Higher engineering education should change to meet the JABEE criteria and to make graduates suitable for inventors of new hardware, software and service. On the other hand, industries must offer the salary according to ability of each student for a place after the education ends.
Drastic changes in society, such as quick globalization, few baby and eldering society, world wide mega competition in industries, rebuilding and shifting industrial production activity to modern and only one-oriented key technology, inevitably brings a strong demand for changing traditional education system. This paper delas with a quick summary of observing results about what has been happening outside university from a view point of education after rebirth of the world in 1990. Peer view about possibility of promoting collaborative work of engineering education between university and company is also discussed.
Internship education in Nagaoka University of Technology which was planned at the time of foundation of the university and started with the first students has been continued for 24 years. In our closely linked education system of undergraduate and postgraduate master programs, the internship is assigned a key role of connecting these course programs. Our internship is not a simple training, but requires each student to attain some achievement at the training institute, related with a relatively long training period of 4-5 months. The effect and usefulness of our system are verified by the result of questionnaires performed several years after the internship for the trainees who are now actively working in their job sites, as well as that done just after.
Japan Science and Technology Corporation has developed a Web-learning service site, named Web Learning Plaza, providing free self-learning materials for engineering CPD (Continuing Professional Development). Web Learning Plaza opened on the Internet October 1, 2002. The site contains a large number of Web-based multimedia learning contents that encompass a wide range of engineering disciplines, totaling four hundred lessons. The learning contents are designed to be quick and easy to learn for engineers of college graduate or master's degree level. The number of registered learners totals around 3, 500 as of mid-February 2003, and is steadily increasing. The monthly number of learning sessions averages around ten thousand. We are projecting to create new learning materials shaped more flexible and modular.
This paper describe a scheme of SoC Design course in Japanese universities supported by STARC which is consortium like organization established by major semiconductor manufacturers in Japan. At first, this paper introduce semiconductor technology road map and SoC design crisis. Next section describe short history of STARC and requirement to Japanese universities from industry view point. In section 5, we describe category of SoC design course and construction of textbook. Finally, we survey SoC design course in US, Europe and Asia regions.
A method with the way of thinking about career development of the researcher in the enterprise and the support as a company is described. Even a researcher depended on an enterprise for the most part of the own career development. But, career development can't be done in the way of thinking that the career is entrusted to the company in an environment to change rapidly. Each individual will stand on his own feet on career development method. It is necessary to support an individual in both circles of the offer of the place of "It notices it." such as career counseling and career design training and "the support program, support system" on the company side.
A lecture on electromagnetics was given to engineers as part of corporate education. They obtained the systematized knowledge from the lecture looking over an entire field, and made their own expertise more comprehensive one. The idea of electromagnetic field was introduced in the course first. It was well understood that the electromagnetic field plays a fundamental role in electromagnetic phenomena, and the interplay between actual phenomena and theory was convincing-ly explained. With the recognition that the mathematics is a kind of language that describes phenomena compactly and precisely, the meaning in a formula was always revealed. The engineers in a corporation learned electromagnetics with the view of obtaining a better understanding, and garnered deep insights into problems on their own job.
Higher quality and safety in computer systems are requested as human have deeper relationships with them. As an IT Solution company, NEC is concentrating on educating IT engineers involved in computer systems to realize such quality and safety in our computer society. We have introduced NEC internal qualification standard called NSCP (NEC Solutions Certified Professional). It is aimed to encourage IT engineers to be educated and skilled faster. This article introduces our concept and measures on how we educate IT engineers, mainly on NSCP.
Toshiba e-Solutions Company set forth its "Corporate University" last Decempber in order to provide its employees with their learning environment which is closely connected to the practice of the company's bisuness vision and strategies. It is argued here what functions are Corporate Universities are required to have in business enterprises and how they should sopport their employees in their work performance. Some features of "Toshiba e-University" are shown as the examples of practical efforts in those business themes.
Change of employees' occupation and education to cope with it are the most important subjects for both companies and their employees, because of constant change of their business situation. In this paper, we discuss the fact that the change of occupation is not only an education matter, but a company's strategic matter of business. We also discuss the necessity of creating the best balance of "Human resource transfer strategy based upon business situation", "Education program along the strategy", and "Reliable promotion plan after the job change", for the accomplishment. As a sample of the result of these discussion and accomplishment, we introduce some curriculums and evaluation result performed in NEC as "Change of occupation from hardware development engineer to system engineer".
Higher technology level being required by its business strategy, Fuji Xerox Co., Ltd organized Technology and Engineering Institute. This department has developed competencies training programs mostly in technology areas and been devoted to grasp employees' competencies on both individual and organizational basis. Also, the department analyses the gap between the competencies employees currently have and those strategically required based on the competencies data stored in Human Resources department. This analysis enables them to grasp the employees' technology level and the effect of education objectively. Consequently, it helps to match the Human Resources strategy and Human Development strategy.
3-dimensional CAD is spreading in design sections of manufacturing industries, but the general use education has tended to focus on an understanding of menu items. On the other hand, there are many those who do not know an original design process among young designers. It is because the process of a design came to be with the spread of 2-dimensional CAD. Into the Mitsubishi Electric group, in a beginners' class lecture, the skill which should be taught is suppressed to the degree of minimum, it is putting emphasis on teaching the process of a design, and since the big effect is mentioned, it reports here.
A distance learning by satellite communications was introduced at 1991, in order to support basic education mainly for freshmen or younger engineers, and over 10, 000 engineers made use of this systems per year. Due to high cost for maintenance of this system, Web Based Training system is planed to introduce for a new distance learning instead of that one in 2003. In this paper, the role of distance learning by satellite communications for corporate-wide engineer's education is reviewed, and development of new e-learning system are surveyed.
The present paper describes the outline of long-term engineering training system currently carried out in the Hitachi group, and its revising policy corresponding to change of business conditions. At present, the training system consists of four courses, i.e., mechanical system, electricity and electronics system, software system, and computer and communication system course. To revise training system, the review of its concept, period, and contents, etc. was needed fromchange of business conditions. Specifically, while improving the technical-related contents of training, the training for raising knowledge and skill indispensable as a leader of engineer was added. On the other hand, shortening the training period from 1.5 years to one year, 90% of total training time of the previous course was secured.
Shibaura Institute of Technology will establish the professional school of Engineering Management in April 2003. Engineering Management acquires the knowledge of the management and policy with technical background for engineers. It will search the method to connect the acquired technology to the development of company or industry practically. In order to utilize the technology effectively, the engineers need to study the management. The purpose of present course is the training of engineers to discern the market and plan the strategy. The present report describes (1) the expected image of students (2) the contents of unique educational system (3) academic staff teaching in graduate school of Engineering Management.
To win the competitions, amid an intensifying competition with the progress of world globalization, there is a pressing need to promote a personnel training for young engineers. We have been trying to educate world-class engineers. We have been working on the engineering education from various angles as a leading company, through engineering practice, by process of recognizing the present status of engineers, planning the educational training program, practice, evaluation and improvement. The method of personnel training and the achievements are complied in this report.
As the deregulation of the electric power industry moves forward, Chubu Electric Power Co., Inc. has been doing its utmost to enhance the efficiency of its general operations. One way Human Resources Development Center has improved its operational efficiency is by providing training programs which give the employee an opportunity to stimulate his/her creativity and, as a result, share his/her knowledge with the company in a beneficial way. In this report, we introduce the "Value Engineering" course and the "Rethinking & Attitudinal Change" course as examples. These courses, which are intended for managerial staff on the front lines, focus on their prime responsibilities as business people in the work place.