For the ULVAC Group to achieve sustained growth, dynamic organizations must serve as a foundation enabling diverse シャッフルカジノ vipランクesources to fulfill their potential.
We will step up our engagement in organizational and シャッフルカジノ vipランクesources development more than ever, focusing on securing and cultivating tomorrow's leaders to strengthen the management base.
ULVAC holds ULVAC Global Awards of Improved Achievement (UL-GAIA) to ensure that employees share and put into practice the Basic Corporate Philosophy, the Business Philosophy, and the Employee Principles, and furthermore, to commend their activities and recognize outstanding achievements. Likening the ULVAC Group to Gaia (the Earth), UL-GAIA reflects our desire to create an award to promote Group-wide unity worldwide and to combine our energy and expertise.
The theme of UL-GAIA was changed from FY 2021, and UL-GAIA is positioned as an "opportunity to share the best practices corresponding to the Basic Corporate Philosophy, the Business Philosophy, and the Employee Principles" to ensure the wholehearted participation of the entire workforce of the ULVAC Group in UL-GAIA for the purpose of promoting deeper penetration of the Basic Corporate Philosophy, etc. embodying the ULVAC Group's shared values and its orientation.
The number of entries was greater for FY 2022 than for FY 2021. Presentations included not only the activities based on the new theme but also activities in line with the previous theme of "Production Technology/Manufacturing Technology/Business Improvement," such as value creation through improvement and reform of value chain processes, maximization of synergy across the Group, and strengthening of cross-functional support and solutions for issues affecting multiple Group companies. The outcomes (benefits) of these activities and the process of problem solving were shared.
To ensure diversity in the promotion of core シャッフルカジノ vipランクesources, we evaluate and promote employees based on their abilities, not on their inherent characteristics. For the selection of core シャッフルカジノ vipランクesources, we have set guidelines according to the composition of the workforce in order to promote selection and development free of any bias related to inherent characteristics.
ULVAC conducts the ULVAC Executive Program (UEP) with the aim of cultivating leaders who will persistently and aggressively grapple with global change. The participants selected from among candidates at ULVAC, Inc. and domestic and overseas Group companies participate in the program over a period of six months. By combining UEP with the ULVAC Leadership Program (ULP), an education program for young leaders, we will focus on developing the next generation of leaders.
Level-specific education starts with an introductory program for new employees and includes a program for employees in their second year and third year and subsequent programs according to internal qualifications and positions. We have continued to redesign our education system. Specifically, we now provide training that runs for about nine months for newly appointed managerial personnel so that they can equip themselves with the managerial skills and operational knowledge they need as managers. In addition, in FY 2022, a new training program on unconscious bias was provided for executive management and newly appointed managerial personnel. The purpose of this training is to deepen understanding of unconscious bias, which affects respect for diversity and promotion of inclusion, raising awareness and creating a climate that encourages diverse シャッフルカジノ vipランクesources to fulfill more active roles. Following the training of management, we will implement this training as a Group-wide mandatory training in the future.
Our vision is to offer a wealth of educational opportunities covering the diverse techniques and skills essential for manufacturing throughout the Group in a consistent and equitable manner. This wide-ranging education includes reskilling and the passing on of skills from one generation to the next. We are focusing on raising the level of the Group's technical capabilities through education on the fundamentals of manufacturing and vacuum technology, which constitutes essential knowledge for all ULVAC engineers. Furthermore, for trainees from Group companies in Japan and overseas, we have established a course that in a systematic manner covers ULVAC's history, culture, and management strategy as well as other subjects. We are also promoting personnel exchanges globally.
We provide training for employees engaged in administration so that they can acquire the basic knowledge required for their roles step by step and become adept. The program is designed to help trainees acquire a wide range of knowledge on such matters as economic and business trends, company policies and the mid-term management plan, basic knowledge of accounting and taxation, corporate governance, and the Companies Act, and also encourages them to take ownership of their education and training, showing initiative and pursuing personal growth with a view to the next stage of their career.
We are vigorously promoting シャッフルカジノ vipランクesources rotation in the Group, especially between ULVAC Head Office and overseas Group companies, as a measure to promote the diversity and inclusion mentioned above. Moreover, by vigorously promoting assignment of ULVAC employees to companies outside the Group on loan and vice versa, while striving to vitalize シャッフルカジノ vipランクesources and establish human networks, we aim to achieve innovation through technical exchanges.
Launched in 2016, the ULVAC Academy Portal offers and develops programs that can flexibly respond to the increase in mid-career hiring and the flow of シャッフルカジノ vipランクesources among Group companies. Incorporating methods such as blended learning, which combines online training and group training, the portal fulfilled a particularly important role in promoting self-motivated learning during the COVID-19 pandemic. We are also working to standardize training across the Group and offer an environment in which anyone can learn whenever they wish. Some 6,000 ULVAC employees have registered and are using the portal, which now supports Japanese, English, simplified Chinese, traditional Chinese, and Korean, and currently offers around 2,500 items of content.
In order to create an environment in which each employee can maximize his/her abilities and expertise, we set clear goals for each employee at the beginning of each fiscal year through fair and transparent annual personnel evaluations. We have implemented a process of setting clear goals for each employee at the beginning of each fiscal year, evaluating the degree of achievement of those goals at the end of the fiscal year, and providing feedback on the results every year. In addition, for managers, performance-linked evaluations are also conducted. This process promotes the personal growth of employees and fosters an environment in which the entire organization can develop effectively.
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5. Notification シャッフルカジノ ウィークリー