Sustainability | SocietyHuman Resources Development
Our Approach
TDK Global HR is continuously developing the Global Management Development Programs which seek to develop TDK’s future leaders, promote diversity in leadership positions, feed the succession plan and serve the business needs. Moving forward, our focus remains to continuously increase the value and impact of our training activities, to integrate a blended learning approach as an asset to provide the best possible learning experience to the participants in all circumstances, and to develop the potential of our many talented team members. With a people-centric and business-centric dual approach, we enable continuous human growth and transform human capability to meet the changing needs of the future.
Global Management Development Programs Overview
Governance
Global Executive Management Program (GEMP):
The participants are selected by the President & CEO and the Chief Human Resources Officer. The journey ends with the participants presenting their Vision and Strategy to the Board of Directors of TDK. The Directors provide feedback & guidance with regards to an eventual integration into the TDK Corporate strategy.
Global Advanced Management Program (Global AMP):
The Heads of Business Companies and HQ functions submit the nominations which are reviewed and validated by the President & CEO, and the Chief Human Resources Officer.
The CEO, the General Manager of Corporate Strategy, and the CHRO provide input to ensure the program addresses the challenges of TDK. The journey ends with the participants presenting the outcomes of their project work to the President & CEO and the Corporate Officers who provide feedback, guidance and support the project for further implementation.
Global Management Program (GMP):
Board members are Executives, and business leaders from diverse Business Companies and functions. Their role is to validate the design of the program, confirm the nomination of candidates, and actively contribute to the learning modules through coaching, mentoring and experience sharing.
Territorial Career Development Program (TCDP):
Regional committees encompass regional business leaders and top executives. Their role is to confirm the nomination of candidates, approve & guide project work, as well as being present at the final session to contribute with leadership insights & mentoring.
Please see the link for the governance system of human resources as a whole.
Related Information
Strategy
Enabling continuous growth of TDK’s team members:
the Human Growth department assists TDK’s team members to recognize, develop and realize their full potential so that TDK can meet existing & future business demands in a sustainable manner.
Human Growth provides integrated and inclusive learning opportunities to increase the value of human capability:
- TDK’s valued Team Members experience personal fulfillment as they are well prepared, empowered, and engaged to achieve their goals.
- TDK management can rely on highly competent Team Members to support and continuously develop our business.
- Our HR Community benefits from being part of the TDK Group and succeeds in their mission to attract, develop, and retain human talent.
- The TDK Group of companies can continue to perform successfully with a high-level of adaptability and sustainability into the future.
Risk Management
Ensure quality of program content:
Quality control system that evaluates the feedback given by team members, managers, and executives to ensure an impactful learning experience for TDK’s leaders. Evaluation results are reported on an annual basis to the respective stakeholders and are integrated into a continuous improvement process.
Ensure quality of diversity:
In the nomination process, the Human Growth Team actively strives to represent the best future talent in the programs, including a diverse range of locations, genders, functional disciplines and cultures. TDK aims to increase the female representation in leadership positions; This is why particular attention is paid to the representation of women in the Global Management Development Programs.
Ensure the quality of candidate profiles:
The corresponding committee and board members identify and select the high potentials to be exposed to the programs. The Succession Planning process combined with the Executive Development activities also contributes to building a sustainable global leadership pool.
Metrics and Targets
Medium- to Long-Term Targets
Human Growth department provides integrated and inclusive learning opportunities to increase the value of human capability and accelerate transformation by connecting Talent across TDK.
Execute Global Management Development:
Develop future-ready leaders, manage succession plan for TDK key positions, and enable talent mobility.
Our leaders lead by example. They actively demonstrate inclusive practices, are capable of driving transformation whilst performing, experience and leverage the unique strength of diversity at TDK. They promote clear goals, open feedback, broad & collective value creation.
Targets and Achievements in FY March 2025
| FY March 2025 Targets | Achievements |
|---|---|
| TCDP: Continue the program and evolve the design through tailored learning content that reflects TDK's strategy and changing business environment. Due to the high demand, the program is expanded in some regions from 100 to ~130 participants in total worldwide. |
Successful continuity of the TCDP in all territories by combining on-site and online facilitation. With 130 participants worldwide joining the program. Quantitative benefit of TCDP Every year, the participants of the TCDP deliver in average five entrepreneurial project ideas. These TCDP projects are an essential component of the program’s curricula, aiming to discover and provide creative solutions for specific business cases embedded into TDK’s strategic focus areas (e.g. sustainability or digital transformation). Throughout the project mode, the participants utilize available resources, identify challenges, apply knowledge, and set clear standards of quality and delivery. The project groups present to the TCDP Committee – several members of the regional management - near the end of the training program, with the ambition of impacting the organization on a regional scale. Recent TCDP project examples: TDKfit This TCDP project is an initiative to promote health & wellbeing within TDK. An European-wide sports trial within various TDK entities and countries has successfully been implemented already. Based on this success, a new fitness challenge has been rolled out for all European TDK entities in 2024, which is being followed by a global challenge in 2025 combined with the World Athletic Championship. Currently, 14% of TDK’s team members within Europe – considering a high variety of TDK locations and functions – have taken part of this initiative, rising trend. In 2025, we anticipate more team members will participate as Health is an opportunity to connect via a global platform with universal purpose. |
| GMP: Successful run of the cohort by creating effective synergies and conveying a deep understanding of TDK’s structure (50 participants per year). | In the context of increasing leadership complexity, live the strengths of TDK United and develop essential inclusive leadership practices and management skills. The GMP welcomes 53 participants in the FY March 2025 cohort. |
| Continue developing executive talent, transformative leadership competencies and future-readiness capabilities through Global Advanced Management Program (Global AMP). Accelerating connections across TDK to enable transformation. |
The participants experience the TDK United spirit and build a strong bonding and networking throughout the journey. With the objective of maximizing the impact of learning, program design evolves with the changing business circumstances and strategy of TDK. Quantitative benefit of Global AMP Every year, Global AMP the participants deliver on average four Impact Projects. The impact projects are a critical component of the Global AMP journey. The projects are aimed to solve Strategic issues at the TDK Corporate level or tackle opportunities/challenges shared by clusters of companies. The participants are invited to collectively identify what value-creation activities will maximize the enterprise value for TDK, support the new mid-term plan and the long-term vision. They are asked to integrate financial and pre-financial value in their project which they present to the ECM near the end of the training program, with the ambition of impacting the organization on a global scale. Recent examples: TDK Failure & Cost Reduction Journey using AI: This Impact project team worked on a major problem; Operating Profit swallowed by Quality Issues. The team presented a solution to reduce by over 30% Failure cost With AI Process Mining. They estimated 1.4BJPY saving on 2 FY by running 3 pilots in different Factories, from very different technologies and Business Companies proving the solution is scalable. “GAMPBot: Connecting Innovators, Accelerating Transformation”: This Impact project team worked on a solution to resolve a pain point which has been expressed in our team member engagement surveys: remove barriers to execution and increase productivity. The team developed a scalable generative AI solution (in experimentation phase) that can conduct human-like conversations to connect innovators. The positive outcome is to connect the experts, increase the speed of sharing, production and material know-how and by this accelerate product innovation as TDK United. |
| Prepare for the third cohort of the Global Executive Management Program (GEMP) |
The design of the GEMP journey is adapted to the changing business circumstances and addresses the future challenges of TDK. Create a long-lasting and valuable experience for the participants who will build their vision and strategy for TDK and materialize innovation and entrepreneurship within TDK. Example from last GEMP: Creationof a new Company (TDK SensEI), expanding the Business Portfolio and enabling TDK to ride on both AI and Sustainability mega trends to contribute to energy efficiency, decarbonization through smart manufacturing. |
Evaluations and Future Activities
| FY March 2026 Goals |
|---|
| TCDP: Successful run of the cohort while continuously evolving the training design on TDK’s business & strategy to maximize the impact of the program. Focus on developing diversified team members, increasing female representation, and expanding network and connections to enhance innovation, competitiveness and promote culture. Due to the high demand, the program is expanded in some regions (100 - 130 participants in total worldwide, reaching almost the number of 800). |
| GMP: Successful run of the cohort by creating effectful synergies and conveying a deep understanding of TDK’s structure (~50 members and passing the number of 100). Actively integrating inclusive leadership practices, sharing expertise and perspectives, increasing gender diversity to create leadership impact. |
|
Global AMP: Successful run of the FY March 2025 cohort (~25 participants per year and passing the number of 130 alumni). Focus on enhancing business entrepreneurship and innovative capabilities to meet the changing needs of the future, driving transformation whilst performing in today’s business, accelerating connections across TDK to enhance agility, experiment the unique strength of diversity at TDK and lead-by-example to inspire. |
| GEMP: Further development and integration of the GEMP initiatives into the long-term strategy of TDK. The program creates a process – beyond training – that materializes innovation and entrepreneurship within TDK. The next GEMP cohort will be in 2026 (~10-15 participants per reaching the number of 35 alumni). |
Initiatives
TCDP (Territorial Career Development Program)
TCDP is a 10-month journey encompassing in person and virtual modules in four territories: Greater China, Other Asia & Japan, Americas, and Europe.
Training is focused on leadership essentials, managing self, managing a team through empowerment and inclusive leadership practices, mobilizing and communicating to drive change, communicating and presenting to inspire, and materializing value through a business project providing the opportunity to apply what the participants are learning, and accelerating connections and networking across functions, companies and countries.
The goal of TCDP is to strengthen the performance, engagement and professional maturity of talented team members (employees), to develop leadership and management competencies as to ensure the continuity of talented management within the TDK Group.
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Business benefits:
- Develop talents: TCDP develops the next generation leaders.
- Transform human capability: TCDP supports global succession planning for key positions and the development of globally capable leaders who can contribute to diverse fields and cultures.
- Integrate inclusive leadership: TCDP enables deep understanding of management methods and principles, develops leadership skills, increases team member engagement and self-awareness.
- Drive TDK United: TCDP participants build stronger bonding and partnership among TDK members. global succession planning for key positions and the development of globally capable leaders who can contribute to diverse fields and cultures.
GMP (Global Management Program)
GMP is a 2-year journey, with 6 in person modules taking place in different TDK locations worldwide. It is a program for engaged managers with several years of experience and high potential for higher positions within the TDK Group.
The program widens perspectives beyond own business and functions, increases leadership skills, creates awareness about the challenges of General Management. It creates strong bonding and partnership among the participants from different TDK entities, functions, business environment & culture.
The modules are very diverse: participants learn, among others, about Leadership in a global and intercultural context, Business Strategy, Speaking and presenting with impact and TDK’s diverse technologies and business by visiting different sites and interacting with the local Management.
In complement, a dedicated online GMP curriculum is available in the TDK Digital Learning platform ‘Weconnect’ which enriches the learning. (From ~1500 to ~940 characters)
Business benefits:
- Drive diversity & global collaboration: GMP enhances participants’ network, knowledge, inclusive leadership practices and understanding of TDK organizational structure & challenges.
- Develop talents: GMP supports global succession planning by empowering participants in their career development towards upper management positions.
- Create value: GMP widens the perspectives of the participants beyond their business scope and to learn about the complexity of General Management.
- Foster TDK United: GMP expands partnership among TDK network members towards a TDK United.
Global AMP (Global Advanced Management Program)
Global AMP is an 8-month journey encompassing 3-in-person modules, 1 online module and several virtual sessions. Participants are General Managers and Deputy General Managers (or candidates who are newly promoted to such positions).
The goal of the program is to support & empower participants to be future-ready leaders, to learn and practice the tenets of transformational and inspirational leadership while creating stronger bonding and partnership among TDK Group companies.
An integral part of the Global AMP journey is the projects-based learning approach which is linked to TDK strategic issues and enables collaboration and knowledge sharing in the TDK context and value creation for the organization. At the end of the Global AMP journey, the participants present their project and strategy to execution to the TDK Top Management. (from ~1300 to ~830 characters)
Business benefits:
- Transform business: Global AMP is built upon and serves the TDK Corporate values, cultures, and mid-term plan.
- Culture of diversity: Global AMP supports global succession planning by empowering participants in their transition to executive level roles.
- Drive innovation & complexity: Global AMP develops the ability for strategic vision and thinking, innovation and strategy execution.
- Live TDK United: Global AMP participants create stronger bonding and partnership among TDK Group companies towards TDK United.
GEMP (Global Executive Management Program)
GEMP accelerates bonding and collaboration at the highest levels of the company, bridging Eastern and Western leadership philosophy and serving the Top Executives’ succession plan. It’s an 8-month program, with 3 in-person modules of a week each. Participants are potential or newly appointed Corporate Officers. The program is triggered by the revision of the mid-term plan.
Long term vision and strategy are brought into projects with the objectives of exploring the future with an entrepreneurial mindset and of getting TDK’s Top Management approval for strategy execution.
GEMP’s dynamic design supports TDK in its mission of creating a stronger resilience through the deployment of inspiring and transformative top class leadership crossing borders and cultures. (from ~1050 to ~760 characters)
Business benefits:
- Lead by example: The GEMP program reinforces TDK’s United spirit, transformation and value creation mindset among the participants, related group companies, and corporate functions.
- Drive transformation: GEMP brings the participants to a higher level of awareness regarding the mega trends and major transformations; as well as creating synergies to increase business / cost efficiency / overall resilience of TDK.
- Create a sustainable future: GEMP puts the participants in the position of envisioning TDK’s sustainable growth and contribution to the world, while preparing the foundation for the next mid-term plan (and potentially long-term strategy). The program provides a space to materialize innovation and entrepreneurship within TDK.
World-wide Communication & English Training
The Global Communication & English (GCE) program is dedicated to fostering seamless communication among TDK team members. We have implemented an annual enrollment system that incorporates a Blended Learning approach, designed to maximize outcomes. Each year, English training commences in April, following a comprehensive assessment of training needs conducted through an oral English proficiency evaluation.
Beyond the standard training offerings, the GCE project is committed to supporting targeted team member profiles who necessitate enhanced English proficiency to fulfill their specific roles. These individuals may be engaged in international assignments, participating in management development programs, or emerging as global leaders.
The GCE team is now advancing to the third stage by introducing informal learning through the TDK English Club. This initiative provides a safe space for team members to practice English within the organization.
