Panasonic Automotive Systems Establishes PAS University, an In-House University: Learning and Teaching Together—Building the Best Corporate Personnel Development System

Yokohama, Japan – October 1, 2024 – Panasonic Automotive Systems Co., Ltd. today announced Panasonic Automotive Systems established Panasonic Automotive Systems University (“PAS University”) on October 1, 2024, an in-house university that aims to improve the abilities and skills of employees and support autonomous career development.

In recent years, the automobile industry has been accelerating the shift to SDVs* and continuing technological evolution, including automated driving. Going forward, control by large-scale in-vehicle computers utilizing complex algorithms and AI will become an integral part of cars. Panasonic Automotive Systems has a large share of the global market and leads the market in cockpit systems, where these advanced technologies are concentrated, but investment in human resources is essential to maintain the top share in the world’s most advanced development areas.

* SDV (Software Defined Vehicle): A vehicle designed and developed with the assumption that the vehicle’s functions will be updated by software

To maintain its leading position, the company has opened PAS University, an in-house university that provides newly hired technical personnel with a place to learn systematic and practical software technology, as well as the chance to strengthen the development and update the skills of existing engineers in each technical area. While continuing to apply the know-how and curriculum for personnel development that the Panasonic Group has cultivated, the company also aims to deepen interactive communication by providing opportunities for employees to participate of their own volition and become instructors in their areas of expertise, leading to organizational and individual growth.

Specifically, the curriculum covers a variety of themes necessary for employee growth, including not only technical development expertise, but also knowledge and practical experience that is essential to the in-vehicle business. This includes quality and manufacturing, leadership and management, and fostering organizational culture by instilling the Panasonic Group’s management philosophy and the company’s mission, vision, and values. The company plans to invite outside experts as lecturers and collaborate with specialized organizations. In addition, employees with extensive experience and high levels of knowledge, as well as executives and other senior management, will serve as instructors to encourage practical learning and growth not only through classroom lectures, but also on-the-job and on-site training opportunities.

The company will continue to create an environment in which employees can take on challenges with confidence in pursuit of our goal to build the best corporate personnel development system. The growth of each and every employee is essential for the company’s growth. The company will contribute to the further development of the mobility society through the growth of both individuals and the organization.

Overview of the in-house PAS University

Establishment concept: Learning and teaching together—Building the best corporate personnel development system

Instill management philosophy and train personnel who embody corporate values
Strengthen personnel training to implement business strategies and establish competitive advantage
Create a community where everyone learns and teaches each other

Curriculum goals and examples of specific courses (partial):

Category	Overview	Objective	Examples (partial)
Corporate philosophy, values	Learn about Panasonic’s management philosophy and the company’s Mission, Vision, and Values (MVV)	Increase engagement and a sense of unity by going back to the founding principles and instilling the MVVs that recapture the company’s current aspirations	Roundtable with management In addition to management philosophy training at each milestone, this is an opportunity to share top management’s thoughts, verbalize each individual’s thoughts, and express management philosophy and MVV by themselves to ensure penetration
Common skills	Executive development, leadership development, acquisition of business skills	Selectively and hierarchically educate human and conceptual skills that are essential for leadership personnel to embody corporate values	Developing people that can lead change Encourage a breakaway from inertia and coasting through paradigm inspection by considering the similarities between internal and external examples of success and failure. Develop recommendations and action plans for transformation
Common skills	DX/IT, language and literacy training	Common skill updates and literacy acquisition for all employees	Online/digital training services Provide an environment where all employees can learn what they want to learn at any time, and also leverage external online training platforms
Specialized skills	Acquisition of skills in specific areas such as technology, quality, manufacturing, etc.	Consolidate and systematize training conducted by each department and deploy expertise held by each department throughout the company. Company-wide utilization of training assets	Systematization and one-stop service Systematize and organize the more than 600 training curricula already in place within the company, and deploy them centrally throughout the company. Provide an easy-to-attend system
Specialized skills	Expand acquisition of highly specialized skills for SDV	The company is strengthening its hiring of software personnel to accelerate the shift to SDV and vehicle function integration. The company will further enhance onboarding measures for engineers, including new hires, in order to help them rapidly become a competitive force. In addition to security, which is already active as a CoE*, the company has established architecture, AI, and UX design as areas to be strengthened and formed an expert group. Develop personnel with world-class skills	Expert development Expert personnel are selected across the company, and instructors and training groups are established by level. The curriculum is structured by formalizing tacit knowledge related to system or software architecture design that is only possessed by irreplaceable personnel. In conjunction with this, the company will continue to practice concrete development projects intended to foster the growth of the personnel. By learning and teaching together, the company aims to further improve the level of its front-line engineers

* CoE (Center of Excellence): An organization that brings together specialists with high expertise and know-how.

Audience: Approximately 5,000 domestic non-consolidated employees of Panasonic Automotive Systems

* Over the medium to long term, the plan will cover approximately 30,000 group employees, including those overseas

About Panasonic Automotive Systems Co., Ltd.

Panasonic Automotive Systems Co., Ltd. was launched on April 1, 2022, as a business company responsible for the automotive business in line with the start of the Panasonic Group’s business company system. We are a global company with operations in 22 countries and regions, approximately 30,000 employees, and sales of approximately 1,491.9 billion yen (fiscal 2023 results). As a Tier 1 company, we provide advanced technologies unique to Panasonic, such as infotainment systems, to automakers in Japan and overseas, contributing to the creation of comfortable, safe, and secure automobiles. Our corporate vision is to be the “Joy in Motion” Design Company, and we are committed to meeting the expectations of our customers around the world with technology that stands by people.
To learn more about our company, please visit: https://automotive.panasonic.com/en

The content in this website is accurate at the time of publication but may be subject to change without notice.
Please note therefore that these documents may not always contain the most up-to-date information.
Please note that German, French and Chinese versions are machine translations, so the quality and accuracy may vary.