Our People

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Epson develops and trains its human resources in line with a Human Resources Development Policy established in 1996. The policy states that Epson will "..support employees who have aspirations for self-actualization, to connect all the companies in the Epson Group with people, and to nurture employees so that both corporate and individual objectives are met." We provide training so that our people understand their roles and what is expected of them as members of the Epson team. Training enables them to work and communicate effectively, solve problems and achieve goals, and experience personal and professional growth.

In fiscal 2012 Epson introduced a new personnel system that specifies clear roles and requirements for management in terms of both business and conduct. To ensure the efficacy of the system, Epson has implemented a training program that aims to ensure that managers acquire two essential management skills. In one course they learn our strategic business objectives and acquire the skills that allow them to rapidly and nimbly respond to internal and external changes in the business environment. In the other course they acquire the skills that enable them to support the growth and development of the people who report to them by putting organizations and individuals in a position to succeed.

Epson also conducts group trainings for new hires, junior staff, and others in pre-management positions to develop talented people for future management positions.

Human Resources Development Policy

General Concept of New Personnel System for Middle Management

Practicing Off-the-job Training on the Job

A feature of human resource development at Epson is that we provide level-based group training at every juncture along the career path, from entry level jobs through management, and give employees a chance to put into practice on the job the knowledge they acquire.

After completing group training, new hires undergo a one-year practicum. Other employees who complete other group trainings undergo a three-month practicum. During the practicum, employees prepare action plans based on what they learned and put these plans into action on the job under the supervision of their supervisors, thus enhancing their ability to use the knowledge and skills they learned during training, in their actual jobs.

Epson has used a management by objectives systems for more than 30 years. Managers and their subordinates work together to set objectives that they can both agree on. Progress toward the objectives is periodically reviewed, end results are evaluated, and new, higher objectives are set. The management by objectives system is itself an on-the-job human resource training system. It is a win-win development cycle in which individual growth leads to growth of organization and company.

Training System (Japan)

Training Initiatives

Middle Management Training

Epson offers a course in management practices to its middle managers worldwide. The course is designed to teach aspiring managers the roles and responsibilities of managers, and to provide them with the knowledge, skills, and conduct they will need to practice to effectively serve in a management capacity. The course is also structured so as to give participants an opportunity to practice in the workplace what they learned in the course.

In fiscal 2013, a course was held for employees from Japan who are posted in the United States, Indonesia, China, the Philippines, and Singapore.

Also, in February 2014, we held a Global Incubation Seminar in Japan for 25 members of middle management from 15 of our overseas affiliates, as well as 3 from Seiko Epson. We have been holding this seminar every year since 1999 to develop future business leaders and to spread and ingrain Epson's Management Philosophy. Seminar participants hear the president's vision and ideas directly from him and get a clear sense of the direction the company is headed. They are reminded of Epson's values and mission, which is to exceed customer expectations. They learn things that they can put to use on the job. The seminar also gives participants an opportunity to build relationships within Epson, with people engaged in very different operations.

President Usui (center of front row)
with GIS participants and instructors

"Campfire" discussion

Groupwork presentations

Training for New Employees in Japan

Epson considers the first year of employment to be a training period during which new employees learn about the Epson approach to work.

For the first three weeks, new employees in Epson Group companies in Japan gather at the Head Office for group training, where they learn the following:

  • Conduct expected of them as Epson employees
  • The mindset and attitude necessary for practicing the art and science of manufacturing, which is the foundation of Epson's compact, space-saving, high-precision technologies
  • The importance of working cooperatively as a team

Training ranges from lectures on the Epson Code of Conduct to hands-on training in manufacturing.

Training to think about customer satisfaction

In 2014, we added a new training program to get new employees to think about customer satisfaction through practical experience. New employees learn the importance and enjoyment of working in teams, through group activities that take place throughout the training period.

After they complete group training, new employees are sent to the department where they have been assigned. There they learn their job through on-the-job training under a mentor. Mentors are usually selected from among young employees with two or three years of experience. They produce training plans tailored to the individuals they will be mentoring and, for a full year, provide them with the support they will need to stand on their own. Mentors themselves are expected to grow through this experience.

At the end of the first year, the new employees gather again for a follow-up group training, where they can observe how they and others have grown and developed. To further solidify the foundation they have built as a business professional, they review the previous year and consider action plans for the next year and beyond to achieve further growth and expand their contributions.

Creating Value That Exceeds Customer Expectations and the Monozukuri Juku

The Monozukuri Juku, one of departments in Seiko Epson Head Office, is an in-house manufacturing school that Epson organized 12 years ago to develop young technicians and provide them with practical manufacturing skills.

Epson creates produced quartz watches, inkjet printers, 3LCD projectors, and other products that draw upon the company's strengths in compact, energy-saving, high-precision technologies by constantly honing its technology and skills in micromachining, key components, and mechatronics. The Monozukuri Juku operates on the belief that training in the manufacturing arts builds character. It plays an important role in increasing the customer value that Epson creates by passing down these technologies and skills and by developing versatile people who can accomplish a broad range of tasks.

Plastics technology is one of the basic parts
processing technologies taught

Specifically, the Monozukuri Juku teaches the basics of component processing to provide selected young employees with the skills needed to produce a variety of parts that go into Epson products. It also provides them with the skills and experience necessary to automate and otherwise increase the efficiency of manufacturing lines.

The aim is to foster personal growth and achieve organizational objectives by sending employees who finish training at the Monozukuri Juku to Epson's manufacturing sites around the world, where they put their knowledge and skills to work in line with the "5-Gen" principle1. to create worthwhile products that exceed customer expectations.

1 These are the basics of problem-solving in manufacturing, wherein improvements and solutions are identified through direct observation [Gen-ba (actual site), Gen-butsu (actual things), Gen-jitsu (actual facts) and in accordance with Gen-ri (principles) and Gen-soku (standards).

Participation in the National Technical Skills Olympics

The 51st National Technical Skills Olympics were held in Chiba, Japan, from November 22-25, 2013. This annual event gives young people (up to 23) in skilled trades a chance to show off their skills in public, in a competitive environment. This year 1,127 competitors tested themselves by working to complete demanding projects in 40 different trades.

Epson has participated in the National Technical Skills Olympics since 1971. As a manufacturer, Epson needs to pass down critical advanced skills from experienced engineers to the next generation, and we will continue to use the Technical Skills Olympics as one way to motivate young engineers who train intensely for a chance to compete.

Epson Award Winners at the 51st National Technical Skills Olympics

Press conference with
award winners

Press tool-making

Taira Sakai

Fighting-Spirit Prize

(two person team)

Ryoma Furuta
Satoki Furuya

Fighting-Spirit Prize

IT network system administration

Takumi Ozawa

Bronze Prize

Web design

Tomohiro Sone

Bronze Prize

FY2013 Workforce Composition and Training Data

Workforce Composition

Main Online Courses (Japan)

Training by Employee Level