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Sustainability

Human Resources Development

Policy on Human Recourse Development

We seeks to recruit and train talent that is capable of putting into practice its management philosophy that states that "we will be an organization that our customers need and we will focus all our energy and resources on serving our customers," which is underpinned by its corporate philosophy that states that "we are dedicated to perpetual prosperity and greater happiness by constantly creating affluence for customers, employees and society."
As such, we support our employees in their efforts to build their careers and develop their capabilities in a manner that aligns with the aptitudes of each and every individual. In conjunction with such educational support, we also take an active approach in adopting employment programs tailored to employees' stages in life and in accordance with diversity aims.

Recruitment (Full-Time Employees)

Recruitment of New Graduates

  FY6/2019 FY6/2020 FY6/2021 FY6/2022 FY6/2023
Female
(Foreign nationals) 		7 27 40 45
(1)		 23
Male
(Foreign nationals) 		25 44 43 40 28
Total 32 71 83 85 51

Note:Aggregation period:from July 1 to June 30 of the following year

Recruitment of Mid-Career Professionals

  FY6/2019 FY6/2020 FY6/2021 FY6/2022 FY6/2023
Female
(Foreign nationals) 		61 48 31
(1)		 15 12
(1)
Male
(Foreign nationals) 		100 94 70
(2)		 43
(1)		 30
Total 161 142 101
(3)		 58
(1)		 42
(1)

Note:Aggregation period:from July 1 to June 30 of the following year

Mid-career employment ratio

  FY6/2019 FY6/2020 FY6/2021 FY6/2022 FY6/2023
Mid-career employment ratio 83.4% 66.7% 55.6% 41.0% 45.7%

Note:Aggregation period:from July 1 to June 30 of the following year

Human Resource Development Program

Upon Recruitment

New graduate initiation training Basic training on business etiquette, operations, and various systems
New employee follow-up program Follow-up procedures for potential employees: subsequent measures taken to ensure early success after joining the Company and prevent the rejection of employment offers
Family mentorship system: mental support provided by the Group as a whole instead of solely by the supervisor to whom an employee is assigned
OJT trainer system: OJT trainers are assigned to follow up regarding actual professional operations

Post-Recruitment

Follow-up training (for recruited new graduates) Conducted six months and three years following employment
Collaborating with colleagues and observers to identify problems and challenges and follow up on these activities to help facilitate further career advancement and career changes, when appropriate
Half-year training (for recruited mid-career professionals) Training available for recruited mid-career professionals throughout Japan who have been with the Company for six months and joined at the same time
Increasing Group synergy through interaction with colleagues
Training for next-generation managers Year-long course for managerial position candidates focusing primarily on managerial issues

Companywide Training

e-learning Curriculum count: about 130 in 15 disciplines
Stream-based e-learning concerning critical knowledge and skills related to insider trading, compliance, internal systems, real estate brokerage, proper etiquette, etc.
Compliance training Rank-based training regarding topics such as information security and harassment
Other training External or online training (through seminars offered by Nissoken, etc.)

Career Advancement System

Personnel evaluation system Twice per year, personnel set goals based on interviews with supervisors and conduct both self-evaluations and supervisor evaluations.
Career enhancement program Through an internal job-posting system and other channels, employees can take initial steps toward establishing their desired careers.
Support for the acquisition of qualifications * Recommended qualifications
Registered real estate broker, registered architect with first-class license, registered architect with second-class license, licensed real estate appraiser, etc.