[HR Blog] The 2025 New Employees' Pre-Second Year Training Revealed

To determine the direction to take in the future, it's necessary to understand "your current situation (where you stand)." First, we asked participants to reflect on their experiences over the past year, and to represent their level of job satisfaction and feelings at each stage in a diagram, allowing them to objectively re-examine themselves.

In addition, following the theme of "Eight Attitudes to Be Aware of as a TONE Employee," which is taught to new employees during the April training, we asked them to self-assess their efforts over the past year in each of the eight items, allowing them to discover their "points of growth" and "points for improvement."

To lead a fulfilling career, it's crucial to envision the kind of person you want to become through your work (your career plan), and then continuously grow and move in that direction. This "growth" includes not only visible elements such as knowledge, skills, behavior, and actions, but also the essential growth and establishment of foundational elements such as "awareness, way of thinking, desired self, and values."

It was a somewhat difficult topic, but now that I've had a year of work experience, I think it was a good opportunity to reconsider what it means to "work."

Discussion on "What it means to be a senior colleague"

Starting in April, new employees will be joining the company, so the current new recruits will become figures that their juniors can rely on as "seniors."

Drawing on our first-year experiences, we discussed "what kind of senior colleagues we want to be in our second year." We thought about things that made us happy when others did them for us, and we also actively discussed opinions like, "I wouldn't want a senior colleague like that (laughs)."

While everyone felt the pressure of "becoming a senior," I believe we were able to have a very positive discussion.

Setting goals for the second year

TONE's young talent development program places a strong emphasis on "goal setting." This is because, instead of simply going through the motions of daily tasks, setting specific goals, developing the necessary plans to achieve them, and consistently carrying out execution and improvement helps employees master the "PDCA cycle." By constantly being mindful of this PDCA cycle in any job, employees can achieve a higher level of performance.

At the end of the training, participants presented the goals they had set. OJT instructors and supervisors from their respective departments also participated in the presentations, offering advice on the presenters' goals and providing feedback on their daily efforts.

Summary of the one-year follow-up system for new employees

Over the past year, the Human Resources Department has implemented various support measures.
- Implementation of training for new employees (April/September/March of the following year)
- On-the-job training (OJT) mentoring system (a system where one senior employee in each department is assigned to mentor each new employee)
- Submission of weekly reports - Individual interviews with the Human Resources Department (3 times a year)