Human Resource Development
Approach to Human Resource Development
Human Resource Development Based on the Group's Corporate Philosophy
In order to realize the Tosei Group's mission of "becoming a group of seasoned professionals who create new value and inspiration in all aspects of real estate," our human resource development goal is to create an organization in which each and every employee can strive to improve their knowledge and skills, and maximize their motivation and abilities. We value diversity in the hiring, development, and promotion of human resources, and provide equal opportunities for growth and success to those who continue to pursue our corporate philosophy, regardless of gender, nationality, or employment history.
Human Resource Development Policy
The Group positions human resource development as a total system that includes the creation of training opportunities for employees, as well as promotion, transfer, and evaluation, and focuses on training from various perspectives, on-the-job training, support for self-development, and cooperation with various personnel systems.
Training from Various Perspectives
In training, employees acquire the ability to perform their jobs specified for each rank or organization and job classification in a systematic, intensive, and experiential manner. Training common to all employees includes various compliance and ESG training programs to raise the sustainability awareness of the entire Group. We are also working to raise awareness of human rights and diversity through training and seminars aimed at deepening understanding of women's health and careers and LGBTQ issues.
On-the-Job Training (OJT)
OJT training is a systematic training program that provides employees with necessary information, knowledge, skills, and experience that are closely related to their work. Through this process of mutual development, we aim to improve the leadership and instructional skills of not only those who receive instruction but also those who promote OJT.
Support for Self-Development
In order to support the self-development of each employee to develop his or her own abilities, we have established a system of congratulatory payments for the acquisition of various qualifications, and support for attendance at courses sponsored by educational and training institutions designated by the Company.
Cooperation with Various Personnel Systems
In order to promote the growth and vitalization of each employee and the organization, we promote opportunities for communication with each individual, such as providing regular feedback on the results of personnel evaluations, regular reports on OJT, and opportunities to meet with managers and the Human Resources Department to discuss career development and job rotations.
Human Resource Development System
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Job rotation training |
We implement a pre-assignment annual job rotation program for new graduate employees to experience multiple departments prior to their main assignment. The purpose of this program is to experience Tosei as a comprehensive real estate company through exposure to each major business, to build a network across departments, and to prevent mismatches in assignments by assessing aptitude before the main assignment. In addition, each department is staffed with an Elder and an Assistant who provide detailed support and guidance to each freshman. |
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Education and training programs |
We offer a variety of training programs and seminars for employees to acquire the knowledge and skills necessary for their positions, duties, and ages. In addition to knowledge and skills required for work, we also offer a number of training programs to acquire knowledge that is important from the perspective of sustainability, such as work-life balance, human rights and diversity, and compliance. |
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One-on-one communication |
Once every six months, we hold one-on-one meetings that involve the head of the department to discuss performance evaluation. Based on the 5 Key Phrases (learning, discovery, innovation / contemplation, decision, and action) in the monthly action report, we consider each employee's comments on what they have accomplished in the past six months and what they would like to challenge in the future, and link them to their growth. |
Education and Training
Induction Training for New Employees
| Target group | New graduates and new members who join mid-way |
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| Training objectives | To understand the matters to be complied with as an employee of our Group, business outline, and system operation rules, etc. |
| Frequency | Annual |
| Training contents |
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Training for New Sub-Managers
| Target group | New sub-managers |
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| Training objectives | To promote understanding of the Tosei Group's business among newly appointed sub-managers in order to develop the next generation and vitalize the organization |
| Frequency | Annual |
| Training contents |
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Management Training
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Target group |
Managers |
|---|---|
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Training objectives |
To deepen understanding of health care, human rights and harrassment, and labor management, which are important for department and unit operations |
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Frequency |
Annual |
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Training contents |
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Life Design Training
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Target group |
Employees turning 30, 40, and 50 years old |
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Training objectives |
To acquire the knowledge required at each age to further enhance personal and company life |
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Frequency |
Annual |
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Training contents |
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ESG Training
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Target group |
All employees |
|---|---|
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Training objectives |
To acquire knowledge on ESG and establish sustainability awareness in each employee's work |
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Frequency |
Annual |
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Training contents |
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Compliance Training
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Target group |
All employees |
|---|---|
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Training objectives |
To foster a culture of legal compliance and increase awareness of compliance |
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Frequency |
Annual |
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Training contents |
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Information Asset Management Training
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Target group |
All employees |
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Training objectives |
To raise awareness of information leak prevention and establish internal rules regarding information asset management and insider trading |
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Frequency |
Annual |
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Training contents |
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Business Law Training
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Target group |
All employees of the sales department except Asset Solution Business Promotion Department and Architecture Planning Department
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Training objectives |
To acquire basic and applied knowledge of relevant laws and regulations and to foster a culture of legal compliance |
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Frequency |
Annual |
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Training contents |
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Support for Acquisition of Qualifications
The Company is committed to supporting employees in their efforts to acquire qualifications, aiming to encourage their self-development and acquisition of qualifications necessary for the Group's operations, and contribute to human resource development.
Congratulatory Gift Program for Successfully Obtaining Qualifications
The Company provides congratulatory money to employees who newly acquire various qualifications recommended by the Company, such as Real Estate Transaction Specialist.
The number of employees acquiring new qualifications for FY2024 was 30 (Tosei Corporation).
Support for Acquisition of Real Estate Transaction Specialist Qualification
We offer a training course by outside instructors for prospective employees and new graduate employees to acquire the Real Estate Transaction Specialist qualification.
Data and Achievements
Please see here for in-depth data regarding human resource development.
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