Our Impact
Human Capital Management
-Explore the Unknown-
Panasonic Automotive Systems has adopted “Explore the Unknown” as the concept of its Human Capital Management. By empowering people who continuously take on the unknown challenges of the rapidly evolving mobility society, we strive to achieve both business growth and social value creation.
Concept of Human Capital Management
-Explore the Unknown-
The word “explore” brings nuances of autonomy, speed, and excitement. “The unknown” conveys a future-oriented mindset, a global reach, and something unprecedented.
As the mobility industry enters an era of dramatic transformation, we aspire for every employee to step into the unknown and take on new challenges.
Message
As the automotive industry undergoes a period of transformation, our company is leading the way in the shift toward Software-Defined Vehicles (SDV) while also proposing new user experiences that enhance the value of mobility. Our goal is to become the “Joy in Motion” design company. Achieving this vision requires us to continuously challenge new frontiers and maximize the potential of our global talent, fostering growth and collaboration.
At the heart of this effort is talent development. We aim to be recognized as the leading company in talent development. In the fall of 2024, we will establish our corporate university, “PAS University※,” to support employees in shaping their career paths and developing the skills needed to achieve their aspirations.
Additionally, creating an environment where diverse talent can fully utilize their unique abilities requires ongoing improvements in DEI (Diversity, Equity, and Inclusion) and workplace conditions. We are actively working to enhance education, training, and HR systems to ensure not only ease of work but also a sense of purpose and fulfillment for all employees.
The foundation supporting these efforts is our Mission, Vision, and Values. While staying true to the founding principles of our company, we have clearly defined the core beliefs that will guide us through this era of transformation. By aligning our global workforce with these values, we are accelerating the evolution and advancement of the mobility society.
Hisayoshi Nakao, Executive Officer,Human Resources, and General Affairs
- Official name: Panasonic Automotive Systems University
Our Approach to Human Capital Management
Recognizing that technological innovation and business model transformation are accelerating across the mobility industry, we regard strengthening our employees as a key management priority and a source of sustainable competitive advantage. In particular, we focus on attracting, developing, and empowering talent in technology, digital transformation, and global business domains, while fostering a culture that encourages challenge. To realize this vision, we drive human capital management in alignment with our business strategy.
Our human capital management framework is built around four interconnected pillars: Talent Portfolio, Skills & Career, Culture, and Well-being. By advancing these elements in an integrated manner, we promote individual growth and challenge, creating value for both our employees and our business. We position human capital as a fundamental driver of corporate value creation. Progress against key indicators is regularly monitored by the Board of Directors and management, while Human Resources works closely with business divisions to drive implementation and continuous improvement.
1. Talent Portfolio to Realize “Joy in Motion” Design
Aligned with our business strategy, we systematically recruit and develop talent in technology, digital transformation, leadership, and other critical areas. By clarifying role requirements and talent profiles, we promote effective matching and aim to place the right people in the right roles at the right time.
Key Indicator
・Average Number of Successor Candidates per Executive Position
An indicator that reflects the sustainability of leadership succession and the development of future management talent.
2. Skills and Career Development that Endorse and Develop Individual Strengths
We support self-directed learning and diverse career paths, helping employees maximize their potential and translate individual growth into business value.
Key Indicators
・Hours of training received per employee
An indicator of investment in employee capability development.
・Internal Open Recruitment: Ratio of applications to open positions and ratio of actual appointments to open positions
Indicators that demonstrate progress in self-directed career development and optimal talent deployment.
3. Culture to Explore the Unknown
Under our human capital management concept, “Explore the Unknown,” we pursue the realization of our Vision through the practice of our Values. By leveraging diversity to bring new perspectives into the organization and encouraging active communication among employees, we foster a culture that embraces change, learns from failure, and continuously takes on new challenges.
Key Indicators
・Ratio of females in managerial positions
An indicator of diversity in decision-making processes.
・Ratio of employees who are non-Japanese citizens
An indicator of progress in leveraging global talent.
・1on1 Meeting implementation rate / satisfaction rate
An indicator of the quality of dialogue, development, and communication between managers and employees.
・Challenge scores
An employee survey indicator measuring the extent to which employees feel encouraged to take on new challenges and drive transformation.
4. Well-Being to Support Diverse Employees
Well-being forms the foundation of our Talent Portfolio, Skills & Career, and Culture initiatives. Through the creation of a safe and healthy working environment, respect for human rights, and efforts to enhance both ease of work and meaningful work, we provide the foundation that enables every employee to thrive, maintain physical and mental well-being, and perform at their best.
Key Indicator
・Number of Serious Accidents/Severe Accidents
An indicator reflecting the safety of the working environment and our commitment to ensuring employees can work securely and confidently.
Through these four pillars, we seek to transform the growth and challenges of each employee into a source of corporate value creation, thereby enhancing the value of our human capital and achieving sustainable growth. To monitor our progress, we regularly assess employee engagement and the environment that enables employees to thrive through employee engagement surveys and other key indicators.
As the mobility industry undergoes rapid transformation, our Group recognizes the importance of securing and developing highly specialized talent, further enhancing an inclusive environment where diverse talent can thrive, and advancing global talent management. We believe that responding effectively to these priorities is essential for sustainable growth and long-term competitiveness, and we will continue to strengthen our human capital initiatives accordingly.
Sources and Notes
Source: Sustainability Data Book (Sustainability Data Book 2026)
Scope: In accordance with the latest disclosure scope of the Panasonic Automotive Systems Group
- This page provides an overview of our policies, governance framework, and management practices. Definitions of indicators, performance data, year-on-year trends, and charts are consolidated in the Sustainability Data Book 2026. The figures and charts presented on this website are updated based on the latest edition of the Sustainability Data Book.
