Initiatives for human resources

Labor environment

Policies related to labor environment

Through business, the Group takes efforts to become a “change agent group” that brings positive change to individuals and organizations as a mission (our purpose).
Based on the philosophy that creating positive change is our ultimate purpose, the Group takes efforts for the realization of health management, human resource development, working style reforms, and the promotion of female empowerment in the workplace. We recognize diverse individuals and working style and aim to create an environment where each employee can work actively.

Promotion structure

The Group has established the Human Recourse Activation Association (HRA Association) as a promotion mechanism for employee labor environment improvements. Chaired by the executive officer in charge of the Human Resources Division, the HRA Association includes managers from major businesses and the general managers of departments in the Human Resources Division. This association determines responds and policies to issues related to the labor environment and human resource training. It is striving to improve the labor environment by working with related departments in each Group company.

Health management

The Group believes that each employee can only maximize their own abilities if they are healthy. For that reason, the Group promotes initiatives to preserve and improve the physical and mental health of employees and their families by promoting appropriate work hours and work efficiency improvements. The Group conducts health management that strives to build a workplace environment where all employees can work lively. We established the Health Management Promotion Committee, chaired by the Representative Director and President, which is promoting these initiatives.

Please see the Health Management page for details.

Human resource development

Human resource development policy

The Group has set a mission to be a “change agent group” that brings positive change to individuals and organizations. In order to achieve this, each employee is called a “change agent” and the proper qualities of such individuals are defined. In training, employees undergo the “WILL University” program established to efficiently develop change agents. Throughout the year, the Group continuously provides “all-employee mandatory training,” “level-based mandatory training,” “training for specific teams,” and “voluntary training.”
Due to current circumstances, the usual group training has been changed to online training to execute the sessions in a flexible, safe, and educationally effective manner. The Group has constructed an efficient, multi-layered educational system by using the e-learning “Learner” system developed in-house as a learning aid in many of its training sessions.

Education system

Education system

The cross-company education system is made up of “all-employee mandatory training,” “level-based mandatory training” and “training for specific teams.”

[All-employee mandatory training]

The core of the all-employee mandatory training is “well-being workshops.” This is an opportunity to learn about well-being, the most important concept in the Group. Based on the academic effects of positive thinking, which has provided a large impact on the birth of the mission for the Group, a program has been formed through a collaboration with researchers in and outside Japan. We also promote ongoing learning by regularly distributing pamphlets and videos that arrange the important points of well-being for employees who have taken the training.

[Level-based mandatory training]

Level-based training defines the roles by level as follows and aims for employees to gain the qualities, knowledge, and skills needed for each role.

General Manager
Can fulfill the duties of medium-term level department management as a “market maker.”
Manager
Can fulfill the duties of yearly level department management as a “company maker.”
Leader
Can fulfill the duties of performance of a branch or team as a “team maker.”
General employees
Can properly understand and act upon the company philosophy, Group policies, and departmental vision as a “thanks maker.”

The level-based training of the Group is conducted in a multi-layer strategy of education through the Group headquarters supervisor and education through the business company supervisor. The former aims for the development of skills needed for that specific level across the Group, and the latter aims for the development of expertise required in business management.

The core element of level-based training is “coaching training.”
These sessions are conducted by members of the human resource development department in the Group headquarters who have licenses as professional coaches. Targeting employees with subordinates (leaders or higher), the program is split into those for managers or higher and those employees who are leaders. We will continue follow-ups for ongoing training even after these sessions.

Not only will new employee undergo group training when entering the company, they will also do regular group training several times throughout the year. In addition, we create a “map for success” that is a growth plan through the year for each new employee and make individual follow-ups.

Managers and higher are invited for a yearly overnight study session, the WILL Summit, as well as programs from GLOBIS CORPORATION. These employees learn from experts, conduct planning for self growth, and engage in Group conversations for business growth. We are also proactively implementing a succession plan to train the next generation of managers.

[Training for specific teams]

The core element of training for specific teams is the “team-building workshops.” This is a program that aims to optimize the relationship of team members in order to support business growth. Human resource development department members, who are professionals in team-building and organization development, perform this training across the country. There tends to be divisions among team members between management and the managed. However, this program aims to prevent these divisions from causing fractures, and actually use knowledge and skills to change them into a positivity and achieve business growth.

[Voluntary training]

This is ongoing training in small groups that any employee can volunteer to join, regardless of their level or team. The core element of this training is “Well-Being & Coaching Training.” This is an opportunity for employees to deepen their learning of well-being, the most important concept for the Company, and coaching, one of the effective methods to support people. Members training is done in groups, but training for executives is done one-on-one or one-on-two with a trainer from the human resource development department.

Encourage diverse working styles

WILL GROUP conducts initiatives to encourage flexible working styles in order to maximize the abilities of each employee.
The Group aims to improve the well-being of each employee by enhancing “working,” “interesting,” “learning” and “living” of each employee through a flextime system, reduced working day/hour system, a work from home system, and allowing side jobs.

Examples of initiatives

  • Implementation of flextime system
  • Implementation of reduced working day/hour system
  • Implementation of work from home system
  • Enhancement of childcare leave and nursing care leave systems
  • Allowing side jobs