Human Resources Development

Basic Approach
Main Initiatives
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Basic Approach

The Nikon Group and our diverse base of employees must pursue a relationship of mutual growth if we are to continue to be a company and a people sought after by society and our customers. We state clearly our direction and organizational goals, clarifying the skills, roles, and career paths required for individual job performance. We provide a wide range of training and development opportunities to encourage employees to grow autonomously.

Main Initiatives

The Nikon Group offers training and educational programs linked to the roles and the HR systems of the individual Group companies.

Nikon provides training and educational programs to support employees looking to enhance their own employability. For fiscal year 2025 employee education and training programs, Nikon held 415 training courses (including the training noted on the right) organized by departments specialized for employee education and attended by a total of 13,358 employees. On average, Nikon employees spent 4.72 days per year in training courses, and expenditure on training per employee was 58,804 yen. Training participants are tasked with completing a questionnaire (report) on their training course, which is then used to assess the training curriculum and make improvements.

Annual Number of Training Days per Employee

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(days)
Number of training days on average	FY2022	FY2023	FY2024	FY2025
Managers	1.1	1.1	1.7	1.5
Non-managers	3.0	3.9	4.5	5.3
Men	2.5	3.1	3.8	4.4
Women	3.8	5.1	5.5	6.3
Total	2.7	3.5	4.1	4.7

Examples of Training Offered by Nikon

Selective training aimed at cultivating the next generation of leaders and management personnel
Training to foster understanding about new roles, such as when employees are newly promoted to management positions, including department head or section head
HR training and education carried out systematically for several years from the first year of joining the company
Career Design Training at certain milestones
Targeted training for women and managerial candidates
Application-based training for the proactive acquisition of business knowledge and skills
Support for self-development through on-demand learning tools for autonomous growth

Featured

Strengthening Management Skills

At Nikon, we aim to strengthen management skills through training that helps newly appointed managers to better understand their roles. In addition, we provide training and individualized education to intentionally develop managers identified as candidates for future roles as officers.

As part of efforts to strengthen management skills, Nikon and certain Group companies in Japan have introduced a multi-source assessment. Each year, the company conducts multi-source assessment feedback training for department and section managers who are being evaluated for the first time. We assist participants in analyzing their own strengths and weaknesses and in creating an action plan for the coming year. We also strengthen management capabilities through training focused on human resource utilization capabilities, a category within the multi-source assessment, and support employee development.

Furthermore, we provide literacy training for managers on topics such as corporate governance and accounting. In fiscal year 2025, a total of 310 participants, including department and section managers from Nikon and executive officers from subsidiaries, took part in the training.

Support for Employee Independence and Autonomy

Nikon provides a variety of training programs to support employee independence and autonomy. We offer a wide range of training programs aimed at improving skills, including business facilitation training for better project efficiency and productivity.

We also offer an independent career program, which includes a mindfulness seminar, self-management training, and career design training, to support independent and continued growth in a changing environment. A total of 48 employees participated in this program in fiscal year 2025. In fiscal year 2025, we implemented measures to strengthen basic English proficiency, as overseas sales account for more than 80% of our total sales. In principle, we required all employees to take the TOEIC IP test, subsidized the examination fees, and expanded self-development language-learning programs.

To support the active participation of senior employees, we provide ongoing training, including the Career Design Training course for 58-year-olds and the Life Plan Seminar. We also held the Career Seminar for 50-year-old employees (143 participants) and the Career Design Training course for employees in their early 50s (94 participants) to support career planning beyond retirement.

Human Resources Development System (as of April 2026)