Sustainability | SocialTalent Attraction & Retention

Our Approach

To achieve TDK’s long-term vision, it is essential to attract individuals who are in tune with TDK’s values and management objectives and who are passionate about contributing to their realization. Equally important is ensuring that these talented individuals remain highly engaged throughout their careers with the company.

TDK is committed to investing in the development and growth of those who join us. Based on the results of our global engagement surveys and feedback processes, we continuously implement initiatives to enhance engagement and improve the workplace environment. In parallel, we strengthen TDK’s appeal as an employer through strategic employer branding activities, including the effective use of social media.

By maintaining a high level of engagement across the organization, we aim to attract and retain top talent. We believe that highly motivated and loyal team members enhance TDK’s value-creation capabilities and serve as a driving force for the sustainable growth of the TDK Group.

Governance

The Global HR Headquarters is responsible for setting direction and promoting Talent and Retention within the organization. They take a proactive approach to understand the evolving needs of the business and align talent strategies accordingly. This includes understanding key talent trends, competitive landscapes, and emerging skills requirements. The resulting strategy encompasses various aspects including employer branding, recruitment channels, candidate experience, onboarding programs, career development initiatives, and team member engagement. By setting a clear direction and strategy, TDK Global HR enables the organization to attract top talent, nurture their growth, and create a supportive environment that fosters long-term engagement and retention.

TDK Global HR also establishes metrics and performance indicators to measure the effectiveness of talent attraction and retention efforts, ensuring continuous improvement and alignment with organizational goals.

TDK Global HR collaborates with subsidiary company HR and Business Leaders to educate and promote the awareness of Talent Attraction & Retention and its importance to our business. This is achieved through attending strategy sessions, functional meetings, and publishing success stories via internal communication channels.

Please see the link for the governance system of human resources as a whole.

Related Information

Strategy

Our Long-Term People Strategy focuses on fostering a corporate culture that values diversity, promotes inclusive leadership practices, and creates an environment where all team members feel valued and included and create impact. Without providing an engaging work experience, our risk is that we may not be able to recruit and retain talented team members, hindering the execution of our plans.

Our opportunity is to ensure positive work environment through our Team Member Engagement System and Employer Branding initiatives to secure a highly motivated and productive workforce.

Risk Management

Through our annual global engagement surveys, we gain statistical insights into our team members’ perceptions, concerns, and engagement levels within regions, subsidiary companies, job functions, and demographics. The data helps us uncover patterns, trends, and correlations related to engagement. These insights help us make informed decisions about our talent strategies, including communication practices, recognition, performance management, DE&I, and training and development.

Metrics and Targets

Within our Medium- and Long-Term plan, we have established a key issues (materiality) strategy that addresses improving team member health and engagement. In addition, we have set specific goals for survey participation and making continuous improvements to address areas of opportunity.

Rooted in the essence of TDK United, we focus on attracting and developing a diverse and highly skilled workforce. We actively seek out talented individuals globally, empowering them to make meaningful contributions and create impact.

Initiatives

Team Member Engagement

We measure and improve engagement through our annual My Voice Team Member Engagement Survey. By conducting a yearly survey, we can assess current sentiments, measure progress, and continuously improve our workplace.

To reinforce accountability for the survey and ensure actions are taken on the results, the following KPIs are embedded in TDK’s Medium-Term and linked to remuneration of Corporate Officers:

• Achieve a Survey Response Rate of 80% or more
• Achieve a Communication Score of 75 or more

Elevating our Global Employer Brand

At TDK, we are committed to cultivating a compelling employer brand that resonates with individuals worldwide, establishing TDK as a premier choice for top talent across the globe. Through our TDK United Approach, we collaborate across the organization to drive global Employer Branding initiatives. Our goal is to establish a partnership model aimed at revitalizing and implementing our global Employer Brand strategy.

Visualization of the HR skills of Group team members

We are continuing with the introduction of a global HR system to unify and visualize TDK’s talent across the Group, with a focus on talent management and development. In this system, called the TDK Talent Management System (TMS), we are digitalizing various HR processes such as performance evaluation, skills and competency management, career & succession planning and development planning. This system is an important initiative of our Long Term People Strategy as it enables us to better understand the individual capabilities of our diverse talent in Group Companies across the globe and support development. Going forward, our aim is to introduce it to all TDK team members.

Diverse Work Styles and Work-Life Balance

We believe that establishing an environment in which team members with diverse backgrounds can display their skills is crucial to continue generating innovative creativity and realizing corporate growth. One such effort is to support team members' work-life balance by creating an environment and systems that enable them to choose diverse and flexible work styles.

At present major changes are taking place in workstyles at TDK sites, including the introduction of telecommuting and super-flextime systems. TDK is promoting these activities further and has introduced the TDK Smart Work system, which will enable autonomous workstyles unbound by working hours and workplace, at some locations such as the headquarters and Technical Center. In addition, as part of our efforts to support team members at life stages, lactation rooms have been established at selected sites in Asia and Europe. Our aim through these initiatives is to enhance team member engagement and maximize both individual and company performance.

Examples in Other Regions (Indonesia: PT TDK ELECTRONICS INDONESIA)

PT TDK ELECTRONICS INDONESIA promotes initiatives to support team members in balancing work and childcare while fostering a comfortable and inclusive working environment. A nursing room is available within the in-house clinic, equipped with a water station and bottle sterilization facilities. The facility is accessible not only to team members but also to visitors.
In addition, the company holds an annual internal event in conjunction with World Breastfeeding Week, demonstrating its ongoing commitment to supporting team members in their parenting responsibilities.
Furthermore, to support the health and well-being of female team members, PT TDK ELECTRONICS INDONESIA provides access to health checkups including cervical cancer screening, distributes iron supplements, offers additional nutritional support for pregnant team members, and organizes health seminars.
Through these initiatives, the company strives to create an environment in which women can build long-term careers with confidence and peace of mind.

Team members’ comments

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  I feel that a nursing room is key to comfort for mothers returning to work. This facility allows us to focus and be efficient at work because we don't have to worry about the needs of our babies at home. I personally feel fully supported by the company through this facility. The room is private, regularly cleaned, there is a sink and hand soap, and most importantly, a refrigerator is provided specifically for storing breast milk. I hope this facility will continue to be maintained and become more complete in the future. Thank you very much for your support.

• 

  So thankful for the nursing room at work. Having a comfy, private space to pump helps me stay calm and focused. Grateful for a workplace that truly supports working moms.

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  I'm very grateful that this company provides breastfeeding facilities for female employees after their maternity leave. The facilities are very complete, helping us to breastfeed comfortably. There are even many seminars and events that support us female employees in gaining knowledge that is in line with our role as mothers. Hopefully, this will continue to be maintained. Thank you for supporting us.

Personnel Evaluation System

Further initiatives for talent retention are linked to performance appraisal. Specifically, within TDK our subsidiaries have implemented numerous performance appraisal systems such as objective based as well as multidimensional or team-based. One example of multidimensional performance appraisal is conducted at one of our largest subsidiaries, which offers an assessment of how the employee meets the values and objectives of the department or company, based on feedback from internal and external customers where a broader view of the employee’s performance result - what and how - is provided. Currently, it is applied in positions which require intensive cross-functional collaboration.
Another of our large subsidiaries offers a team-based performance appraisal system. Teams in the Production area are built by production line and evaluated according to values such as efficiency, and scrap. According to the team-performance, a monthly bonus is granted to team members. Teams in indirect areas are built by department. The performance assessment is done quarterly or in some cases yearly based on values such as e.g., operating profit, customer claims or other department-specific KPIs. After evaluating performance, a quarterly or yearly bonus is granted to the team members.

At TDK Corporation, personnel evaluations were conducted from two perspectives until March 2026. The first is a “performance evaluation,” based on the degree of achievement against objectives set at the beginning of the fiscal year. The second is a “behavioral evaluation,” which assesses actions demonstrated during the evaluation period in accordance with role-specific criteria. Through this dual approach, TDK fostered motivation to achieve business targets while reinforcing behaviors aligned with TDK’s principles and strengthening risk management awareness. From April 2026, TDK Corporation has introduced a simplified and more integrated performance evaluation framework. At the same time, a structured mechanism to enhance career communication between managers and team members has been introduced. This initiative creates dedicated opportunities for open dialogue, enabling both parties to share development challenges, career aspirations, and growth expectations. Through these enhancements, TDK aims to ensure that each team member can more clearly recognize and experience their growth, while simultaneously driving overall organizational performance and strengthening sustainable corporate value creation.

Frameworks and Human Resource Systems to Maximize the Potential of Each Team Member (TDK Corporation)

TDK has a number of systems in place which are geared to helping each and every team member discover and develop their true potential.

TDK LaunchEngine

The TDK LaunchEngine* is the TDK internal start-up incubator, which has been created as an engine for future growth by offering an environment to identify, create, and scale new business creations that leverage our know-how. TDK LaunchEngine is passionate about nurturing TDK team members and helping them develop new business ideas in a fast, efficient manner.