Social Responsibility Human Resource Development
Fundamental policy for human resource development
To achieve the Sekisui House Group’s global vision to make home the happiest place in the world, Sekisui House formulated the Group’s fundamental policy for human resource development as, “maximize the value of human capital and drive business growth through diversity & inclusion of knowledge and experience.” In order to provide happiness in the era of the 100-year lifespan, the Group aims to improve human capital value and social value and thereby further enhance corporate value. SHAM, as a member of Sekisui House Group, shares the Group’s fundamental policy for human resource development and promotes our personnel system reform to maximize the value of human capital through employee autonomy and alignment of efforts.
Securing Talented Personnel
SHAM strategically works to recruit and secure great talent in line with changes in the business environment and the organization, and implements job rotations to promote varied work experiences and skill development. In addition, by accepting specialized seconded personnel from the Sekisui House Group who have a wide range of experience and know-how in real estate investment and management, SHAM aims to utilize their capabilities to achieve advanced asset management.
Click here for Status of directors and employees.
Strategy for Developing Human Resources
Being a part of this philosophy as a Sekisui House Group member, SHAM supports our employees to think about their own careers and to proactively take on challenges to realize them.
Performance Review Process Using Discussions
Regarding the Performance Review which also evaluates the status of ESG initiative and compliance, SHAM aims to improve our employee's satisfaction and motivation by operating our interview system and implementing the PDCA cycle（Goal Setting Discussion → Job execution → Interim Discussion → Job execution → Look Back Discussion → Evaluation → Feedback Discussion）on yearly basis.
Conducting Career Interviews
SHAM conducts career interviews to support self-directed career development. In the career interviews, members regularly communicate with their manager to review their work experiences and gain new insights about themselves. By learning from these insights and actively taking challenges, members are encouraged to improve themselves and realize their career visions.
Support for Acquiring and Retaining Qualifications
SHAM helps and encourages employees to enhance their expertise by acquiring qualifications such as the "Association for Real Estate Securitization (ARES) Certified Master", an educational program that provides systematic study in the fields of real estate and finance. SHAM aims to improve the professional abilities of employees by covering the cost of training, examinations, continuing education, and seminars for these qualifications.
Click here for the status of qualification holders.
Training System
SHAM offers a comprehensive training program for all directors and employees to develop their skills. In addition, to develop human resources with expertise as real estate investment management professionals with a broader perspective and insight, SHAM also offers free voluntary training opportunities such as seminars. Furthermore, to bring more comfort and ease to the workplace, a human relations training (training on human rights, power harassment, and sexual harassment) is conducted every year.
In addition, SHAM has set the target (KPI) for the training system. The result is as follows.
KPI: Each employee to attend external training at least twice a year by FY 2023
KPI: Achieve 100% annual internal training participation rate by FY 2023
Click here for details on training attendance results.
Training System
General Training
This training is aimed at improving company-wide engagement and raising the level of business skills, human skills, and specialized skills for all directors and employees (including part-time employees, and other non-regular employees). Themes are selected with reference to the results of governance awareness surveys conducted by the Sekisui House Group, and in principle, once every two to three years, using an external organization.
Human Relations Training
This training is common to the Sekisui House Group and conducted every year for all employees of the Sekisui House Group, with one of the purposes being to raise awareness of human rights issues and foster a comfortable working environment. The human relations training includes "promotion committee training" for managers and "all employees training" for all employees, including managers, and is conducted annually to deepen understanding of human rights.
Compliance Training
This training is designed for all directors and employees (including part-time employees, etc.) to improve their knowledge and ability in compliance, which is fundamental to conducting business as a member of society, and to acquire the knowledge necessary to conduct the investment management business.
ESG Training
This training is meant to deepen the understanding of the latest ESG information of the Sekisui House Group and topics related to ESG in order for all directors and employees (including part-time employees, etc.) to share common awareness and knowledge.
Tiered Training
This training utilizes external organizations and aims to improve various abilities (job posture, advanced expertise, collaboration ability, etc.) based on the skills and requirements required for each job level. It is intended for all directors and employees (including part-time employees, etc.)
Multi-faceted Observational Investigation
In addition to self-evaluations, this investigation aims to clarify objective “strengths” and “challenges” by evaluating individuals from various perspectives, including superiors, subordinates, and colleagues, to create an open organization and workplace climate in which leaders and members can easily flourish. It is conducted once a year for managers using an external organization.
Cafeteria Plan Training
From the perspective of personal activity planning and self-development, each employee is able to freely select and attend seminars by field, rank business skills, IT, etc. We recommend that all directors and employees (including part-time employees, etc.) attend at least one seminar per year.