An employee who has a career in OMRON Corporation of two years or more is qualified to apply for OMRON's staff recruitment system. OMRON implemented this system in 2000 for the purpose of strengthening its business, improving OMRON employee motivation, and expanding the opportunities for employees to exert their capabilities by matching OMRON's needs and the employees' intentions during staff allocations or relocations. OMRON later expanded this system to cover the employees of some affiliated companies in fiscal 2005. Based on this system, departments in need of recruitment announce their requirements for human resources in jobs that need specialties (i.e., special capabilities and skills) or tasks that need a strong will and volition (i.e., new businesses or new product projects) from the people involved. Employees who are interested in the jobs or tasks can apply for them freely. In-house recruitment (intra-company and inter-company recruitment) is announced four times a year and staff recruitment from affiliated companies is announced twice a year. Information is available through OMRON's intranet on the departments, the background of the recruitment, the products involved, the applications, market predominance, and potential of the products, the employees' work and duty details and ranges, and the attractions of the jobs or tasks.
Since the introduction of the system, some 140 employees have been relocated, and the system continues to function as a choice that respects the employee's intentions.

OMRON Corporation attaches importance to communication between management and employees.
OMRON has a labor agreement with the OMRON Labor Union, and both sides pledge to observe the agreement in good faith for the establishment and development of good management-labor relations based on mutual sincerity and reliance. Under the labor agreement, the Central Joint Management Council and the Business Management Council are held, and OMRON offers sufficient explanation for its management policy, business plans, and management and business plans to the members of the OMRON Labor Union. In addition, OMRON listens to the opinions of the OMRON Labor Union, thus making efforts towards achieving a variety of plans while deepening their mutual understanding. All labor conditions are deliberated and determined at the Labor-Management Council to reach agreement between management and employees. Important themes are also discussed by the Management-Labor Examination Committee, where opinions are exchanged as needed to solve management-labor problems and recognize problems in common.

OMRON has been making work environment improvements so that highly motivated employees, both men and women, will feel physically and mentally vigorous at work. As part of these work environment improvements, OMRON maintains a variety of systems, such as childcare leave, shortened work schedules for childcare purposes, elderly care leave, and shortened work schedules for elderly care purposes, as well as a work system to support employees balancing careers and families and a maternal leave system before and after childbirth that meets or exceeds the statutory days and duration. In fiscal 2005, 36 female employees used the childcare leave system and 28 female employees used the system of shortened work schedules for childcare purposes at OMRON. No male employees used the systems during that period.
OMRON considers career and family balancing to be an important issue. Since fiscal 2006, OMRON has extended the period of childcare leave for its employees to take care of their children up to the age of two years and three months and shortened work schedules to take care of their children up to the age of the third grade in school. It has also introduced a system of infertility treatment leave and flexibly applied shortened work schedules for childcare and elderly care (e.g., the reacquisition of rights). With these arrangements, OMRON has decided to expand a variety of choices to achieve coexistence between employee life designs and jobs. OMRON will further advance its work environment improvements to make the systems easier to use, and will actively continue to support employees who are balancing their careers and families.

The revised Law for the Stabilization of Employment of the Aged requires job security measures for people of up to 65 years of age. Although the retirement age of the employees of OMRON Corporation and OMRON Group companies is set at 60 years of age, OMRON Corporation introduced a retired employee reemployment system (called the Elder Partner Program) in fiscal 2001. Moreover, 11 OMRON Group companies (i.e., OMRON IZUMO, OMRON TAKEO, OMRON ASO, OMRON KURAYOSHI, OMRON SANYO, OMRON RELAY & DEVICES, OMRON AMUSEMENT, OMRON IIDA, OMRON NOGATA, OMRON MATSUSAKA, and OMRON SOFTWARE) have introduced the system since April 2002. In the framework of this system, jobs are secured for people up to 65 years of age under the conditions required by the continuous employment system specified under the revised law.
In fiscal 2005, 11 employees among 44 retired from OMRON Corporation were reemployed. No employees retired from the 11 Group companies during this period. In the future, all of the companies in the OMRON Group will consider and expand a wide variety of employment opportunities and employment agreements, such as business trust agreements.

In fiscal 2005, OMRON Corporation launched a specialists system conforming to OMRON's ideal image for personnel as highly talented specialists. These specialists are required to contribute to the enhancement of OMRON's value and business performance by completely fulfilling their own missions and those of their organizations through demonstration and application of their expertise. The specialists system is designed to clearly identify the desired personnel and provide them with appropriate remuneration that reflects the level of professionalism and the performance of individuals. Specialists are also given additional benefits such as vacations of up to one year and special budgets allocated to each individual for self-development purposes. In fiscal 2005, OMRON Corporation expanded job categories for specialist qualifications and extended the system to cover some affiliates in Japan as well. As a result, new specialists were qualified at OMRON Corporation and an affiliate.

Principle of Human Resource Development

OMRON Corporation aims to strengthen its human resources and achieve the long-term maximization of corporate value. The principle of OMRON's human resource development resides in the hope of integrating corporate development and individual self-actualization by providing a variety of growth opportunities and support to all employees who contribute to the development of OMRON and aim at self-development.
In line with this principle, OMRON offers the training that is necessary to achieve its corporate targets and provides a variety of capability development opportunities to support the growth of each employee.

Concentrating on the Training of Candidates for Management Staff Members at Overseas Affiliated Companies

On-the-job training (OJT) is a vital pillar of OMRON's capability development system. In addition, the In-house Training System and the Self-education Support System complement the capability development system.
Following up on fiscal 2004, OMRON worked on a capability development program in fiscal 2005 as well, attaching importance to the training of staff members on the career track and female leaders. OMRON continued its systematic efforts to train female leaders in the aim of fostering candidates for female managers in the future while raising management staff members who will play important roles in the next generation of the OMRON Group. OMRON continued its management seminars in China as an important area in fiscal 2005 for local staff members on the career track.