Career & Growth Well-being

We are working to expand growth opportunities for our employees, aiming to become a company that creates innovation in every corner of society by bringing together a diverse range of internal and external human resources with agility, in order to realize our company's purpose to make the world more sustainable by building trust in society through innovation. So that we can achieve a sustainable world, Fujitsu is focusing on creating an organization that brings together a diverse group of people with expertise and experience, leveraging the technology areas in which the company has always excelled. In addition, to support each employee's autonomous learning and growth rather than providing uniform training from the company, we offer a wide range of learning and career options based on common global policies. We support employees to become their desired selves by revising systems, promoting reskilling and upskilling in accordance with the transformation of our business portfolio, and provide an environment that enables each employee to act autonomously with a sense of fulfillment emphasizing improvements in employees’ sense of job satisfaction and engagement.

FCOP is a support program to help each Fujitsu employee to realize a fulfilling career while exercising ownership over their own careers.
As one example of FCOP in action, about 34% of our employees in Japan participate in the Career Cafe, a place for peers of the same generation to share ideas and receive new career inspiration. We also introduced a Career Ownership Assessment in FY2022 to determine the current level of an employee’s career ownership. One out of every three employees now utilizes this assessment.
From April 2023, we also introduced LinkedIn Learning (*1) as a global learning platform. More than 96% of employees use this platform, which has fostered a culture of self-directed learning.
Additionally, about 3,000 employees in Japan annually have been transferred through our in-house posting system as part of their own efforts in working toward desired positions. The introduction of in-house internships and internal side jobs also provides support for employees taking on new challenges, providing opportunities to gain various experiences that extend beyond our organization.
Over 1,300 employees annually use our counselling system with in-house career counsellors, as we support employees’ activities inside and outside the company for their career achievement. To further encourage career dialogue, we also provide mentoring opportunities with senior employees from other departments and have expanded training programs for supervisors to facilitate their skills for one-on-one career dialogues with employees.
In these ways, the various FCOP programs have steadily increased employees’ awareness, understanding, and practice of career ownership.

In order to advance Fujitsu Uvance, the business brand that we have set forth to realize a sustainable world, we need people with expertise and the ability to implement change that will enable us to face and solve the issues facing society and customers. Through various initiatives, we support the realization of Fujitsu Uvance and our purpose from a human resource perspective.

Uvance Wayfinders does not only provide technological tools, but provides a new form of foundational consulting. By offering comprehensive support to ensure that cutting-edge technology gets results, we dutifully implement everything in parallel with our client’s managers, all the way through actualization of reform. Also, our actions demonstrate “Customer first” mentality, as we grow sustainability value across the whole society through reform. To that end, we intend to distinguish ourselves from other firms, even in the strengthening of consulting personnel, by reskilling personnel with a technology background and linking together their strengths.

Started in November 2021, the Fujitsu Innovation Circuit is a program that seeks to make Fujitsu a place where anyone can rise to a challenge, where learning from challenges is a practical attitude, and where supporting those who are taking on challenges is a natural thing, all with the goal of creating “intrapreneurs” (in-house entrepreneurs) who will lead Fujitsu into the future and create the world we envision with Uvance.
In the “Academy” program, in which Yasuhiro Yamakawa, Associate Professor of Entrepreneurship at Babson College in the United States, acts as supervisor and lecturer, a total of 1,198 participants have learned an entrepreneurial mindset through seven terms. In the “Challenge” program, where participants actually practice the creation of a new business, 37 ideas have been received through five terms. Up to this point, 6 ideas have been commercialized, including those from the Fujitsu Launchpad established in July 2022 to incubate and launch the business ideas coming out of the “Challenge” program.

Global Fujitsu Distinguished Engineers (below, "Global FDEs") are the technological face of Fujitsu, spearheading solutions to our customers' business challenges by leveraging their superior technological capabilities. Recognized as the pinnacle of Fujitsu Group engineers by common global standards, they participate in the formulation of our business and technology strategies.
The Fujitsu Group has established the seven certification areas of networks, cybersecurity, AI, data, computing, hybrid IT and project management, which are the future key technology areas of our new business. As of FY2024, a total of 32 Global FDEs were certified.
Furthermore, we will position it as a benefit and career path for engineers who contribute to business strategy and customer value creation in conjunction with a job-based personnel system.

Fujitsu implements reskilling training for Business Application business expansion of Fujitsu Uvance’s “core technology platforms that support cross-industry efforts.” In the particularly high-demand 3S areas (SAP, ServiceNow,Salesforce), we have bolstered our domestic resources through classroom training, including 3S overviews and leadership programs, and approximately half a year of training with OJT. Up to this point, we have reskilled several hundred employees, contributing to rapid deployment in the workplace department.
Additionally, in FY2024, several hundred people attended seminars on the basics of delivery and programs using Chat AI, as we aim for rapid deployment in our plan to undergird and strengthen our delivery resources in connection with our plan to shift roles from delivery to technology consulting.

Regarding the program’s quantitative business impact,
3S reskilling program: rapid deployment in high-demand 3S (especially SAP) areas, several hundred people
Reskilling program for delivery roles: undergird and strengthen delivery resources in connection with our plan to shift roles from delivery to technology consulting, several hundred people