Society <Employment & Talent>
We are creating a workplace environment where each employee can work with peace of mind and are advancing human resource development to maximize individual abilities.
■ Investing in human capital
Our company aims to achieve human resource development and the establishment of a comfortable working environment based on the policy that 'the most indispensable element for corporate development is human resources.'
- Ensuring diversity
To attract talented individuals and ensure diversity in the appointment of core personnel, our company adopts a recruitment policy that opens doors widely without being particular about educational background or whether candidates are new graduates or mid-career hires.
<Recruitment results>
| Full-time employment <Lower row: (including) foreigners> |
(Of which) Mid-career hires <Lower row: (including) foreigners> |
(Of which) New graduates <Lower row: (including) foreigners> |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| man | woman | Total | man | woman | Total | man | woman | Total | |
| 2023 | 91 | 27 | 118 | 62 | 17 | 79 | 29 | 10 | 39 |
| 77% | 23% | 100% | 53% | 14% | 67% | 25% | 8% | 33% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
| Fiscal Year 2022 | 84 | 15 | 99 | 64 | 8 | 72 | 20 | 7 | 27 |
| 85% | 15% | 100% | 65% | 8% | 73% | 20% | 7% | 27% | |
| 1 | 0 | 1 | 1 | 0 | 1 | 0 | 0 | 0 | |
| 1% | - | 1% | 1% | - | 1% | - | - | - | |
| Fiscal Year 2021 | 69 | 14 | 83 | 41 | 6 | 47 | 28 | 8 | 36 |
| 83% | 17% | 100% | 49% | 7% | 57% | 34% | 10% | 43% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
| Fiscal Year 2020 | 104 | 13 | 117 | 75 | 10 | 85 | 29 | 3 | 32 |
| 89% | 11% | 100% | 64% | 9% | 73% | 25% | 3% | 27% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
| Fiscal Year 2019 | 136 | 15 | 151 | 109 | 9 | 118 | 27 | 6 | 33 |
| 90% | 10% | 100% | 72% | 6% | 78% | 18% | 4% | 22% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
<Status of Full-Time Employees> As of March 31, 2024
| full-time employee <Lower row: (including) foreigners> |
(Of which) Mid-career hires <Lower row: (including) foreigners> |
(Of which) New graduates <Lower row: (including) foreigners> |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| man | woman | Total | man | woman | Total | man | woman | Total | |
| 2023 | 1,523 | 191 | 1,714 | 1,250 | 143 | 1,393 | 273 | 48 | 321 |
| 89% | 11% | 100% | 73% | 8% | 81% | 16% | 3% | 19% | |
| 5 | 1 | 6 | 5 | 0 | 5 | 0 | 1 | 1 | |
| 0.3% | 0.1% | 0.4% | 0.3% | - | 0.3% | - | 0.1% | 0.1% | |
| Fiscal Year 2022 | 1,534 | 177 | 1,711 | 1,268 | 128 | 1,396 | 266 | 49 | 315 |
| 90% | 10% | 100% | 74% | 7% | 82% | 16% | 3% | 18% | |
| 6 | 1 | 7 | 6 | 0 | 6 | 0 | 1 | 1 | |
| 0.4% | 0.1% | 0.4% | 0.4% | - | 0.4% | - | 0.1% | 0.1% | |
(Breakdown of Full-Time Employees: Branch Sales Positions, Store Positions, and Other Employees) As of March 31, 2024
| (Of which) Branch sales position <Lower row: (including) foreigners> |
(Including) Store staff <Lower row: (including) foreigners> |
(Including) Branch Sales Positions and Store Positions Other employees <Lower row: (including) foreigners> |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| man | woman | Total | man | woman | Total | man | woman | Total | |
| 2023 | 419 | 11 | 430 | 638 | 46 | 684 | 466 | 134 | 600 |
| 24% | 1% | 25% | 37% | 3% | 40% | 27% | 8% | 35% | |
| 0 | 0 | 0 | 4 | 0 | 4 | 1 | 1 | 2 | |
| - | - | - | 0.2% | - | 0.2% | 0.1% | 0.1% | 0.1% | |
| Fiscal Year 2022 | 417 | 9 | 426 | 593 | 28 | 621 | 524 | 140 | 664 |
| 24% | 1% | 25% | 35% | 2% | 36% | 31% | 8% | 39% | |
| 1 | 0 | 1 | 4 | 0 | 4 | 1 | 1 | 2 | |
| 0.1% | - | 0.1% | 0.2% | - | 0.2% | 0.1% | 0.1% | 0.1% | |
<Status of Management Positions> As of March 31, 2024
| Manager <Lower row: (including) foreigners> |
(Of which) Mid-career hires <Lower row: (including) foreigners> |
(Of which) New graduates <Lower row: (including) foreigners> |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| man | woman | Total | man | woman | Total | man | woman | Total | |
| 2023 | 300 | 2 | 302 | 245 | 2 | 247 | 55 | 0 | 55 |
| 99% | 1% | 100% | 81% | 1% | 82% | 18% | - | 18% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
| Fiscal Year 2022 | 309 | 4 | 313 | 257 | 4 | 261 | 52 | 0 | 52 |
| 99% | 1% | 100% | 82% | 1% | 83% | 17% | - | 17% | |
| 1 | 0 | 1 | 1 | 0 | 1 | 0 | 0 | 0 | |
| 0.3% | - | 0.3% | 0.3% | - | 0.3% | - | - | - | |
(Breakdown of Management Positions: Branch Sales Positions, Store Positions, and Other Employees) As of March 31, 2024
| (Of which) Branch sales position <Lower row: (including) foreigners> |
(Including) Store staff <Lower row: (including) foreigners> |
(Including) Branch Sales Positions and Store Positions Other employees <Lower row: (including) foreigners> |
|||||||
|---|---|---|---|---|---|---|---|---|---|
| man | woman | Total | man | woman | Total | man | woman | Total | |
| 2023 | 24 | 0 | 24 | 89 | 0 | 89 | 187 | 2 | 189 |
| 8% | - | 8% | 29% | - | 29% | 62% | 1% | 63% | |
| 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | |
| - | - | - | - | - | - | - | - | - | |
| Fiscal Year 2022 | 27 | 0 | 27 | 77 | 0 | 77 | 205 | 4 | 209 |
| 9% | - | 9% | 25% | - | 25% | 65% | 1% | 66% | |
| 1 | 0 | 1 | 0 | 0 | 0 | 0 | 0 | 0 | |
| 0.3% | - | 0.3% | - | - | - | - | - | - | |
・A comfortable working environment
We are implementing measures to reduce long working hours, such as sending alarm emails for overtime work and regularly checking the acquisition of annual paid leave. Additionally, to help employees and their families refresh, we regularly provide information on various welfare facilities and have established various systems such as a property accumulation savings system, an employee stock ownership plan, and a group life insurance system.
・Training system
Recognizing that 'people' are responsible for the sustainable growth and medium- to long-term value enhancement of a company, we focus on improving employee capabilities and human resource development.
In addition to enhancing new employee training, we conduct hierarchical training according to positions and functional training according to job types.
Since the fiscal year 2018, we have introduced a trainer system for sales positions at core branches to strengthen the follow-up system after joining the company. In stores, we have established a detailed training system for all employees, including part-time staff, and introduced a satellite system connecting core stores to enable centralized education and training. We have also set up video libraries in each store to provide an environment where training can be accessed anytime when needed.
-
"All occupations"Human Resource Development Program
We focus on developing human resources who can demonstrate their abilities in the future and provide support in various aspects.
type |
Main features |
Training period |
New employee training |
Taking the first step as a professional, with an awareness of being a member of society and an organization, you will acquire practical work methods and business manners, set goals for six months later, and develop the basic knowledge needed to advance to your respective assignments. |
5 days |
New employee training |
Aiming to become employees who will lead the next generation, you will organize and review your experiences from the first six months after joining the company, reassess your approach to future work, and learn about building a strong team as a team member while aiming for further career advancement. |
2 days |
New employee training |
A program to foster awareness as a core employee and promote further growth. |
3 days |
Career Development Training |
Training conducted for those who have been promoted. |
3 days |
-
"Sales Headquarters"
type |
Main features |
Training period |
Basic Sales Training for New Employees |
After completing new employee training, those assigned to sales positions will aim to improve their basic skills as sales employees by thoroughly learning product knowledge, equipment maintenance methods, sales approach methods, and acoustic knowledge from dedicated instructors. There are also trainings from other departments and at business locations, providing comprehensive learning as a sales professional. |
About 3 months |
-
"Store Business Headquarters"
type |
Main features |
Training period |
New employee training |
Separate sessions are held for new graduates and experienced hires, offering basic training to deepen understanding of business manners, business, organization, and corporate philosophy, along with practical training conducted by education specialists at dedicated training stores established in the east and west. |
About 1 month |
Career Development Training |
Training aimed at stepping up through three levels of store manager positions: Bronze, Silver, and Gold. |
1 day |
Roundtable discussion for new graduates |
Held as a place for peer communication, valuing the horizontal connections among store employees, with the aim of maintaining and enhancing motivation. |
Twice a year |
・Mental health measures
Based on the "Act to Partially Amend the Industrial Safety and Health Act" enforced on December 1, 2015, we have been conducting annual stress checks for all employees, including part-time staff enrolled in social insurance, since the 2016 fiscal year. In the 2023 fiscal year, 1,606 out of 2,551 eligible individuals took the test, and a few underwent interviews with doctors. We are also progressing with the aggregation and analysis of test results, which will be used to improve working hours and workplace environments in the future.
・Women's Empowerment Project
As part of an initiative to promote women's active participation, a project was launched in April 2018 where female employees handled all tasks from store concept to opening, developing a new type of dining establishment. A year later, the first successful store, "Time is Curry," opened on June 28, 2019, inside JR Ichikawa Station in Ichikawa City, Chiba Prefecture. Our group will continue to actively promote the creation of environments where women can thrive.
■ Safe driving initiatives
・Safe driving management regulations
Our group has established "Safe Driving Management Regulations" aiming for zero vehicle accidents and traffic violations.
・Awareness-raising activities
Information on any accidents that occur is centrally managed across our group, and we issue "Traffic and Vehicle Accident Eradication Activities" detailing accident cases six times a year, as well as "Safe Driving News" four times a year. We also conduct safe driving workshops twice a year and distribute "Safe Driving Training Materials" incorporating real accident cases and footage to enhance and raise awareness of safety among employees.
- Introduction of Drive Recorders
Drive recorders are installed in all company vehicles, and in the event of an accident, the footage recorded by the drive recorder is shared within the group along with the accident report to prevent similar accidents from occurring in the future.
- Introduction of Alcohol Detectors
We are introducing alcohol detectors to all individuals concerned to prevent drunk driving. Tests are conducted before and after driving duties to eliminate drunk driving and promote safe driving.