Culture Transformation with the 6 Principles of Organization Design

The Panasonic Group is focusing on the development of human talent capable of using data technology as part of its “Panasonic Transformation (PX)” initiative, which aims to drive corporate transformation with digital transformation (DX) as its core. Employees volunteer as PX Ambassadors to support the resolution of on-site issues using technology. As of March in 2025, a total of 62 ambassadors are actively participating in this system across the group, having provided over 170 solutions. Furthermore, the “On-Site PX Contest” has been held to widely gather PX case studies from within the company. Through two contests held in September 2024 and March 2025, we received approximately 803 applications. In addition to the Group CEO, external directors and experts participated in the selection process, demonstrating that PX initiatives are gaining driving force throughout the entire company.

The Panasonic Group in Japan launched its “Alumni Community” in April 2024, allowing for a connection with the Panasonic alumni (employees who resigned or retired from the Panasonic Group) after retirement. Both alumni and current employees can participate in the community, which offers opportunities to build networks through newsletters, online events, and semi-annual in-person events. The community is created to be an accessible space for participation, regardless of job roles or positions, thus fostering new collaborations and co-creation through connections with alumni who have diverse experiences. 

Employees have established their own internal communities, known as Employee Resource Groups (ERGs), to create a better workplace and company. These communities are formed according to common interests or issues, crossing the boundaries of the operating companies, company rank, and position, resulting in collaborations and new business ideas. The themes encompass a wide range of topics, including disabilities, gender, technology development, and business model creation. These communities contribute to the creation of inclusive spaces and improve business operations and workplace environments. The connections among employees are driving transformation across the entire group. 

The Panasonic Group created a “Resilience Training Program” in 2021, which aims to maximize the potential of each individual by deepening understanding and fostering a resilient workforce and organization capable of adapting to change. Included in this program are three main cores: “Peak Performance,” “Resilience,” and “Integration.” Based on a medical and psychological perspective, participants learn about how to enhance individual performance, how to transform adversity into growth for both themselves and the organization, and how to create an inclusive environment that leverages diversity. As employees who have improved their resilience through this program take the lead, various outcomes have already emerged, including the formation of teams that tackle challenging projects with a shared purpose, the acceleration of integrated activities across development, manufacturing, and sales, and the development of new products that connect insights from diverse job roles. 

The Panasonic Group promotes DEI (Diversity, Equity & Inclusion) as part of its human capital management initiatives. We have a wide range of ongoing initiatives to create a company where each employee accepts diversity to create greater results and contribute to society.