Human Resources Strategy
Human Resources System
The MIRARTH HOLDINGS Group operates its human resources system based on the belief that each employee is a contributor to co-creating sustainable growth for the future. At Takara Leben, we have established a human resources system designed to continuously develop the talent necessary to achieve our management plan by responding to changing times and based on our Purpose.
The human resources system incorporates evaluation criteria based on our Purpose and Values into behavioral evaluations related to promotions and salary increases. By setting evaluation criteria that recognize employees who embody our Purpose and Values, we aim to foster employees’ personal growth and sense of fulfillment.
In addition to base salary increases, we are also working to create a working environment where employees can work with confidence by implementing initiatives such as the introduction of relocation allowances and cold-region allowances to support employees who transfer to new locations.
Through these initiatives, the Group aims to continuously develop talent and create a sense of fulfillment among employees.
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 Framework
The Group believes that the growth of each employee is the source of sustainable enhancement of corporate value. Therefore, we are fundamentally strengthening our education and training systems.
In order to realize its human resources vision: "Individuals who possess strong fundamental business skills and trusted personal qualities, who can lead teams to achieve goals by proactively taking on challenges, and contribute to driving our Purpose," we revamped the overall design of our education and training programs in FY2025. Based on this vision, we introduced an online learning platform (GLOBIS Unlimited Learning) for managers, enabling them to autonomously refine their business skills. Furthermore, in FY2026, we will expand the scope to non-managerial employees who wish to participate, with the aim of raising the overall level of fundamental business skills and self-driven willingness to take on challenges across the organization.
Human Resource Development System Overview
Autonomous Career Development
Support for Obtaining Real Estate Transaction Specialist Certification
Takara Leben promotes initiatives to encourage employees to obtain real estate transaction specialist certification, including providing information on study materials and conducting mock exams.
E-learning
Takara Leben revised its education and training system and introduced e-learning starting in FY2025.
Based on our human resource development policy: "Individuals who possess strong fundamental business skills and trusted personal qualities, who can lead teams to achieve goals by proactively taking on challenges, and contribute to driving our Purpose," we started using the learning services “GLOBIS Unlimited Learning” and “e-JINZAI for business,” which allow employees to acquire a wide range of business skills, ranging from management strategy to technology.
Developing DX talent
Promoting Collaboration among Digital Talent Exchange
MIRARTH HOLDINGS is building a foundation for digital talent development by leveraging the expertise and technology of partner vendors that implement and provide innovative initiatives in this field. We also facilitate interaction and collaboration among employees of the Group and partner vendors.
Through this initiative, we aim to cultivate talent capable of driving digital transformation, while establishing a community platform that includes management and follow-up systems to monitor levels of understanding and to facilitate the adoption of methods for utilizing advanced technologies.
Furthermore, given the rapid advancement of AI technologies in recent years, we believe that effectively using AI under "appropriate governance" will be a key success factor for corporate growth.
In developing digital talent, we will focus on training employees who can utilize AI, enabling each employee to accumulate practical experience and knowledge through the promotion of specific AI utilization initiatives. This will accelerate the establishment of an organization and human resources structure capable of strongly driving digital initiatives.
Developing the Next-Generation Leaders: Mirai Lab
MIRARTH INNOVATION LABO (also known as Mirai Lab) was established in FY2023 by participants of a selective, level-based training program targeting Takara Leben's G3-grade employees (non-managerial, leader-level employees).
Based on the belief that in order for MIRARTH HOLDINGS to continue for 100 years, it is necessary to "create new products, strategies, and businesses through flexible thinking and cross-departmental collaboration," we are implementing initiatives aimed at "developing young employees," "promoting cross-departmental collaboration," and "creating an environment where employees want to continue working."
In FY2025, we held cross-departmental roundtable discussions and study sessions, and shared cases of paid leave and childcare leave on the company bulletin board.
Performance Evaluation
Feedback Meetings
At MIRARTH HOLDINGS and Takara Leben, each employee sets goals for performance evaluation that are linked to management strategies, and feedback interviews are held semi-annually between evaluators and employees to promote the growth of each employee. In addition, we have established behavioral evaluation items based on Our Values and defined according to each job grade, and hold feedback meetings three times annually, at the beginning, middle, and end of the fiscal year.
360-Degree Feedback
The MIRARTH HOLDINGS Group conducts 360-degree feedback aimed at developing managers and above and improving organizational effectiveness.
360-degree feedback provides an effective opportunity for employees to gain an objective perspective on themselves by understanding how their daily behaviors are perceived by those around them and identifying alignment and gaps between self-perception and others' perceptions. In addition, by receiving multifaceted feedback from those around them, the goal is to identify strengths and weaknesses that they may not recognize themselves, understand their own behavioral tendencies, and improve their ability to take action.
In FY2025, we continued to conduct surveys targeting Deputy General Managers and above (Directors and above for Group companies excluding Takara Leben). Surveys were completed by the individuals themselves, their supervisors, colleagues, and subordinates. Based on the results, feedback was provided to each individual.
Human Resources Management
Talent Management System
As the Group has expanded its scale, it has become difficult to keep track of each employee’s situation. Furthermore, human resources information and data are managed separately and scattered across different Group companies. To address these issues and effectively manage human resources information from multiple perspectives to maximize the utilization of talent, the 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, we are able to perform multifaceted analysis and visualization of human resources information, enabling the strategic utilization of such information.
Job Rotation
MIRARTH HOLDINGS and Takara Leben are promoting job rotation, which involves periodic transfers and job changes. By allowing younger employees to experience transfers across headquarters and departments, we aim to enhance their understanding of the Group as a whole, develop their potential, and strengthen their ability to adapt to different environments. Furthermore, by training generalists with broad knowledge and skills and deepening inter-departmental connections, we also aim to strengthen our organizational capabilities.