2019 Volume 28 Issue 3 Pages 125-139
In recent years, self-learning, which is a method of self-directed and autonomous human capital formation by employees themselves, has attracted attention. The purpose of this paper is to clearly position self-learning, which has been less important than in the past, as a company’s human resource development policy, compared to corporate-led human resource education methods such as OJT and Off-JT and to find a way to use it effectively. We focused on the regular employees who belong to the research and development department as employees who are likely to improve their abilities by self-learning, and analyzed the relationship between the method of implementing self-learning activities and the annual income. As a result, a correlation was found between “learning by reading” and annual income throughout all ages. Also, by age groups, there was a correlation between the amount of annual income and the so-called “Asakatsu”, morning activities to pursue studies and hobbies before work, in the 20s and “activity as a lecturer” in the 50s. We found that there is a method of self-learning that has a positive effect on annual income in common regardless of age, but there are also methods of self-learning that differ depending on the age of the employee.
