HR Strategies
HR System
MIRARTH HOLDINGS Group operates its personnel system based on the belief that each employee is a collaborative entity that creates sustainable growth for the future. Takara Leben is a personnel system that stably produces the talent necessary to achieve management plans, based on responding to changing times and based on purpose.
Our personnel system aims to foster employee self-growth and job satisfaction by using performance evaluations based on our purpose and values in promotion and salary increases, and by setting evaluation criteria that allow us to recognize employees who embody these values.
In addition to base salary increases, we are also promoting the creation of a secure working environment by introducing relocation allowances and cold-weather allowances to support employees who are transferred to different locations.
These initiatives contribute to the stable development of our employees and the creation of a sense of purpose within our group.
Basic Policy on Human Resources System
HR System that Continuously Develops Talent to Achieve Business Plans
- Clearly define the Company's ideal employee profile based on its purpose-driven values and building a system that enables employees to envision their own career paths.
- Attract and retain top talent through appropriate compensation allocation and boost employee motivation.
- Implement training and selection programs to develop strong managerial talent.
- Enhance employee understanding and motivation for growth by ensuring fair and transparent evaluations and treatment through mandatory midterm meetings between evaluators and those being evaluated.
Our Values
Passion & Inspiration
To be passionate about creating vibrant environments and to inspire and be inspired by people who share our vision.
Sustainability
To create a sustainable world where people, nature, and society coexist in harmony.
Value Creation
To continue to evolve and keep up with the rapid change around us To create new value.
Diversity & Co-creation
To value each individual's ideas and co-create a diverse and equitable environment with the local communities.
Integrity & Trust
To generate a trusting relationship among people and society through protection of our safety and security.
Initiatives to promote the implementation of the personnel system
Our group is committed to continuous improvement by meticulously analyzing the progress of our fair, equitable, and transparent evaluation and compensation systems, as well as aligning our evaluation criteria.
To address issues such as inflated evaluation tendencies and inconsistencies in evaluation criteria, we conduct annual training programs for evaluators and newly appointed managers to raise awareness.
Human Resource Development
Policy
Human Resources Development Policy
Our goal is to cultivate individuals who possess strong fundamental business skills and trustworthy interpersonal abilities, who can lead teams to achieve their goals by taking the initiative and taking on challenges themselves, and who can contribute to the advancement of our purpose.
Basic Policy on Training and Development
- Nurture individuals who not only embody our vision, but are also responsible members of society, worthy of the trust and pride of stakeholders.
- Implement programs that foster a sense of personal growth and support career design for every employee.
- Strengthen organizational and operational management capabilities, such as team leadership and supervisory skills, tailored to each level and aligned with the performance evaluation system.
- Acquire the specialized knowledge, technical skills, and operational capabilities to perform each task effectively.
Human resource development system
Our group believes that the growth of each individual employee is the source of sustainable corporate value enhancement, and we are promoting a fundamental strengthening of our education and training system.
Takara Leben aims to realize its talent vision: "Individuals with a strong business foundation and trusted human qualities, who can lead teams to achieve goals by taking initiative in challenges, and contribute to promoting purpose," we revamped the grand design of our education and training in fiscal year 2025. Based on this vision, we introduced an online learning platform (GLOBIS Learning Unlimited Edition) to managers, enabling autonomous business skill development. Furthermore, in fiscal 2026, we will expand this target to non-managerial positions seeking to raise the overall "business foundational skills" and "autonomous spirit of challenge" throughout the organization.
Overall diagram of the human resource development system
Autonomous career development
Support for Acquisition of Real Estate Transaction Agent Qualifications
Takara Leben is promoting initiatives to encourage employees to acquire real estate broker qualifications, and is providing guidance on teaching materials and conducting mock tests.
e-learning
Takara Leben revised its education and training system and introduced e-learning starting in fiscal year 2025.
Based on our human resource development policy: "To realize our purpose, individuals with strong business fundamentals and trusted personalities, who can lead teams to achieve goals by taking initiative in challenges," we have launched the use of learning services such as 'GLOBIS Learning Unlimited Enjoyment' and 'e-JINZAI for business,' which allow students to learn a wide range of business skills from management strategy to technology.
Developing DX talent
Implementation of digital talent exchange
MIRARTH HOLDINGS builds a digital talent development foundation by leveraging the expertise and technology of partner vendors who practice and provide innovative initiatives in digital talent development, and also conducts personnel exchanges between our group and partner vendors.
Through this initiative, we aim to cultivate talent who drive digital transformation, while establishing a community foundation, including management and follow-up systems to grasp understanding and establish methods for utilizing advanced technologies.
Furthermore, given the rapid advancements in AI technology in recent years, we believe that implementing AI utilization under "appropriate governance" will be a crucial success factor for corporate growth.
In developing digital talent, we will focus on training individuals who can utilize AI, accumulating practical experience and knowledge in each employee through the promotion of concrete utilization measures. This will accelerate the construction of an organizational and personnel structure that can powerfully drive digital initiatives.
"Mirai Lab" - Developing the next generation of leaders
MIRARTH INNOVATION LABO (also known as Mirai Lab) was established in FY2023 by participants of a hierarchy-based selection training program targeting Takara Leben's G3-rank employees (non-managerial, leader class).
Based on the belief that to sustain MIRARTH HOLDINGS for 100 years, it is necessary to "create new products, strategies, and businesses through flexible thinking and cross-departmental interaction," we are implementing initiatives aimed at "developing young employees," "promoting cross-departmental interaction," and "creating an environment where employees want to continue working."
In fiscal year 2025, cross-departmental roundtable discussions and study sessions were held, and cases of paid leave and childcare leave were introduced on the company bulletin board.
Performance evaluation
Feedback interview
At our company and Takara Leben, each employee sets goals for performance evaluation linked to management strategy, and feedback interviews are conducted semi-annually between evaluators and those being evaluated, aiming to promote individual growth. Additionally, based on Our Values, employee behavioral evaluation items (behaviors required for each grade) are set, and interviews are held three times a year at the beginning, middle, and end of the term.
360-Degree Evaluation
Our group conducts 360-degree diagnostics aimed at developing managers and above and improving our organization.
A 360-degree diagnosis provides an effective opportunity to understand how your daily behavior is perceived by those around you, allowing you to identify alignments and gaps in your own and others' perceptions and to view yourself objectively. Additionally, by receiving multifaceted feedback from those around them, the goal is to identify strengths and weaknesses that they may not recognize, learn their own behavioral tendencies, and improve their ability to demonstrate their actions.
In fiscal year 2025, we continued to conduct surveys targeting Deputy Manager and above (Director or higher in group companies excluding Takara Leben), targeting the individual, supervisors, colleagues, and subordinates, and based on the responses, feedback was provided to the individuals.
Personnel Management
Talent management system
As our group expands, it has become difficult to keep track of our employees. Furthermore, HR information and data are managed separately and scattered across different group companies. To address these challenges and effectively and comprehensively manage HR information to maximize the utilization of our human resources, our group has introduced a talent management system.
A talent management system is a tool that digitizes and centrally manages various information about each employee, such as their skills, abilities, transfers, and performance evaluations. By centralizing previously dispersed information, it becomes possible to perform multifaceted analysis and visualization of human resource information, leading to the strategic use of HR information.
Job Rotation
Our company and Takara Leben are promoting job rotation, which regularly involves workplace transfers and job changes. By allowing young employees to experience transfers across headquarters and departments, we promote overall understanding of the company, pursuit of potential, and enhanced adaptability to different environments. Additionally, by training generalists with broad knowledge and skills and deepening interdepartmental connections, we will also strengthen organizational capabilities.