Human Capital

Basic concept

At Kamigumi Group, we believe that human resources are the source of value creation and business competitiveness. To embody our corporate philosophy of "responding promptly to the demands of a changing society" and "taking on cutting-edge themes," we aim to continuously cultivate individuals who possess the will and ability to boldly take on challenges in the face of transformation. Therefore, our approach to human resource development is as follows:

We conduct human resource development not only to improve corporate performance, but also to enhance employee skills and boost motivation through a sense of personal growth.
The foundations of talent development are on-the-job training (OJT), job rotation, and self-improvement.
Off-the-job training (Off-JT) is conducted to build a foundation for business professionals at each level and to acquire knowledge and skills that cannot be easily supplemented by on-the-job training (OJT).
The common training guideline across all levels is the realization of the "ideal employee profile" that is sought after by our company.

Desired Candidate Profile

① People who continuously expand their areas of expertise in order to enhance the value they provide to customers and stakeholders.

② A person who takes on challenges aggressively on their own, and by involving those around them, helps both themselves and others grow.

③ People who not only focus on the immediate future but also take a long-term perspective when planning and executing tasks.

system

Our group-wide education and training programs, including those for young employees, development at each level, and the development of global talent, are planned and managed by the Human Resources Department at our head office. Education and training programs specific to each business area are planned and implemented by each business division to acquire the necessary knowledge and skills.

Initiatives

①OJT

Based on the logistics know-how and domestic and international logistics network cultivated since our founding, we will develop personnel with expertise and versatility through experience in a wide range of business areas, handling various types of cargo from small packages to large, heavy items.

② On-the-job training for new employees

We conduct a six-month on-the-job training program for new graduates in generalist positions, where they gain practical experience working on the front lines of our operations, such as logistics warehouses and container terminals. This allows them to experience our company's strength in on-site operations, deepen their understanding of on-site work, and foster safety awareness, ultimately contributing to the development of future management candidates in generalist positions.

③ Training by hierarchical level

We provide training programs at each level to help business professionals build a strong foundation by teaching them the necessary mindsets, knowledge, and skills. In particular, we strengthen training programs for young employees during their first three years with the company, as this is a crucial follow-up period.

④ A fair and impartial evaluation system

We have implemented a management by objectives system, including goal-setting interviews, mid-term interviews, and end-of-term performance reviews. We believe that this evaluation system is not only used for fair treatment and determining salary increases and promotions, but also plays a role in talent development through the process of achieving goals. By aligning organizational and individual goals and working towards their achievement, we aim to achieve both employee growth and improved organizational performance. Furthermore, we have implemented evaluator training to ensure that evaluators can provide appropriate evaluations, feedback, and guidance.

⑤ Overseas training program

As a general rule, employees with five or more years of experience are dispatched to overseas subsidiaries for six months to undergo practical training. By experiencing local conditions, products, and stakeholders overseas, we strive to cultivate knowledge, skills, and international awareness, and develop human resources capable of responding to globalization.

⑥ Development of next-generation management talent

Amidst the accelerating pace of change in the business environment, we aim to cultivate management talent equipped with foresight, leadership, and a sense of mission, capable of driving growth strategies. We will also focus on selective training programs that intentionally foster talent over the medium to long term, including providing challenging experiences to high-performing managers early on.

Main training programs

Employee engagement

Conducting an engagement survey

At our company, we recognize that employee engagement is an essential element for sustainable corporate value enhancement. Therefore, to understand the current situation, we have been conducting company-wide surveys since fiscal year 2023.
In this survey, we measured and analyzed the "gap between expectations and reality" that employees experience through their interactions with the company, dividing it into eight areas that constitute the employee experience.

Survey participantsGeneralist positions, administrative positions, re-employed employees, contract employees
Response rate82.3% (3,103 people/3,769 people)
Survey contentsThis study investigates eight areas of employee experience that employees gain through their interactions with the company.
① Recruitment ② Onboarding ③ Job Performance ④ Performance Evaluation ⑤ Talent Development ⑥ Personnel Placement ⑦ Work Environment ⑧ Corporate Culture Survey Results: Score 67.7 (Up 0.2 points from the previous year)
Survey resultsScore: 67.7 (up 0.2 points from the previous year)

Compared to the previous year, improvements were seen in perceived values in several categories, but a gap remained between actual results and expected values, resulting in an overall score of 67.7 points, only a slight improvement from the previous year.
Going forward, we will share the results of this analysis with management, promote the implementation of specific score improvement measures, and aim for further improvement in employee engagement and, ultimately, the sustainable enhancement of corporate value.

Promoting Women's Participation in the Workforce

As part of our diversity promotion efforts, we are committed to promoting the advancement of women in our company.
In fiscal year 2024, we implemented a career development program for female generalist employees. The program consisted of six meetings, including lectures by external speakers. In the final session, participants presented to the president and executives on topics such as "pride and fulfillment in their work," "future career visions," and "what they expect from the company to continue working there long-term," making it a very meaningful program.
We will continue our company-wide efforts to promote women's advancement, including expanding the scope of eligible participants in the next fiscal year and beyond.

Taking parental leave

To prevent employees from leaving their jobs due to childcare responsibilities, our company publicizes the details of our childcare leave system through our internal newsletter, not only to those who use it, but also to deepen the understanding of those around them.

Number of new employees taking childcare leave

Promoting employment of people with disabilities

Our company strives to comply with the employment obligations imposed on employers under the "Act on Promotion of Employment of Persons with Disabilities." Furthermore, we properly report our employment status to Hello Work (public employment security office) in accordance with ministerial ordinances.

Human resource development

Training for human resource development