Latest achievements and future prospects for software human resource development

>>>>

Reskilling initiatives and achievements

With the advancement of technology in the automotive industry, there is currently a shortage of human resources who possess software skills in particular. To tackle this challenge, we have been focusing on "reskilling" for several years and have been developing training curriculum. Specifically, we aim to develop talent with the skills to independently develop in-vehicle systems over the course of three years.

• CASE：A term derived by combining the initial letters of the following four innovative technology/service areas in the automotive industry
  【C】Connected
  【A】Autonomous
  【S】Shared & Service
  【E】Electrification

We are currently developing approximately 100 software human resources, and among them are colleagues engaged in the mass production development of controllers for small mobility vehicles. However, since the number of product development projects within the Company is limited, some members are seconded to external companies to gain practical work experience. This enables them to work on important components for electrification and obtain opportunities to hone their skills.

Rollout of development programs

The Company's training curriculum is structured to enable step-by-step learning, from basic education to practical on-the-job training. Basic education is set for a period of three months, during which activities are conducted to share basic knowledge and deepen understanding across the entire team. After that, they will acquire skills that are relevant to their actual work through on-the-job training in project teams for each development theme. In on-the-job training, they have the opportunity to hone their skills in a real-world environment by participating in development projects that utilize elemental and applied technologies for electric products and autonomous driving, alongside project leaders and senior employees.
A reskill member who participated in on-the-job training several years ago said, "I started with no knowledge of software, but I was able to efficiently learn basic knowledge and skills." However, even though they gained knowledge, they were faced with the difficulty of putting it into practice. Recently, reflecting on such feedback, the on-the-job training curriculum has been reviewed and improved year by year. We are striving to improve their skills by providing them with experience by repeatedly engaging in practical development using virtual themes that are similar to actual projects. Furthermore, in an educational environment where members hired for software development positions participate in on-the-job training, there are more opportunities to think together with their peers, and to exchange ideas among themselves. We are cultivating their ability to think for themselves by creating an environment where junior employees can actively express their opinions.

Junior members who participated in the on-the-job training have a strong desire to take on challenges in areas where the Company's software is not yet fully developed, such as autonomous driving and Out-Car, as part of their future prospects. Members who participated in the on-the-job training are also expected to work on improving the training program as project leaders.

Career paths and the promotion of growth

In the course of growing as software human resources, the Company values enabling each employee to feel their own growth. Specifically, we prepare individual charts for each employee that visualize their evaluations, monitor their progress based on these charts, provide follow-up support tailored to each individual's aptitude, and set their career goals. Through this, we provide a diverse range of career options in areas such as technical specialist roles, management, and quality control, supporting each individual's growth in the field that interests them.

Future prospects and challenges

The Company has developed 100 software human resources to date, and is planning to develop even more in the future. We believe that advancing into software solutions in the CASE and electric product markets is important for the growth of the Company. In the future, we plan to further expand our human resources by integrating external human resources and considering the recruitment of new graduates. We also plan to put even more effort into developing human resources with expertise and those who can demonstrate leadership. As the number of software human resources we develop continues to grow, we anticipate that the variation in skills and expertise will become even greater. However, we will improve our development curriculum with the aim of raising the overall capabilities of all employees.
Also, it is desirable for software development organizations to foster a culture where members naturally teach each other. We will establish an environment where members can learn from each other about technical knowledge and work methods, aiming to improve not only individual growth through more effective skill acquisition but also organizational strength.

Through strengthening our human resources and organization, we will accelerate the development of electrification products as a new business, and the Company will continue moving forward into the future.

<<<<