Sanei Hytechs conducts engineer training for a total of 1 year. In new hire training that lasts 6 months from October (new employees are only hired in October) to the end of March, employees study the basics of design in all fields, regardless of their desired position. After employees are assigned to regular positions in April, they begin specialized on-the-job training in their respective departments.
The company works to prevent assignment mismatches by conducting training in this manner for a total of 1 year, while seeking to understand the ambitions and aptitudes of each individual employee.

*All training is conducted in Japanese. Employees must have scored 600 or higher on the J.TEST (Test of Practical Japanese) or have passed level N2 of the JLPT (Japanese Language Proficiency Test). And Employees should get a score equal to or higher than level 6 of the a test calls JSST. (Applicants must obtain the above-mentioned score/levels of both of the written tests and the speaking test by the end of July before join the company.)

Senior employees come from a wide range of departments and majors

Applicants who studied LSI design in university will find their knowledge is very useful once they are hired. However, Sanei Hytechs has no conditions regarding academic department or major, or other such qualifications in its hiring process. Senior employees have studied a wide range of fields as students, including electronic engineering, mathematics, physics, geography, and medicine. The company’s well-rounded new hire training system has been devised to train anyone to be an LSI design professional, as long as they have the will and interest necessary.

New Hire Training (October to March)

In new hire training, employees diligently study for 6 months all of the elements that compose systems, which include digital circuit design, software, analog circuit design, and embedded systems, with the purpose of getting a comprehensive overview of the whole system, focused on LSI.
Each lecture includes classroom study, followed by practical study, then presentations. New hires study the fundamental points for the inexperienced, later advancing to applied content, then exercises in an environment similar to their actual job.
From late January, new hires start manufacturing practice that combines digital circuit design, software, analog circuit design, and embedded systems that they have studied so far. In this part of their training, new hires study the links between elements that compose systems, and learn the skills to make them with their own hands. Finally, new hires conduct a review of what they designed in front of other employees, which completes their introductory training. This training curriculum enables new hires to sense their own growth with each step.

Main Technical Training

  • LSI overall, semiconductor basics, semiconductor devices
  • Logic circuits, RTL description (hardware description languages)
  • Analog, CAD (layout)
  • Software
  • UNIX training
  • Manufacturing practice
In new hire training, the company also makes use of the screen sharing feature of interactive whiteboards (IWB) to improve the precision of lectures. The IWB screen is displayed on the PC of each trainee in the lecture, so they can firmly grasp the content of the lecture regardless of where they are sitting. Everything the instructor writes on the screen is reflected immediately, which improves the speed and accuracy at which information is conveyed, and enables the instructor to incorporate a wealth of media into their lecture content. The first 6 months of new hire training are an important time in which new hires develop the fundamentals of their engineering skills. By introducing better environments and systems, Sanei Hytechs aims to not only streamline lectures, but achieve better output as well.

Post-Assignment Training (April onwards)

More specialized on-the-job training is conducted in the departments new hires are assigned to, continuing from April to September of the following year. This enables new hires to learn how to design on their own in the span of 6 months to 1 year.
Of course, training does not simply end after the first year. Once new hires actually start their jobs, they will realize that there is no end to learning. As they step up their career and master more difficult jobs, employees will make use of suitable opportunities for self-study. At Sanei Hytechs, study sessions are held for each project, so that employees can update their knowledge of cutting-edge technology, as well as new work processes and tools. The company has also developed mid-level employee skill development training and management position training for employees to develop as business people.