In fiscal 2006, OMRON established its new corporate principles. Along with this, OMRON published its CSR Practice Guidelines that specify the ground rules and the basic stance for fulfilling its Management Commitments in line with the corporate core value of "working for the benefit of society."

In fiscal 2007, "Implementing the Guiding Principles for Action" was issued, indicating specific actions required for OMRON employees to practice each Guiding Principle for Action. These two guidelines are intended to share the OMRON Principles among all OMRON Group employees and encourage them to live up to the Principles.

Aiming for deeper penetration of the new OMRON Principles established in fiscal 2006, OMRON launched an assessment system targeting managerial-class employees so as to evaluate the level of implementation of the Guiding Principles for Action. The system assesses managers' behavior regarding the Guiding Principles for Action from two angles. The first evaluation targets their own action and behavior, while the second evaluation examines their drive of sharing and instillation of the principles in their workplaces, such as by giving advice and guidance to their staff. The results of assessment are incorporated into a personnel appraisal.

Evaluation criteria include "workplace discussions in line with the guidelines," and the assessment system began to prove effective for settling discussions at each worksite, and for deeper penetration of the Guiding Principles for Action into the mindsets of general employees.

Once every two years, OMRON conducts an in-house awareness survey on the Internet targeting OMRON Group employees around the world. Elements surveyed included the level of implementation of the Guiding Principles for Action, penetration of the OMRON Principles, and the level of vitality of the organization and workplace.

In fiscal 2010, the survey targeted 35,000 employees, of which approximately 15,000 employees responded, mainly those who have Internet access.

As OMRON’s business has been expanding rapidly in China, OMRON is considering a paper-based survey for factory workers in China who do not have Internet access.

“Unceasing commitment to challenging ourselves” is one of the four Guiding Principles for Action. To maintain this spirit, and to create a workplace atmosphere that encourages employees to put the OMRON Principles into practice, OMRON launched a “Challenge Commendation Program” in fiscal 2008. By expanding the in-house commendation program formerly available at OMRON Corporation to cover the entire OMRON Group, the new program targets not only regular employees of OMRON Corporation and Group companies throughout the world, but also part-timers and temporary workers.

Designed to recognize teams and individuals who have achieved especially high levels of implementation for “unceasing commitment to challenging ourselves,” the criteria for commendation puts process over results, emphasizing a challenge-oriented spirit, effort and creativity. In fiscal 2010, 141 challenge-oriented projects were entered and 1,283 teams/individuals became recipients of Challenge Commendation Awards. During the year, the commendation program saw the first participation of members from Europe. This shows that the program has been taking root throughout the OMRON Group worldwide, establishing a corporate culture that encourages employees to accept challenges.

OMRON has engaged in activities to share its Principles and support deeper penetration of the CSR Practice Guidelines in approximately 50 sites throughout the world.

Top executives from the OMRON Head Office visited regional sites and gave presentations to local managers, explaining the background behind the birth of the corporate core value of "working for the benefit of society," and stressed the importance of living up to the OMRON Principles. Since fiscal 2008, OMRON has been inviting managers from various countries and regions to Japan for more extensive training sessions.

In fiscal 2008, a training session was organized for managerial-class employees in charge of human resources in the Americas, to help them strengthen their understanding of the OMRON Principles and encourage their practice. In fiscal 2009, training was provided for executives from Europe and the Americas.

OMRON also provides texts, manuals and other support tools for managers to use for sharing and penetrating the Principles in their own worksites.

In fiscal 2010, OMRON hosted the Global Leader Seminar targeting general managers from the OMRON Group throughout the world, where OMRON executives shared the OMRON Principles and communicated the attitude and mindset that business leaders should embrace. A total of 21 general managers attended the seminar.

OMRON also provides texts, manuals and other support tools for managers to use for sharing and penetrating the OMRON Principles in their own worksites.

In fiscal 2009, OMRON created a comic book introducing founder Kazuma Tateisi’s personal background for the purpose of instilling Omron’s core value among all Group employees. Reflecting Dr. Tateisi’s personal philosophy, the core value describes the real purpose of the OMRON Group’s existence, and has been preserved across the Group for more than a half century. The comic book was published in English with Malay, Thai, Vietnamese, Indonesian and Hindi translations, and distributed to local employees within the area. Beginning in fiscal 2010, the comic book was also distributed to employees in Greater China.