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 People and Sustainability 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 validate the nominations. The President & CEO, the General Manager of Corporate Strategy, and the Chief People and Sustainability Officer 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 take an active coaching part in the learning modules.
Territorial Career Development Program (TCDP):
Regional committees encompass regional business leaders and top executives. Their role is to confirm nomination of candidates, approve & guide project work as well as being present at the final session to contribute with leadership insights & advice.
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 in order to ensure an impactful learning experience for TDK’s leaders. Report of the evaluation results on an annual basis to the respective stakeholders.
Ensure quality of diversity:
In the nomination process, the team around Human Growth actively strives to represent the best future talent in the programs, including a diverse range of locations, genders, functional disciplines and cultures.
Ensure the quality of candidate profiles:
In order to build a global leadership pipeline, the corresponding committee and board members identify and select the high potentials to be exposed to the programs.
Metrics and Targets
Medium- to Long-Term Targets
Human Growth department provides integrated and inclusive learning opportunities to increase the value of human capability.
Execute Global Management Development:
Develop future leaders, manage succession plan for TDK key positions, and enable talent mobility.
Our leaders lead by example. They actively demonstrate inclusive practices, drive Transformation, and promote culture: clear goals, open feedback & broad value creation.
Targets and Achievements in fiscal 2024
| Fiscal 2024 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. Example from T128 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 will be followed by a global challenge in 2025. Currently, 14% of TDK’s team members within Europe – considering a high variety of TDK locations and functions - are part of this initiative, rising trend. |
| GMP: Successful run of the cohort by creating effectful 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 49 participants in the fiscal 2024 cohort. |
| Continue developing executive talent and competencies through Global Advanced Management Program (Global AMP) and creating a valuable program experience. | 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 the learning, the program design evolves with the changing business circumstances of TDK. Quantitative benefit of Global AMP Every year, Global AMP the participants deliver in average four Impact Projects. The impact projects are a critical component of 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. Example from T128 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 in 2 FY by running 3 pilots in different Factories, from very different technologies and Business Companies proving the solution is scalable. |
| Launch the second 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 valuable program experience for the participants who will build their vision and strategy for the future of TDK. |
Evaluations and Future Activities
| Fiscal 2025 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 to enhance competitiveness and promote culture. Due to the high demand, the program is expanded in some regions (100 - 130 participants in total worldwide). |
| GMP: Successful run of the cohort by creating effectful synergies and conveying a deep understanding of TDK’s structure (~50 members). Actively integrating inclusive practices to create leadership impact. |
| Global AMP: Successful run of the fiscal 2024 cohort (~25 participants per year and passing the number of 100 alumni). Focus on transforming human capability to meet the changing needs of the future, drive transformation, and inspire. |
| GEMP: Further development and integration of the GEMP initiatives into the long-term strategy of TDK. |
Initiatives
TCDP (Territorial Career Development Program)
Territorial Career Development Program (TCDP) develops the next generation leaders. TCDP originated at TDK Electronics Greater China. Since 2018, Global HR has deployed TCDP on a territorial scale: Greater China - Other Asia & Japan - Americas - Europe.
TCDP provides training around leadership essentials, people management, driving change, inspiring communication and presentation, and value creation.
The goal of TCDP is to strengthen performance, motivation 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. The objective is also to create a strong bond and partnership between TDK members from different sites, cultures, and experience. Participants work on a “real-life” team project throughout the program. The projects provide participants the opportunity to apply what they are learning in each face-to-face module. At the last module of TCDP, they present the culmination of their efforts to a TCDP Committee and get a final appreciation for their work and overall learning journey. This active learning is a crucial part of the program’s DNA.
The program is designed in five training sessions over a 10-month period. Depending on the territory, a mix on on-site & online training session is facilitated. For the on-site modules, the participants meet at different TDK companies and sites to get to know TDK’s local business. A dedicated online TCDP learning channel complements the program.
TCDP is aimed for talented team members, having managerial or supervisory experience and high potential for future growth, of any function from any location within the TDK Group. The program is held in English.
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.
GMP (Global Management Program)
GMP is aimed to be a personal and professional management development program for talented, engaged TDK team members having several years of management experience, and showing high potential for further growth within the TDK Group.
The program widens perspectives beyond own functions, increases leadership skills, creates awareness about TDK´s organizational structure & the challenges of General Management, and offers the opportunity to create stronger bonding and partnership among different TDK entities, functions, cultures, and experiences.
The program runs over a period of two years with the unique reformation of half of the participants each year. The overall journey consists of six face-to-face modules of 2-3 days each and taking place at various TDK locations worldwide if the situation allows. The GMP cohort consists of up to 50 participants, who are distributed into two groups of up to 25 participants each, to ensure the best possible learning, interactions and group dynamics. The allocation to the two groups is based on their main working activity. Within the journey, 2 sessions are held with the whole group, the remaining training sessions are held in the two small groups with one overlapping day in the big group.
Each module is driven by a main content stream, such as “Leadership & Intercultural Training” or “TDK’s DNA”. In addition, a dedicated online GMP Learning channel is available in the TDK Digital Learning platform ‘Weconnect’ which complements the leaning journey.
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 Advanced Management Program (Global AMP) introduced in 2019 is aimed to develop future leaders and to strengthen their competences around strategy, change management & innovation management. The goal of the program is to support & empower participants in their transition to executive level roles, 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 project-based learning approach which is linked to TDK strategic issues and enables an immediate learning application and knowledge sharing in the TDK context. At the end of the Global AMP journey, the participants present their project to the TDK Top Management.
Global AMP is offered annually. The design of the journey is an 8-month program, encompassing three face-to-face modules and one online module, in total 14 training days. In addition, short sessions are held online to enrich and complement the journey. Participants are either General Managers or newly appointed General Managers and Deputy General Managers (or candidates who are newly promoted to such positions). Each cohort is limited to 20-25 participants and with this year, with close to 100 alumni overall.
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)
The Global Executive Management Program (GEMP) introduced in 2020 is about leveraging diversity and becoming a “top manager of change” while detecting and managing innovation that leads to business development strategies.
The goal of GEMP is to create stronger bonding and collaboration among TDK Group companies and Corporate Functions, to embrace TDK United spirit at the highest levels of the company. This supports TDK in its mission of creating a stronger resilience through the deployment of inspiring top class leadership crossing borders and cultures.
GEMP bridges the Eastern and Western leadership philosophy, contributes to the development of the new generation of TDK Group Executives and serves the succession plan. Strategic issues are brought into projects with the objectives of serving the mid-term and building the long-term plan of TDK. These visionary projects are presented to TDK’s Top Management at the end of the journey. Individual coaching sessions support the participants in their development to become inspiring global leaders.
The journey is originally designed in three face-to-face modules of 5/4/4 days, in total about 8 months. The locations change every cohort to adapt to the TDK context and to serve the GEMP journey appropriately.
Participants are either potential or newly appointed Corporate Officers. Each cohort is limited to 10–15 participants and we have reached 23 alumni since the program was launched. The program is not held every year as it is triggered by revision of the mid-term plan.
It can also be prolonged beyond one year to support the participants in turning their vision into reality, a second and crucial phase of the GEMP.
Business benefits:
- Lead by example: The GEMP program reinforces TDK’s sustainable strategy, speed and value creation approach 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 creates 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).
World-wide Communication & English Training
Global Communication & English Training:
The focus of the Global Communication & English (GCE) program is the improvement of the communication fluency amongst TDK team members. As TDK has now expanded into over 30 countries, simple and clear English communication, as well as intercultural competence are important to reduce misunderstandings, increase global efficiency, and expand career development opportunities.
TDK commenced the 6th worldwide annual English training after identifying the training needs through an oral English assessment test. The uniqueness of the TDK-GCE English program is based on the collaborative teamwork between GCE Admins & the GCE team. About 100 GCE admins are key stakeholders that drive the learners’ engagement by directly supporting and communicating with them. The GCE team is also helping admins by sharing best practices, offering high quality language instruction programs, and delivering communication training to improve cultural understanding.
The GCE team will be pinpointing specific profiles of team members who require English-skill advancement in order to accomplish their jobs with more confidence. These team members will be offered challenging overseas assignments, attending management programs and become emerging global leaders.
