Aiming at developing people who can contribute to the growth of the company and society, LINTEC, as part of its human resources training, has introduced company-wide rank-based training programs that allow individual employees with diverse values to realize their personal growth according to the current stage of their career building, starting from training for new employees provided when they join the company (third-year follow-up training, fifth-year follow-up training, new chiefs training, new managers training).
Through the training programs, LINTEC supports individuals in both skill acquisition and career design.
As part of personnel development efforts, each employee has an interview with their supervisor twice a year to receive feedback on performance and activity evaluations, which helps them maintain and increase their motivation.
The Human Resources Department organizes interview sessions for employees in their fourth and seventh year with the company in order to support their career development. This is to provide an opportunity for individual employees to discuss with the company various issues related to career building.

The LINTEC Group engages in sustainability-related activities based on the belief that, each employee recognizing what they can do to address diverse and multifaceted social issues, taking action, and creating value by cooperating with others who share the same purpose and goals will lead to the realization of a sustainable society and world.
In order to deepen understanding of sustainability and provide opportunities for individuals to recognize the connection between their own work and social issues, LINTEC aggregates sustainability-related information and shares this through the “Sustainability Palette” employee information-sharing site. This site features a wide range of information, including explanations of basic sustainability-related terminologies, initiatives undertaken by the LINTEC Group, and the latest trends in society and the industry.
As part of our human resource development, LINTEC is promoting initiatives so that each employee can view sustainability as a personal matter and use it as a guide for their daily work and decision-making.

At LINTEC, we are working to enhance DX* literacy with the aim of having every employee take a leading role in promoting DX.
As part of these efforts, we are conducting training designed to deepen understanding of the fundamental concepts of DX, as well as data, IT, and security, while also strengthening employees’ ability to utilize software in their work and fostering the mindset of viewing DX as personally relevant to them.
Specifically, LINTEC has been utilizing external training services to provide training to all employees since the second half of fiscal 2024, with each employee participating in a one-year program.
Furthermore, looking forward, by including newly hired employees in the training, we aim to establish and continuously enhance DX literacy.

• ＊DX: Digital transformation. Refers to an operational reform approach to adapting to environmental changes by utilizing data and digital technologies to transform product, service, and business models according to customer and social needs as well as promoting makeovers in work contents and processes, organization design, corporate culture, and other business practices with the aim of establishing competitive advantages.

At LINTEC’s Research Center, the “Technology Familiarity Workshop” is held annually with the aim of promoting technical exchange.
In addition to executives, participants include junior sales staff, administrative personnel, and factory personnel, who share information to deepen understanding of technology. Specifically, information is shared through explanations by employees responsible for each initiative, covering technologies under development within the Research and Development Division, technologies that have been commercialized, and insights obtained at production sites.
In addition, by providing opportunities to observe live demonstrations of various experiments and to handle actual products, the initiative promotes mutual understanding across departments and job roles, enabling employees in diverse roles, including management, to deepen their understanding of LINTEC’s technological foundation.

Twice a year, LINTEC offers external self-development correspondence training courses to interested employees. The company subsidizes a part of the cost for those who complete a course within a given time frame. There is a wide variety of course content available, such as management, business skills, DX, foreign languages, liberal arts, and qualifications certificate programs.

To develop employees who can excel on a global stage, LINTEC has introduced a language-training program as a support system for self-motivated study. Participants are selected by the selection committee from among applicants based on self- recommendation or a recommendation obtained from their division head. Although the training time varies depending on each employee's language level, the aim is for participants to reach their target level with about 100 to 150 hours of training.