Human Resource Development and Personal Growth
Initiatives

Fostering Experts in Various Fields

Development of Human Resources in Engineering

To aid development of next-generation engineering human resources, Canon Inc. has built specializationspecific training set-ups for machinery, electronics, optics, materials, software, and other areas. We have also set up committees to oversee development of human resources across these core specializations.

Each committee develops rank-based training programs for personnel from new hires and junior engineers to experienced leaders, as well as conducting courses and implementing other initiatives. We also provide training in some non-core specializations such as analytical technology. In 2025, a total of 19,040 engineers from Group companies in Japan took part in 309 related programs. Since 2023, we have also offered training to systematically build general DX literacy for Canon employees across all job types. We also offer Group-wide courses on AI, programming, and data utilization, helping numerous employees gain a more in-depth understanding of leading-edge technologies, regardless of their job type or department. Additionally, in collaboration with universities and research institutes, we are developing a curriculum to cultivate engineers with advanced specialization, seeking to raise up the next generation of engineering human resources.

In 2023, to help recognize advanced technical knowledge, we added the "Top Scientist" and "Top Engineer" designations to our HR system. Recipients are selected by a special committee once a year and are recognized as engineers who drive Canon's technology.

This system promises to boost the motivation of engineers and enable them to further contribute to Canon's business success.

Development of Software Engineers

Canon Inc. set up the Canon Institute of Software Technology (CIST) in 2018 to cultivate software engineers. Programs at CIST provide systematic support for the development of human resources in this area, from upskilling for engineers within product development teams to providing basic training for new recruits and people joining from other occupational fields.

Elsewhere, we send engineers to the Top SE (system engineer) Course sponsored by Japan's National Institute of Informatics, which aims to train software engineers; to the Smart SE Course sponsored by Waseda University, a business course in the field of AI, IoT, and big data technologies; and to the Data Science Full-Scale Training Program sponsored by UTokyo Extension Co., Ltd., which aims to systematically instill key methodologies in the field of data science.

Global Development of Manufacturing Personnel at Production Sites

Canon Inc.'s Monozukuri Advancement Center takes the lead in focusing on the development of personnel supporting production activities.

In 2025, the center hosted 29 online training sessions at six overseas production sites, with a total of 160 participants.

Additionally, to promote participation in training at overseas production sites, we have emphasized the "Training for Site Trainers." In 2025, we held 4 online trainer training sessions, with 11 participants. Training conducted by site trainers was expanded at each site, with approximately 3,200 participants in 2025.

Furthermore, we have introduced and operated the "Skills Certification System" at overseas sites, maintaining the same standards as in Japan. In 2025, we conducted certifications in seven job categories, including injection molding, manufacturing of PCB (printed circuit boards), and measurement, at seven sites in Thailand, Vietnam, Malaysia, and other locations, with approximately 300 participants.

Human Resource Development System

To motivate employees and enhance skill specialization, Canon Inc. maintains an educational system for rankbased, elective, and self-development training that is in principle open to all employees.

Rank-based training is carried out to help employees more readily understand and fulfill their respective roles and to foster awareness of the actions and behaviors defined by Canon’s guiding principles. We also supplement this with elective training that includes e-learning programs and other programs.

On average, Canon Inc. employees spent about 26 hours on average in training in 2025. Related training costs per employee amounted to approximately ¥167,000 at Canon Inc., and about ¥99,000 at major Canon Group companies in Japan and overseas marketing companies.

Average Training Hours per Employee (Data Summary)

Average Training Costs per Employee (Data Summary)

Managerial Development

For the development of management personnel, we operate the Canon Management School and the Canon Leadership Development (LEAD) Program. The Canon Management School, aimed at division managers and general managers, is designed to develop top-class management leaders. Led by our CEO, the school invites as instructors experts from such fields as politics, foreign diplomacy, economics, and science and technology. The program has produced many of our Group executives. The LEAD Program is designed to help candidates switch to a management-oriented mindset and develop their leadership abilities while also reinforcing strategy planning and execution capabilities. It provides training prior to and after appointments to management positions, as well as assessments prior to appointments. Our goal is to further reinforce efforts to systematically cultivate the next generation at Canon, concentrating on the development of management personnel as well as personnel for global, technological, and manufacturing roles.

These training programs cover such issues as harassment prevention and compliance.

Canon Inc.'s Career Development Support Programs

Regular Performance and Career Reviews

To evaluate the conduct and performance of all employees under our position-based pay system, supervisors have individual meetings with each team member three times a year: at the start, midpoint, and end.

These meetings are held to confirm duties and targets, monitor progress, and discuss future career development based on a "career sheet" filled out by the employee.

When discussing the evaluation, supervisors offer advice and guidance on improving results and work performance. This enables employees to objectively understand their own strengths and weaknesses, which aids them in achieving further growth. Supervisors also use this information in future development plans for the employee.

Career Matching System

Canon Inc. has also established an internal career matching system to support its employees in pursuing satisfying careers. The system matches the right people to the right jobs, promotes internal mobility of human resources, and brings greater vitality to the company.

We also provide a trainee-style career matching system featuring a combination of training and internal recruitment. Employees who wish to take on new work challenges in a field where they have no experience can receive training opportunities to gain requisite skills, and then take up a position based on their skill level. In 2025, a total of 281 moved jobs via our internal recruitment system.

Career Development Support for Young Employees

To create an environment where young employees feel at ease and can demonstrate their potential, we follow a three-pronged system involving support from superiors, senior employees and HR. We are upgrading the support offered especially to new employees in the first three years at the company by establishing various training opportunities as well as one-on-one meetings. On first entering the company, we conduct an aptitude test to evaluate aspects such as personality and motivation, while assisting superiors in promoting self-understanding and autonomous career development. We also use monthly pulse surveys to gauge job satisfaction, work relationships, health status and other items. These help to visualize motivation and identify any employees who need follow-up at an early stage. To help new recruits settle quickly, the system also features young HR staff known as "Accompanied Crew" who work alongside the new employees to provide additional support, including holding one-on-one discussions with anybody identified as requiring follow-up via the pulse surveys and organizing social events. Moreover, to ensure close support, we appoint staff from other departments to act as "sibling" mentors for individual young employees. In 2022, we introduced a special training program for young employees in their third year with the company aimed at fostering greater awareness of career development. The program features group work sessions with employees at the same career stage and individual meetings with in-house career counselors. These initiatives have shown positive results in terms of reducing numbers quitting work and preventing mental health issues, with some saying these moves made them feel "the company was looking out for them." Going forward, we will continue to provide support to young employees, while analyzing and utilizing the data collected from the various surveys.

Post-Retirement Career and Life-plan Training

We hold Creative Life Seminars for employees when they reach the ages of 50 and 54 to help them plan for their retirement years. By providing employees with an opportunity to think about their life plan and career plan at an early stage, we help them to systematically plan and prepare for life after the age of 60.

Supporting Organizational Invigoration

Canon aims to realize individual and organizational growth at the same time as achieving success in business. To this end, we have established a dedicated division for organizational development, which supports organizational invigoration through consulting on increasingly diverse organizational challenges, postactivity support, and rank-specific training. As of 2025, the division has provided support to 469 divisions and 16,600 employees, including Group companies worldwide.

Other Career Development Support

To offer a more diverse range of learning opportunities and support the career development of self-motivated employees, we have created new e-learning content. We promote the use of subscription services for content useful in the workplace that is optimized for self-directed learning, encouraging employees to follow their interests in learning a wide range of content.

Various Certification and Award Programs

Canon has established various sets of awards to recognize the achievements of Group employees.

The Canon Summit Awards honor Group companies, divisions, teams, and individuals who have made significant contributions to the development of Canon’s activities and product areas. Other awards include: the Canon Group Invention Awards, for employees who have contributed to invention and intellectual property activities; the Quality Awards and Production Innovation Award, for outstanding contributions to quality improvement and productivity enhancement; the Meister Certification and Award, for individuals who have contributed to manufacturing with a wide range of skills; the Canon Master Craftsman Certification and Award to honor exceptional skills deserving further in-house cultivation; and the Environmental Awards, to recognize excellent environmental activities.