Sharp introduced the Sharp Leadership Program in fiscal 2001 in Japan as an educational system targeting all employees, from younger staff members in semi-managerial positions to those in supervisory positions, with the objective of systematically nurturing management personnel. In addition to education implemented in relation to an MBA (Masters of Business Administration) curriculum, this program provides practical training that includes overseas assignments and participation in a key project. It is intended to nurture management potential and leadership that is in line with global standards.

The Challenge Course, for younger staff members in semi-managerial positions, eliminates seniority-based factors and sets up a monthly compensation system based on performance. Along with an education support system, it is intended to enable early promotion of younger personnel.

To foster the professional development of its management executives who contribute to the future creation of products and their commercialization, Sharp introduced the MOT (Management of Technology) Program in April 2005 in Japan, with approximately 30 employees attending in the first fiscal year.

Using original Sharp content and led by Sharp executives in technology fields, the MOT Program covers such topics as the origin of Sharp' s basic attitude towards the creation of products. It also includes courses on technology management theory given by outside lecturers including renowned university professors in Japan and from abroad.

Sharp introduced the Master System in October 2003 in Japan. Its purpose is to vitalize the company organization by creating and developing one-of-a-kind skills, passing down these technical skills to the younger generation, and fostering master technicians. The system covers seven types of skills. In fiscal 2005, Sharp certified five employees as Masters.

Sharp Corporation has a number of job rotation systems that bring out the very best in employees while furthering their careers.

Under Sharp's Personnel Declaration/Career Development System, once a year all employees in Japan document a career development plan and their job aptitude. Sharp then uses the information to develop skills and organize job rotations.

Sharp also implements a Career Development Rotation to give employees in Japan the opportunity to experience multiple types of jobs. The aim is to systematically foster "T-shaped" personnel who balance a high degree of expertise and a wide intellectual horizon.

Sharp implements the Recruitment Entry System in Japan to solicit personnel from among all employees company-wide, inviting them to take newly available positions in critically important areas, such as pioneering new business, as well as developing new technologies and products. In fiscal 2005, jobs were offered in approximately 50 projects, and 100 employees were assigned a new position.

In 2004, Sharp started a training system, the SHINE (Sharp International New Experience) Program, to foster the abilities of younger employees who will play a central role in future global business and also to broaden the skills of global business personnel. In this program, the company sends highly motivated employees to overseas sites in order to study foreign languages and gain work experience.

Dispatch Regions in 2005

US, Germany, UK, Italy, Spain, Philippines, Indonesia, Thailand, India, China

In Japan, Sharp holds seminars classified by function and job type for employees, to deepen their knowledge and required expertise. The company also offers a versatile selection of self-development support programs, such as open lectures, e-learning, correspondence language courses and other skill-improvement seminars.

One example is the voluntary Essential Course, which gives participants across the company a chance to simultaneously receive lectures by renowned outside specialists via a TV conference system. This Essential Course is so popular that many employees take holiday time to attend lectures.

Supporting the development of its employees, Sharp introduced the Qualification Acquisition Encouragement Plan in September 2004 in Japan to reward employees who have acquired any of the specified six qualifications, such as public accountant certification.

Adding to this in 2005, Sharp broadened the range of qualifications, from specialized fields such as technology and technical skills, to foreign languages and IT, which are directly connected to daily duties. Sharp now provides incentives in recognition of 56 qualifications. Approximately 600 qualified applicants received the respective incentives in 2005.

Sharp annually honors domestic and overseas employees and divisions/departments that have achieved outstanding performance.

In fiscal 2005, 200 awards were presented to 2,450 employees, a reflection of the fact that the previous year saw record business results for Sharp.

Outside business partners who have demonstrated commitment to social contributions, or to our company's growth, were awarded Sharp Appreciation Awards.