The OMRON Global Awards(TOGA)OMRON pursues the goal of improving society by solving social issues through our business based on the OMRON Principles. TOGA initiatives are intended to share the stories of how the OMRON Principles are practiced throughout the entire Group across the world to ensure that all employees are aware of, and understand, the Principles, which are the source of OMRON窶冱 strength, and to expand the circle of empathy and resonance.The OMRON Global Awards(TOGA)OMRON pursues the goal of improving society by solving social issues through our business based on the OMRON Principles. TOGA initiatives are intended to share the stories of how the OMRON Principles are practiced throughout the entire Group across the world to ensure that all employees are aware of, and understand, the Principles, which are the source of OMRON窶冱 strength, and to expand the circle of empathy and resonance.

TOGA Begins as the Passion of One Employee

The inspiration for TOGA began in the vision of Irawan Santoso, president of OMRON Manufacturing of Indonesia (OMI), as a means to practice the OMRON Principles in our Indonesian production centers. Santoso' s aspiration for the OMRON Principles ranged far beyond OMRON' s manufacturing plants to include nearby factories and the Indonesian government in a program to employ disabled individuals. At the 2012 event to celebrate OMRON' s founding, Santoso was recognized with the Special Challenge Award, citing his outstanding example of practicing the OMRON Principles.
At that time former OMRON CEO Yoshihito Yamada thought: "I believe there are many more stories out there of employees putting the OMRON Principles into practice. We would like to uncover these current and future stories, in order to recognize, support, and share the efforts of OMRON employees." Thus TOGA was born. The circle of empathy and resonance of the practice of the Principles has expanded now outside OMRON as well, and has become a significant driving force for OMRON' s growth.

The Circle of Empathy and Resonance Expanding throughout the World

TOGA encourages employees to set their own goals for solving social issues with the aim of fostering a culture of ongoing aspiration toward putting the OMRON Principles into practice. We share and publicly praise the OMRON Principles practiced in everyday work and workplaces, expanding the circle of empathy and resonance in practicing the OMRON Principles. TOGA program is ongoing throughout the year. The teams that pass preliminary selections from our organizations around the world are invited to come to Kyoto to present their initiatives for practicing the OMRON Principles. These teams bring back news of how other team initiatives were received at their local workplaces, sharing their experiences with their co-workers and expanding the circle of empathy and resonance throughout the world.

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TOGA Keeps Evolving

  • Process

    TOGA is designed based on the SECI* Model of knowledge management in which the tacit knowledge of an individual is drawn out to become shared knowledge throughout an organization. OMRON engages in a cycle of setting inspirational goals, taking action, and reviewing progress to share information and encourage buy-in throughout the entire year.

    1. Plant the Flag / 2.Declare Commitment / 3.Put Commitment into Prractice / 4.Review and Share / 5.Resonate

    *SECI Model: A knowledge management mechanism produced by Hitotsubashi University professor Ikujiro Nonaka that focuses on knowledge creation activities. Through a conversion process of socialization, externalization, combination, and internalization, organizations can take the tacit knowledge of an individual and create shared knowledge throughout a group or organization. (Source: Globis University, Graduate School of Management MBA Glossary)

    Progress of TOGA Entry and Participant Numbers

  • Evolution

    The number of entries per employee is rising year by year, with our approximately 28,034 employees surpassing themselves in fiscal 2022 with participant lists (counting multiple entries per person separately) totaling 50,071 for 6,930 entries. TOGA has taken root as a process to share and recognize voluntary employee initiatives in practicing the OMRON Principles and is run by employees in each region worldwide. Recent years have seen an increase in initiatives aimed at practicing the OMRON Principles through cooperation across departments and with external partners with the aim of further innovation driven by social needs. The circle of empathy and resonance with the passionate desire to fight to solve social issues is also expanding beyond the Company. Approximately 524 people external to the company窶琶ncluding partner companies, investors, media personnel, and students窶廃articipated in our 11th (2022) TOGA Global Meet, which brought attendees together from all over the world in a live online format.

    TOGA Evolution 2012 Event-based movement Rules and communications driven by the head office 2015 Expanded opportunities for externalization and resonance More company-driven, local workplace participation 2017 Linking innovation driven by social needs to the workplace Expanding circle of resonance inside and outside OMRON 2021

Stories of Practicing the OMRON Principles

Examples of efforts to put the OMRON Principles into practice The OMRON Principles