Human Resource Development Policy and Internal Environment Improvement Policy

Internal Envrionment Improvement Policy

• Job Satisfaction

  A culture that encourages challenge and growth, and celebrates colleagues who take on challenges.

  We value a culture where employees’ voluntary efforts to contribute to people and society are respected, entrusted, and celebrated. By providing an environment that aligns with each employee's life stage, we believe we can achieve higher goals as a company.

• Creativity

  A culture that envisions the future and strives for the creation of new value.

  By continuously refining the present while envisioning the future and honing our sensitivity, new ideas emerge. We believe that it is the environment of mutual respect that enables us to harness diverse perspectives and connect them to the creation of new value.

• Growth Opportunity

  A culture that inspires the desire to learn and engages in the pursuit of ambitious goals.

  We respect our employees' desire for self-growth and their eagerness to learn, providing them with opportunities to do so. We believe that boldly anticipating future changes and continuously striving toward personal goals form the foundation of a company that continues to grow.

Thoughts on Human Resource Development

Together with colleagues who share the company’s core value of 'altruism,' we aim to cultivate individuals who, with a pioneering spirit, can explore new frontiers and contribute to the realization of a sustainable and prosperous society.

Human Resource Development Program and Career Growth

Our human resource development program is built on the foundation of instilling our corporate philosophy, supporting employees in maintaining a continuous learning mindset. The reason our employees proactively pursue learning is their strong desire to contribute to clients and society. This commitment has become deeply ingrained in our corporate culture, fostering an environment where employees inspire and challenge each other to improve. Through this positive cycle, employees grow into valuable assets who can make even greater contributions to clients and society.
To achieve this, we have designed a training system tailored to support employees' growth at each stage of their careers. New employees receive fundamental knowledge and skills, while mid-level employees undergo training to enhance leadership and expertise. For management, we provide programs that refine strategic thinking and organizational management skills. We offer comprehensive support to all employees, enabling them to build their own careers.
At the same time, we actively encourage employees to pursue self-improvement and create an environment that fosters their personal growth. By continuously acquiring new knowledge and skills, we develop professionals who can consistently deliver value to clients and society.

Training Framework

Our training framework is structured to develop specific skills according to each employee’s career stage, built upon the following four core domains:

1. Human Skills & Philosophy
   • Target: New Employees to Executive Officers
   • Focus: Cultivating foundational values and interpersonal excellence.
     • Human Skills: Communication, teamwork, and interpersonal relationship building.
     • Philosophy: Understanding and practicing corporate missions and values.
   • Key Feature: These are essential baseline skills for all levels, serving as the foundation for all other professional growth.
2. Technical Skills (Specialized Expertise)
   • Target: New Hires to Managers
   • Focus:Mastering professional knowledge and skills required for specific roles.
     • Fields: Real estate development, leasing operations, construction, hotel management, etc.
   • Key Feature: While the early career stages focus on strengthening expertise, employees are expected to integrate these skills with leadership capabilities as they promote.
3. Leadership Skills
   • Target: Senior Staff Members to Executive Officers
   • Focus: Acquiring the power to lead teams and the organization.
     • Competencies: Organizational management, decision-making, and goal attainment.
   • Key Feature: Importance increases with seniority, with an intensified focus for those in management positions and above.
4. Advanced Specialization & Additional Skills
   • Target: All employees
   • Focus: High-level, job-specific skills and specialized knowledge.
     • Examples: IT proficiency, language skills, professional certifications, etc.
   • Key Feature: An elective skill domain aimed at individual career development and enhancing niche expertise.
5. Relationship Between Career Stages and Skill Development
   • Horizontal Axis (Career Stages): New Hires → Staff → Senior Staff → Assistant Section Manager → Deputy Section Manager → Section Manager (Manager) → Deputy General Manager → General Manager → Executive Officer
   • Vertical Axis (Development Domains):
     • Foundation: Human Skills & Philosophy (Mandatory for all)
     • Middle Layer: Technical Skills and Leadership Skills (Leadership weight increases for management)
     • Upper Layer: Advanced Specialization (Individual and niche expertise enhancement)

This framework enables employees to step-by-step develop their abilities—from foundational skills and expertise to organizational leadership and advanced specialization—simultaneously achieving personal growth and enhancing corporate value.

Example of Training Programs

• Philosophy Training

  We clarify the purpose and meaning of life and work in stages from the time of joining the company. This is because we believe that without establishing aspirations and purpose, it is impossible to nurture individuals who are valuable to society. In such training sessions, the Chairman and President themselves take on the role of instructors, teaching the importance of learning 'how to conduct oneself as a person' first and foremost.

  

• Training New Recruits

  The foundation of being a business professional can be said to be 'integrity and respect.' While it is of course essential to learn manners such as phone etiquette and business rules, our aim is to grow as individuals and become valuable and attractive talent. In order to contribute to society through one's own abilities, we not only acquire basic skills as business professionals but also learn the proper mindset as both individuals and businesspeople.

  

• Basic Business Training

  Our company, entrusted with managing our clients' valuable assets, requires a basic level of business knowledge. Once a month, we hold sessions to study and analyze global and domestic economic trends, focusing on financial markets and real estate, while interpreting various economic indicators. Additionally, we conduct a weekly 'Nikkei (Nihon Keizai Shimbun) Test' to ensure that all employees remain engaged with the ever-changing economic landscape and approach their daily tasks with a keen awareness of economic fluctuations.

  

• Self-Development Program

  This program supports all employees who have completed their probationary period in attending training, seminars, and certification courses that enhance their professional work. With an annual subsidy of up to 100,000 yen, we provide opportunities for employees to deepen their expertise and sharpen their skills. Participants can freely choose from external seminars, workshops, or online learning platforms that directly contribute to their career growth and performance. Our goal is to foster an environment where self-growth and practical excellence go hand in hand.

  

• Training Travel

  A two-night, three-day learning journey with a clear training theme each time. We conduct training trips across Japan to learn about the importance of life and ways of living from the lives of Meiji Restoration patriots and records of the Pacific War. By learning not only from our own experiences but also from the experiences of others in history, we cultivate the wisdom and thinking to shape the future. We also conduct overseas training trips to Vietnam, where our company is promoting projects, to observe local projects and feel the enthusiasm for growth in emerging countries, which is different from Japan.

  

• Amoeba Management Training

  Amoeba management involves dividing the company into small, self-sustaining teams that manage themselves with a leader at the center. This leader needs the ability to incorporate and implement the top management’s intentions (company goals) into their team’s management. This training is fundamental to our company, aiming to enhance employees’ awareness of profitability through full participation and to develop future leaders who will take on management roles.