Human Resources Development

Basic Concept

Personnel Needed by Sumitomo Electric Group

Personnel needed by Sumitomo Electric are defined as those who honor the Sumitomo Spirit, understand the Sumitomo Electric Group Corporate Principles, possess high levels of skill and knowledge rooted firmly in the basics, and who can play active roles in the global community. We provide various training programs to support employees in becoming such personnel based on the concepts of the “individual employees’ strong motivation for self-development” and “on-the-job coaching and close communication between superiors and subordinates.”

Basic Concepts of Human Resources Development

Our basic concept for human resources development consists of the "individual employee's strong motivation for self-development" and "on-the-job coaching and close communication between superiors and subordinates." Specifically , we support the cycle of "management by objectives and career dialogue," "on-the-job training," and "performance evaluation and job rotation" through the "training and education at the SEI University.”  Thus, we will improve the human resource value of each individual through achievement of our corporate goals. Specialty training in each division and Group-wide training provided by the Corporate Staff Group are the two pivotal components of training and strongly support “self-development activities” and “coaching and close communication between superiors and subordinates.”

Human Resources Development

Structures and Systems for Human Resources Development

SEI University

SEI University represents the Sumitomo Electric Group’s comprehensive training and education system. With the aims of achieving corporate targets and becoming a Glorious Excellent Company, we provide various training programs in a wide range of areas at SEI University.

Fundamental Principles of SEI University

SEI University will serve as a venue for:

  • ■Disseminating the Sumitomo Electric Group's corporate philosophy,
  • ■Sharing the Sumitomo Electric Group's management strategies and vision, and
  • ■Developing employees' abilities, skills and knowledge so that they may play active roles in the global community.

Ikoma Seminar House
Ikoma Seminar House

Principal Training Programs

SEI University provides more than 300 training programs (commonly developed across the Group), including position-based compulsory programs for all group employees ranging from executives to new employees, in the three areas of human skills, problem-solving skills and technical skills. Our Group companies and divisions also organize their original training programs in the field of technical skills to have the trainees acquire the unique knowledge and skills especially required in the respective workplaces.
The following five subjects constitute the compulsory basic training, which is provided for all employees as part of various training programs:

(1)Sumitomo Spirit, Corporate Principles, and CSR

(2)Management policies and visions




In particular, the Sumitomo Spirit is positioned as the basis for employees to perform their duties. We give them opportunities to learn about it in the training programs for new employees and various position-based training programs. In addition, we always explain the relations of the Sumitomo Spirit to compliance and human rights in the relevant training programs. Furthermore, the president asks all employees to perform their duties in accordance with the Sumitomo Spirit via a video once in six months and the video is also translated into multiple languages and distributed to Group companies in Japan and overseas. For the employees to be assigned overseas, a training program to ensure that they can convey the Sumitomo Spirit in their own words in their new workplaces is organized before the transfer. We are also cultivating internal lecturers to enable the Sumitomo Spirit to be learned periodically in Group companies in Japan and abroad.

*SEQCDD stands for safety, environment, quality, cost, delivery and development, which are fundamental components in the business activities of the Sumitomo Electric Group.

Training View
Training View
Training View

Global Common Knowledge (GCK) Project

In the rapidly changing business environment, while it is getting increasingly important to improve the competence of employees, the items to be thoroughly learned by employees for the strengthening of corporate governance have also been diversified.
Based on this situation, we have organized and integrated the training programs and know-how that have been cultivated since the establishment of the SEI University to present them in a systematic manner as Global Common Knowledge and skills (GCK).
This initiative aims to clarify the content that should be thoroughly learned on a global scale and also provide an indicator for our Group companies in Japan and overseas to further improve their understanding of the training programs to be introduced in response to their respective challenges and set priorities for the programs.
Based on the GCK, we will continue to develop and provide content to be shared globally throughout the Sumitomo Electric Group, especially online materials with which employees can study wherever they are. At the same time, we will incorporate excellent external materials in order to foster our human resources. The spread of COVID-19 infection has made it difficult to organize group in-person training sessions as we did before. However, we swiftly have promoted the enhancement of our e-learning programs and the organization of online training sessions. Consequently, the training hours, especially at our group companies, are on the rise compared to pre-COVID-19 levels.

Global Common Knowledge (GCK) Project
Global Common Knowledge (GCK) Project

Promotion of Dialogue on Career

In order for each employee to grow, it is necessary for each employee to design their career visions based on their own values and ways of life and strive to realize them. They can improve their abilities by actively engaging in self-development and using the abilities developed through on-the-job training to do more challenging jobs. Sumitomo Electric, which aims to establish a win-win relationship where the improvement of necessary skills by the employees through their jobs also results in the growth and development of the company, supports employees for the purpose.
We have conventionally operated a system that has superiors have dialogue with their subordinates to support their career development when annual business targets are set. To help superiors understand the importance of and how to proceed with specific dialogues, we continue to organize a training session for them.
We also provide newly promoted managers and employees who have reached a milestone in their careers, such as age 45 or 55, with training to consider their future career according to their respective positions and ages. If they wish, they can receive career counseling from in-house career consultants after the training.

Addressing Globalization across the Group

To promote human resources development across the Sumitomo Electric Group, we provide employees of our Group companies in Japan with opportunities to attend training sessions organized by Sumitomo Electric. The number of the participants from our Group companies in Japan in the training for new employees, mid-career employees and newly promoted personnel is increasing year by year.
When it is difficult for a Group company to run training programs, internal lecturers are delegated from Sumitomo Electric to provide necessary training and other services.
Meanwhile, for Group companies overseas, to promote human resource development that meets local demand, we periodically discuss the planning and operation of various training programs (mainly for non-managerial employees) at HR manager meetings held in each country. In addition, we engage in discussions with personnel in charge of human resources and human resource development in Japan and overseas on issues related to the Group’s human resource development and training sessions shared globally.
We also organize the following training programs for management personnel commonly in Japan and overseas.


Overview of Global Common Training Programs


Executive training program
A hands-on program that involves teamwork to tackle actual management issues

In addition to the Action Learning program, this program aims to develop executives by providing opportunities to deepen understanding of the Sumitomo Spirit and acquire management knowledge. Since fiscal 2010, the program has welcomed participants from abroad as well, most of whom are graduates of the Global Leadership Development Program. Useful proposals produced through the Action Learning program have already been realized and applied to actual management.

 Global Leadership Development Program (GLP)

Global Leadership Development Program (GLP)
Target:General Manager

For this program, core general managers from various countries and various Group companies are invited to Japan. The participants listen to lectures delivered by executives, attend leadership workshops, and learn about the Sumitomo Spirit. The goal of the program is to develop human resources who can demonstrate global leadership.

 SEG Management Program based on the Sumitomo Spirit (MPSS)
SEG Management Program based on the Sumitomo Spirit (MPSS)

SEG Management Program based on the Sumitomo Spirit (MPSS)

This training program aims to share and spread the Sumitomo Spirit among core managers from overseas affiliates and to enhance their skills for managing subordinates. It is held every year in six regions: Europe, North America, China (East and South China Districts), Southeast Asia and Mexico.

Record of the training sessions

Record of the training sessions

Record of the training sessions

Cultivation of Manufacturing Personnel

Technical Training Center
Technical Training Center

Basic Concept

Training programs aimed at developing manufacturing personnel are conducted mainly at the Technical Training Center, which was established in October 2008 in the Itami Works. Based on the basic concept that manufacturing is human resources development, we promote cultivation of manufacturing personnel who support “strong” plants through the three main initiatives of 1) basic training on manufacturing, 2) practical training, and 3) training of technical staff.

Basic training on manufacturing

The underlying concept is to learn with actual machines and products. Subjects in the curriculum are wide-ranging, from SEQCDD, which are essential for manufacturing, to our proprietary technologies and techniques as well as the latest technologies including equipment control and maintenance technologies. The number of participants is growing every year. Overseas as well, we regularly provide training on basic knowledge and the maintenance of equipment in China and Southeast Asia.
We also hold a program intended to develop “strong” plant managers (equivalent to the manager of a manufacturing section) who will play a pivotal role in manufacturing. Assistant plant managers learn the concepts and knowledge required for plant managers through a six-day training course and then have an opportunity to deepen their understanding through practical operations. Then, those who are appointed as plant managers attend a two-day training course. They also participate in plant manager networking events on a regular basis to create strong plants. We plan to develop 20 to 30 plant managers every year and also cultivate general managers of overseas manufacturing divisions in looking toward the future.

Practical training

We organize two types of practical professional training aimed at cultivating key personnel who are anticipated to drive manufacturing innovation and reinforce SEQCDD improvement, namely MKP (Monozukuri Kakushin Pro Jissen Dojo, or manufacturng innovation professionals' workshop) and GKP (Genba Kaizen Pro Jissen Dojo, or on-site improvement professionals' workshop). Important challenges of the respective divisions are selected as themes, and trainees are assigned to divisions with challenges and problems that they have studied, in order to perform practical activities for the solution of these challenges and problems.

Technical Academy

Training of Technical Staff

For technical trainees, or new technical employees to be assigned to production or development, we provide training programs to equip them with the basic etiquette and attitude necessary for working professionals and the essential knowledge required for manufacturing personnel. Such training also includes opportunities for the trainees to experience cutting-edge technology. In the spring of 2022, we relocated from the training building on the north side of the Itami Works to the new building (Technical Academy) adjacent to the Technical Training Center. Using state-of-the-art equipment, we provide high-level training.