Social Responsibility Practicing Human Capital Management
Fundamental Policy for Human Resource Development
To achieve the Sekisui House Group’s global vision, ”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, and promotes initiatives for human resource development. SHA, as a member of Sekisui House Group, shares the Group’s fundamental policy for human resource development and works to improve our personnel system to maximize the value of human capital through employee autonomy and alignment of efforts. If employees utilize company resources to independently shape their own career paths while aligning their efforts with the Company’s vision and business strategy, the value will improve.
Securing Talented Personnel
SHA strategically works to recruit and secure great talent in line with changes in the business environment and the organization. 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, SHA 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, SHA supports our employees to think about their own careers and to proactively take on challenges to realize them.
Conducting Career Interviews
SHA 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. In addition, we have an in-house career consultant and a business coach to support employees with career planning, encourage self-motivation, and help them achieve their goals and solve problems.

Job Rotation System
SHA has introduced a job rotation system that allows employees to move to different positions if they wish, and by creating an environment where they can gain a diverse range of experience, we are working to develop human resources and ensure that they are assigned to the right positions.
Performance Review Process Using Discussions
Regarding the Performance Review which also evaluates the status of ESG initiative and compliance, SHA 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.

Support for Acquiring and Retaining Qualifications
SHA 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. SHA 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
SHA 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 and management professionals with a broader perspective and insight, SHA also offers free voluntary training opportunities such as seminars. Furthermore, to bring more comfort and ease to the workplace, a human rights and compliance training is conducted every year.
In addition, SHA has set the target (KPI) for the training system. The result is as follows.
KPI: Number of annual external training courses attended per person: 3 times or more
KPI: Annual internal training participation rate: 100%
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.
Sekisui House Group's Human Rights and Compliance Training
This training is common to the Sekisui House Group and conducted every year for all employees of the Group, with one of the purposes being to raise awareness of human rights issues and foster a comfortable working environment. The 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 the investment management business as a member of society.
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 their 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 Survey
The multi-faceted observational survey is an initiative that provides feedback to the subject of the survey on the results of observations of their day-to-day behaviour from various perspectives, including not only their superiors, but also their subordinates and colleagues. In addition to self-assessment, the aim is to develop and strengthen leadership and management skills by objectively identifying their strengths and challenges, and the survey is conducted every 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.