Corporate OutlineAbout Us
Education & Skill up
＊The information shown here is an introduction to Komori Corporation (the parent company).
Please note that it is different from information about the Komori group companies.
At Komori we believe that a company can continue to grow and evolve only when each employee grows as well.
We are committed to creating an environment that fully supports the education and development of our employees.
New Employee Training Program
Komori provides a one‑year training program for all new employees starting from the time they join the company. This program helps them build a solid foundation as working professionals and equips them with the essential knowledge required to work at Komori.
Its purpose is to eliminate early-stage uncertainty and develop the mindset and skills needed to become a Komori professional.
Everything necessary to support this growth is built into this year‑long program.
1Basic Onboarding Training
To support a smooth transition from student life to professional life—and to help new employees understand their role as Komori employees—we provide approximately two weeks of foundational training at our head office.
During this program, new employees learn about:
- How a company operates
- Employment rules and regulations
- Salary systems and internal procedures
In addition to presentations by department managers, the program incorporates sessions in which younger employees share their day-to-day work experiences, helping participants gain a practical and easy-to-understand view of their future roles. Business etiquette training is also provided.
2Comprehensive Training
Following the initial onboarding, new employees participate in a two‑month comprehensive training program at Komori’s Tsukuba Plant. Here, they learn the fundamentals of production through hands‑on experience.
During this period, several practical training programs are conducted:
- Training Report Presentation
Each group presents what they have learned during the plant training. - Sales Training
New employees accompany sales representatives on customer visits, gaining direct exposure to customer communication and real business situations. - Printing Practice
New employees operate actual printing presses to learn the printing process in depth.
Throughout the plant training, each group is assigned a young employee known as a “Supporter.” Supporters provide guidance, answer questions, and offer help with any concerns or challenges that arise during the training—a reliable presence for every new employee.
3Provisional Assignment Interview
At the end of June, each new employee has a one‑on‑one interview with the Human Resources Department. Based on the employee’s preferences and aptitudes, a provisional department assignment is determined. Following a period of on‑the‑job experience in the assigned department, a final assignment is made.
4On-the-job training
Following the Provisional Assignment Interview, new employees begin on-the-job training in their provisionally assigned departments.
5Follow-Up Training
In late October, new employees participate in a follow-up training program. Through group discussions and presentations, they share their experiences, challenges, questions, and achievements from their provisional assignments. The program also helps participants develop problem-solving skills and a proactive approach to work.
Other Employee Training Programs
At Komori, we believe that world‑leading technologies are created through the continuous effort and growth of every employee. That is why we provide extensive support for employee education and skill development and training.
Career Development Programs by Career Stage
As employees progress in their careers, the knowledge and skills required of them continue to expand. To support their growth, we provide development programs tailored to each career stage, from team members to managers and senior executives. Through a diverse curriculum covering leadership, management, finance, strategic thinking, and creativity, we help employees develop into well-rounded professionals capable of driving Komori's future success.
- General cultural and business knowledge
- Management philosophy and leadership theory
- Fundamentals of accounting and finance
- Systems thinking and strategic thinking
- Creativity development and innovation skills
Training for Early-Career Employees
For the first six years after joining Komori, employees participate in group training sessions held twice a year.
The goal is to help them develop the ability to work proactively while engaging colleagues through the self‑management cycle, a core concept for Komori employees.
To supplement the practical experience gained through on-the-job training, the program covers key themes such as:
- Logical thinking
- Communication skills
- Mentoring and guiding junior colleagues
These sessions are conducted through group discussions and group work, enabling participants to learn practical skills in a hands‑on format.
In addition, during the first three years, Human Resources Department conducts semiannual follow‑up interviews with each employee. These sessions provide opportunities to review progress in on-the job training, discuss workplace challenges, and receive ongoing guidance and support for professional growth.
Specialized Training Programs
In addition to company‑wide general training, Komori offers specialized programs tailored to each department.
For technical departments, training includes:
- CAD training
- Patent and intellectual property training
- Cost‑based design training
- Technical skill development programs
For sales departments, training includes:
- Sales skills training
- Product and specification knowledge training
- Credit management training
- Data analysis and sales strategy training
We also provide various national certification programs, advanced technical training, and language training aimed at developing personnel for overseas assignments.
Our language‑centered global training programs are especially important for Komori as an international company.
We plan to further expand these initiatives by incorporating cross‑cultural training to deepen understanding of global business environments.
Correspondence Course
To support individual skill development, Komori offers a wide range of Correspondence Course.
There are approximately 200 courses, covering knowledge and skills required for each job level and ability-based grade, as well as courses for professional certifications.
Examples include:
- Technical fields: electronics, software, manufacturing technologies
- Sales fields: sales management, marketing, practical business English
- Administrative fields: systems planning, accounting management
Employees are also encouraged to take additional courses for self-development.
For those who complete their programs, the company covers all or part of the tuition fees.
Award System
Each year, Komori recognizes employees who have made exceptional contributions in their work.
Awards are divided into two main categories:
・R&D Award:
Given to technical employees for outstanding ideas or inventions.
・Business Achievement Award:
Given to employees in production, sales, or service roles who turn ideas or technologies into concrete products or business results.
In addition, achievements that significantly contribute to company performance—such as major inventions or product breakthroughs—may be honored with the Achievement Award.
Meister System
Komori has established the “Komori Meister System” to recognize expert-level employees and promote the transfer of their advanced skills and expertise to the next generation.
The program aims to:
- Evaluate and honor employees with exceptional technical proficiency
- Encourage them to mentor junior colleagues
- Foster innovation by leveraging their advanced knowledge
Although the Meister designation is not an official public qualification, it is Komori’s unique system for actively recognizing and developing top-level technical talent.