Based on the Technical Education Center that was established in October 2002, the "Education Center" was renamed the "Human Resources Development Center" in April 2015, and the "Human Resource Development Dept." in April 2017, in order to expand the company-wide implementation of job-specific education, technical education, and recruitment operations. In the same year, the "Service Technical Training Center" was established as a section organization within the Service Division with the aim of supporting engineer technical education. After that, in April 2019, the recruitment operations were transferred to the Human Resources Dept., and in April 2020, the "Service Technology Training Center" was transferred to the Service Planning Div.
The Human Resource Development Dept. is currently planning, revising and promoting human resources development programs that aim to strengthen the human resources foundation by building and operating "living" educational programs that match business needs and support the voluntary growth of employees.

In order to introduce and improve the various skills that change with changes in the business environment and times, the "Necessary Skills Identification Meeting" was established in May 2003, and was later renamed the "Joint Meeting of Persons Holding Multiple Positions".
In April 2024, the "Joint Meeting of Persons Holding Multiple Positions" consisted of 18 members from the service, management, and indirect departments, and it was responsible for sharing information between departments, identifying and proposing educational needs, and conducting verification.
In addition, working groups have been set up for each theme, and proposals are made to the "Board of Education". The decisions made by the "Board of Education" are then implemented at the "Joint Meeting of Persons Holding Multiple Positions" of the Board of Education and the Board of Trustees, and other educational measures are being taken to understand the needs of the frontline and reflect management issues.

In April 2012, the "Human Resources Development System" was put into operation with the aim of enabling the centralization of information such as educational plans and records of educational implementation, and the " Business Certification System" was put into operation with the aim of certifying the work of departments other than services. In addition, in November 2022, the "Human Resources Development System" and " Business Certification System" were replaced with intra-mart.
The in-house e-learning system was updated to the “Knowledge Deliver e-learning system” in June 2014, and new functions were added that made it possible to create a wide variety of teaching materials, making it possible for each department to create their own e-learning materials.

With regard to the detailed examination of course content, we are implementing the consolidation and revision of courses and content based on the needs of human resource development and discussions and proposals made at the "Joint Meeting of Persons Holding Multiple Positions".
1.Hierarchical education
In order to understand the needs of the workplace and solve management issues, we are continuously reviewing the content of our training, and from fiscal 2016 we have moved the submission of training papers back by nine months to ensure that there is sufficient field experience time for the creation of the papers, and from fiscal 2023 we have changed the instructors to supporters and changed the venue for the training paper presentations to a presentation meeting held by each headquarters, with the aim of creating a venue for the presentation of training papers that is more suitable for the presentation of individual results.
As a measure to quickly strengthen the development of management talent, we changed the Globis management training program, which was previously a selective education program for section managers, to an e-learning program, and introduced it to the education of engineers and section chiefs in lower-level positions, supplementing the business skills that managers should acquire early on. For section managers, we introduced two Hitachi Group management training courses and management training (external training) for the solution business, which were previously our own unique courses, enhancing the education of upper-level positions.
In addition to the existing course, the department head level has introduced one Hitachi Group management training course and two Hitachi High-Tech courses, to acquire the management knowledge required by the Hitachi Group and Hitachi High-Tech, and to develop the human resources of the next generation of leaders.
In terms of developing global human resources, although we began participating in the Hitachi High-Tech Overseas Business Training Program in 2013, we continued to struggle to achieve the TOEIC score required for participation, and in 2018, we introduced the Hitachi Academy Short-Term Language Study Abroad Program (Young Employee Overseas Dispatch Program) with an eye to overseas business training, and six people took up the challenge.
2.Technical Education
The "Joint Meeting of Persons Holding Multiple Positions" is revising technical training to meet the needs of each service department.
In October 1991, the course in service engineering was started, and in April 2014, the course was shortened by integrating reliability engineering and failure analysis. The course was terminated in June 2023, and we are currently considering alternative education.
In August 2008, training to improve service quality was started, and the content was revised and implemented, but in April 2022, it was integrated into service quality improvement activities and transferred to the Service Quality Promotion Dept.
In April 2007, the course began with practical network construction and basic PC understanding and usage skills, and from April 2014 the content was reviewed and from April 2021 the course was outsourced.
In April 2007, the course on the basics of electrical circuits began, and with the exception of new employees, the course was completed and integrated into the basic technical training for new employees in April 2020.
The basic technical training for new employees was started in April 2017, with a focus on acquiring Level 1 technical skills, in line with the revision to the new technical certification system (for a period of one year). In April 2020, the training for new employees was revised to acquire Level 1 technical skills in the period from April to June, and it is being continued.
In April 2007, we started the Basic and Introduction Courses to strengthen customer support, and in January 2022, we revised the content to reflect the addition of service science and business needs, as well as the replacement of old video teaching materials (magnetic tapes, pagers, electronic organizers, etc.).

In order to realize our corporate vision of "Being the best partner to co-create the Next step", we need to strengthen our human resources base (promote human resources development to improve customer responsiveness) with the mission of "building and operating "living" educational programs that match business needs and supporting the voluntary growth of employees".
In line with the Hitachi High-Tech Group's policy of standardizing and unifying basic training for service engineers worldwide, we will promote and refine (selective/tiered/technical) various human resource training programs.