joy of manufacturing and take the first step toward becoming a first-class engineer.
  976 hours per person were devoted to Sokaijuku activities for 25 graduate-hire engineering employees over the six-month period from September to March in fiscal 2024.Divided into several teams, they designed and developed a simple robot with a mechanism similar to that of Fuji's mainstay SMT pick and place machines. They arranged parts, assembled their own robots, and verified operation within a set of rules. At the final phase of the program, all the trainees went through an in-house competition where their robots competed against one another in front of senior management. By provision of this program, we foster the talents of trainees so that they may acquire basic knowledge beyond their expertise and experience the joy of development through the product development process and trial and error experiments. This investment in the development of engineering talent aims to instill self-reliance at an early stage.
  Once they graduate the Sokaijyuku, they will be involved in teaching the next generation as instructors and organizers. In turn this fosters the upskilling of mid-career engineers, establishing a positive engineer development cycle.

  
  

   

   

• Global training: Global talent upskilling program, Multi-skilled human resources development program

  As part of our efforts to develop global talent, we provide our employees with opportunities to take educational programs including online English conversation courses, to study abroad for a short period at language schools, or to take business training at our overseas subsidiaries by staying abroad for a certain period. The aim is to nurture human resources with both language skills and expertise in engineering and other specialized fields, so that they can play an active role on a global scale, with a future possibility of positions to overseas subsidiaries.
  With the aim to nurture engineers who can develop products with a user perspective, we provide young engineers with the multi-skilled human resources development program. In this program, they can experience product installation, call center work, and staff support at service bases. This program also incorporates a certain period of oversea experience.

  

   

   

• Rank-based training: New manager training, leadership training

  Every year, we conduct new manager training for employees who have been newly appointed to managerial positions. The purpose of this program is to deepen the awareness of managers and stimulate their work, and to share issues regarding the management and development of subordinates through exchange of opinions among managers. We also strive to deepen their knowledge of OJT, intellectual property and finance, and to improve their presentation skills through presentation courses.
  Our leadership training is designed for employees at a leadership level to learn mainly about leadership, communication, team member development. After the training period, participants are given the opportunity to put what they learned into practice in team-based activities in which they are expected to take initiatives as a leader to solve issues and improve the culture at the workplace over several months. Through such activities, we are working to improve the leadership and organizational skills of our employees.

   

   

• Digital talent development: Workplace digital transformation program

  With the aim of developing human resources who drive work reforms, we started a program called "Gyokakujyuku" in fiscal 2023. Through the "Gyokakujyuku" program, we are providing education, internal training, and usage support of various digital tools, including RPA, to promote digital transformation, creating an environment where employees can use such tools to streamline and automate their work, analyze data, and other tasks. In fiscal 2024, we started a digital challenge program, called "Digi-challe", in which awards are given to employees who improve their work using digital tools recommended by the Company, in order to add momentum toward the company-wide use of digital tools. In fiscal 2025, we will also introduce a DX talent certification system to visualize the status of employees who can use digital tools, accelerate digital talent development, and establish the certification levels.

   

   

Career development and fair evaluation

Employees set work goals and goals for personal growth every six months. Superiors and subordinates have discussions at the start of the term and mid-term to communicate and reach mutual recognition on the efforts being undertaken to achieve career development goals. Evaluation interviews are held at the end of each six month period for all employees (excluding part-time employees), where we strive to conduct fair evaluations based on self-assessment and attitude toward work.

Staff placement

In order to achieve business growth and to enable each employee to fulfill his or her potential and develop his or her career, we not only allocate human resources optimally within the company, but also exchange human resources among group companies in Japan and overseas. In addition, to prevent talented people from being hidden, we strive to understand the qualities and abilities of each employee and provide opportunities for them to fully demonstrate their abilities, and we are conscious of giving priority to employees who are highly motivated and make efforts to grow.

Patent reward

Fuji implements intellectual property activities that stand on three pillars: business strategy, technology strategy, and intellectual property strategy, and actively applies for patents both in Japan and overseas. To motivate employees, we have established a reward system for inventions and actively support employees in obtaining patents.