Murata's human resources

Dynamic resource allocation

Basic approach

See the following page for more information on our basic approach and major initiatives for human resource management.
Link: human resource management

Human resource portfolio and organization design

In-house recruitment system with reskilling programs

While promoting fluidity in human resource, we also introduced an In-house recruitment system with reskilling programs in 2024 for the purpose of increasing options for personal career development. In order to expand our people’s range of active roles, we provide reskilling programs for the relevant tasks upon reassignment through internal recruitment. Through this system, we aim to achieve a virtuous cycle of individuals and the company as shown below:

Human resource acquisition

Human resource system that takes advantage of a variety of expertise and experience

Murata has established systems and frameworks that allow personnel with a diverse range of expertise and experiences to excel, and provides environments in which all employees can continue to work with a desire to grow and contribute. In addition to the "contribution course system" for career-track employees engaged in core operations at the global stage, we established new higher-level expert managerial positions in 2019 as a framework to ensure that personnel contributing to the company with skills developed through advanced expertise and experiences are appropriately promoted, assessed, and rewarded. At present, many individuals in expert managerial positions are making significant contributions. We are also working toward establishing career paths where employees can perform core operations without having to transfer and change residence, so that our diverse employees can continue to challenge themselves.
We will continue to drive innovation by advancing initiatives such as building frameworks that organically connect personnel based on a clear visualization of each individual’s expertise, and implementing employee development policies linked to skill portfolios—aimed at elevating the performance of our diverse workforce to even greater heights.

• Number of specialized employees appointed

Human resource attraction and acquisition

Enhancement of practical internship programs for new graduates in the STEM field is a program that enables them to see cutting-edge technologies in person and experience the depth of Murata's product making through job tasks such as development, design, assessment, and improvement, in the broad range of Murata's business.
The internship offers a wide variety of themes, such as material development, production technologies, product development, digital transformation (DX), and industrial engineering (IE). Through actual work experience, the interns learn the business first-hand and build up experience, which not only clarifies their vision of working at Murata, but also improves Murata’s chances of finding good matches and planned employment fulfillment rate.
The internship is also characterized by senior employees carefully attending to a small number of interns.
With the cooperation of accepting organizations, the content of internship is updated every year.

• Scope: Murata Manufacturing alone
• Style: in-person in fiscal 2019, online in fiscal 2020 to 2022, in-person in fiscal 2023

Future-oriented resource allocation

Promoting global rotation (transfer overseas employees to other sites)

At Murata, we seek to foster diverse perspectives and promote trust and collaboration between departments and offices. To this end, we actively provide opportunities that enable employees to experience business operations at other group companies around the world. As an example of such efforts, Murata actively engages in global exchange of IT personnel. The Information System Department promotes the overall optimization of internal systems and infrastructure to support Murata’s global business in response to the rapidly-changing business environment and trends in IT technologies. We consider it important to promote mutual understanding and cooperation between domestic and overseas offices amid such circumstances, and we work with employees from different regions, such as Asia (including ASEAN) and Europe. The number of employees with global work experience is among our management targets. At Murata, we create an environment where members with diverse experiences can feel challenges and growth through trans-border personnel exchange. At the same time, we direct the activities of such diverse members to the creation of innovation, thereby continuing to provide value to customers.

Promotion of women in the workplace (work without gender discrimination)

To achieve innovation leveraging diversity, we are working on improving our KPI to increase the ratio of women in managerial positions.

Ratio of women in managerial positions at Murata Manufacturing