Under the globalized economy, Japanese corporations compete with rivals of the western countries and emerging economies. And domestically, they face with deflation, falling birth-rate, an aging society, and shrinking market. So they need to foster and retain global-minded human resources who can play an active role in global business, and who can drive innovation. What Japanese corporations expect for global-minded human resources are ability to meet challenges, ability to think independently free from conventional wisdom, communication skills in foreign languages, interests in foreign cultures and different values, and so on. In order to foster global-minded human resources, Keidanren work with the 13 universities selected under the Japanese Government′s “Global 30” projects to undertake “Global-minded Human Resources Development Projects” .
Quick globalization makes prediction of future human activity on production and economy more difficult. This is mainly because of increase in factors affecting relationship among different people with different way of life, culture, tradition and so on. To survive in such complicated world each engineer is desired to provide the knowledge of liberal arts as well as highly specialized knowledge. A synergy power generated by collaborative work of science-and liberal arts-minded way of thinking is a promising tool to unveil difficult world. This paper first describes degradation of liberal arts education during past two decades. Then, several movements for stopping that degradation are introduced in conjunction with the author′s overseas experiences. Finally, a necessity of bringing up well competitive desirable engineer through collaborative work by university and company is proposed.
Opportunity to deliberate mental attitude for one′s life, is necessary for engineering students and engineers at earlier stage of one′s life, in order to have more solid value and purpose of one′slife in unsteady and diverse era. In order to realize the above demands, the effective training system is proposed, in which two opportunities are effectively combined just as follows ; 1) opportunity to deliberate and to confirm both value and purpose of one′s life, at about 20 years old, when one′s basic personality is formed, and 2) opportunity to deliberate and to contemplate one′slife, at about 40 years old, when one reaches a half of one′s life. In order to improve the effect of the training system, not only 1) ‘Memo System′, to deepen one′s deliberation of life through making clear a latent part of a phenomenon, but also 2) ‘Assent-Dissent Discussion′, that creates a new concept through ‘Sublation-Aufheben′ of disagreement opinions between different fields, are very effective. Furthermore, opportunity of experience to social contribution at one′sown risk, together with this training system, will bring more practicable ability and will to the students and engineers.
When the sewer system in Japan was still poor, TOTO has produced plumbing products, such as toilets, to provide people a healthy and cultural life. The genuine spirit of “High quality” and “Customer satisfaction” made it possible for us to do so. But nowadays, in terms of problems of quality, globalization, aging, we should enhance training engineers to continue making “High quality” and “Customer satisfying” products, in this speed of globalization. We would introduce the effective education system for engineers in TOTO, including our future vision.
We are developing training courses to enhance motivation and promote innovation in order to cope with increasing diversity of personal values. As one of the courses, we improved a conventional training course for products development into the training course aiming at acquiring abilities to create new business and/or new products concepts. This paper illustrates the outline of the course and the features in the curriculum to acquire the abilities.
While business environment changes a lot, in order to aim at realization of “what we want the Group to look like in 2030” , it is necessary to cultivate human resources with a strong sense of mission. We need to prepare an opportunity to teach and to be taught, in order to cultivate resources and a measure for connecting every person′s growth to growth of a company. In chapter one, we show Five Trends for attaining what KANSAI Electric Power Corporation wants to be and explain the importance of human resource development under the changing environment. In chapter two, we explain the fundamental policy of human resource cultivation and describe the development plan and the facilities for training based on the policy in chapter two. In chapter three, we express the specific efforts in the field of maintenance, construction, and operation at the department of Engineering and Operation.
In manufacturing companies, the importance of Off the Job Training (OffJT) is increasing, because there are not enough opportunities for On the Job Training (OJT) . Therefore, OffJT is required to further improve quality. Also it is required to enhance the skills of our engineers, as a substitute for OJT. Mitsubishi Heavy Industries has improved OffJT by using the same methods of quality improvement as those employed in our factories. It has also developed exercises to train engineers in complex multiple skills, thus improving their ability. We report the results of these efforts.
In 2010, the Hitachi Institute of Technology reached the 40th anniversary. In the beginning, the institute stood at the product-out-oriented view point and carried out extensive technical education from basis to advanced technology. After the 1990s, transition of the business environment with the globalization caused that the needs of the engineer education required by the business sections have been transformed. As the result, the changes of needs have been reflected for course program of the institute. Nowadays, in addition to the conventional course programs, the engineer education programs for the business competency and human skill have also been focused.
This paper describes SoC (System On a Chip) design program for Japanese 51 universities and/or SoC designers promoted by STARC that is a consortium consists of Japanese major 6 semiconductor companies. The best practice of SoC design education materials are including not only expertise, but also arrangement technique overall team work designs. So, STARC has developed unique SoC design education materials from 2001, and applies it as both a course program and practice program to 51 universities through 11 years. Students will learn SoC design methodologies and/or techniques from user requirement definition to FPGA and/or CPU implementation.
Silicon Sea Belt Project started in 2001 on keeping context of East Asian economic growth. Fukuoka System LSI College, a subsidiary of the project, opened on December for supplying reeducated design engineers to the semiconductor industries after trying System LSI design training programs in cooperation with industry, academia, and government. The college approaches the PDCA, i.e., Plan, Do, Check, and Action, techniques making up quality control methodologies in manufacturing, and has applied the PDCA techniques to improving qualities of the training programs. The major semiconductor companies have adopted our programs for eight years from 2004, and given our programs excellent scores. We hope our PDCA process, useful for human resource development of other technological fields.
The authors developed two types of human resource development program consisting of a) one-year collaborative research project, and b) open education course, aimed to train embedded software engineers to high technical standards. In the collaborative research oriented approach, the authors train engineers through research project at Nagoya University. In the open education course, the authors reflect and adopt the latest outcome of the aforementioned research project to one or two days open education course to educate engineers. This allowed the authors to design and provide several courses aimed to train engineers with the latest contents that reflect the rapid technical advances in the embedded software industry. The courses were highly evaluated by the participants.
The present paper reports the development of three education courses for manager class embedded software development engineers. The authors first summarized several issues arising in the contemporary Japanese embedded software industry into three categories ; a) engineers are required to compose software development documents, b) the documents are treated as the intermediate product and c) the growing number of mental problems among engineers. To provide knowledge to encounter the above problems, the authors then prepared three education courses; “document review” , “management skill focusing on product quality” , and “management skill focusing on human resource development” . The three courses were designed to reflect the true state of the embedded software industry, and the participants showed high levels of satisfaction after attending the lecture.
In educational programs for corporate engineers, it is important to assess their educational effects by learners′ supervisors. Kirkpatrick et al identified effects of educational programs as 4 levels. Level-3 information is more valuable than below level information, and clients who fund, support and approve the educational programs focus the level. However most educational programs for corporate engineers measure only their educational effects under level-2. Especially for long-term educational programs, measuring the level-3 educational effects is not enough. We developed a framework to assess level-3 educational effects by learners′ supervisors for the ESAD : Embedded Systems Architects Development program, which is 8 times of 3 day full-time retreat program. This paper reports our practice of the framework with the analysis of the supervisor questionnaire investigation using SCAT qualitative assessment method.
ET Robcon (ET software design robot contest) is a contest which aims the education of embedded software engineer. Participants compete modeling and implement technology in the development of the robot control software. The robot should run autonomously, and both the software design and the driving performance of the control are evaluated. In this paper, the contest overview and examination methodology are described. Then the results of the participants′ survey are discussed. As a result, we confirmed the improvement of modeling technology of the participants and the effect as a PBL (Project Based Learning) .
Medical device industry is expected to be one of the growing fields in coming years, because a large amount of medical bill expenditure becomes pressing matters to overcome in Japan′s rapidly aging society. Authors have developed medical engineering programs for SMe′s to meet these demand by the government grant under academia-industry collaboration in this region and were successful to put these programs into practice. We have two medical engineering education programs in Kobe-Kansai region, one is by graduate school of Kobe University, and the other is non degree program by Kobe City Industrial Promotion Foundation. Present situation of these education are described.
Job seeker training for six months for 15 members was performed by Polytechnic Center Kanto in Yokohama from January, 2006. The injection mold was completed by having made training and a training subject correspond. And employment of all the members who consist of 90 persons during the 6 periods was completed. Furthermore, job seeker training for ten months for ten members was performed by the Polytechnic University from January, 2010. Then, The difficult injection mold was completed and all the members were employed. This paper discussed job seeker training and an employment result.
The Professional Engineer in Japan is qualified by passing two step examinations. A person who has passed first-step PE Examination is called as Engineer in Training. IPEJ helps and provides the opportunity for Engineers in Training to acquire the necessary skill to become a PE. Every PE shall have sufficient knowledge of the professional ethics and shall continue professional development as one of obligations so as to improve the competence of the PE, and IPEJ provide the various opportunities. Two kinds of international mutual recognition schemes for engineers′ qualification have been agreed and effective for enabling competent engineers to work freely across national borders. Young engineers are expected to train and improve the technical capability and challenge to become PE.