Social Initiatives
- Initiatives for Employees at the Asset Management Company
- Personnel Training
- Strategy for the development and securing of human resources
- Promotion of diversity, equity, and inclusion (DEI)
- Employee-friendly working environments and work-life balance
- Employee health and well-being
- HR Data
Initiatives for Employees at the Asset Management Company
The Asset Management Company regards developing professionals with sophisticated and specialized skills, broad knowledge, and a firm sense of ethics as a key priority. Accordingly, the Asset Management Company carries out a range of initiatives related to developing employees’ abilities, ensuring employee health and safety, and creating rewarding workplaces.
Personnel Training
Support for acquiring qualifications
To support all executives and employees in acquiring qualifications needed to enhance their specialized knowledge or further develop their abilities, The Asset Management Company have established an internal system that offers subsidies and other forms of aid.
The major qualifications we have supported are as follows.
| Qualification | Number of people* |
|---|---|
| ARES Certified Master | 15 |
| Real estate notary | 15 |
| Tax accountant | 1 |
| Securities analyst | 1 |
* All executives and employees who have obtained the qualification as of April 1, 2024
Implementation of various types of training
Training in specialized fields
With the purpose of periodically updating the fundamental knowledge necessary for asset management for all employees (including full-time employees, contractors, and temporary staff), the Asset Management Company is using external seminars and the appointment of external lecturers to periodically implement training in sustainability, changes to laws and regulations relating to asset management, and so on.
Implementation examples
- Audit corporations/securities monitoring
- Industry bodies/sustainability training
Training using educational institutions
In order to improve specialized knowledge and abilities in the business practice of REIT asset management companies, the Asset Management Company is promoting attendance at programs held periodically by the Waseda University Institute for Business and Finance.
Attendance record
- Fund Management Program
- Investment Banking Program
Job ranking-based training
The Asset Management Company is endeavoring to improve the skills of employees through their attendance at external seminars, the content of which is appropriate to each stage, from managers to mid-level and junior employees.
Image of job ranking-based training program
Training for new graduates
After graduating and entering the company, employees on secondment from our sponsor complete a training program for the development of human resources.
Please refer to the following for details.(in Japanese)Field-based human resource development business seminars (occupational specialisms)
To develop the abilities of all executives and employees, The Asset Management Company recommend and provide support for outside training programs as well as various seminars and courses.
- SMBC Business Seminar (general business topics and education)
- Japan Knowledge Center Seminar and Dynamic Marketing Co., Ltd. (retail facilities and real estate)
- The Association for Real Estate Securitization and the Investment Trusts Association, Japan Seminar (Investment Trust Act, Financial Instruments and Exchange Act, etc.)
Compliance Training
The Asset Management Company continue to provide compliance training for all executives and employees with the aim of improving compliance awareness and forming an organizational culture that emphasizes compliance.
Fiscal 2023 Training and Seminar Attendance
| Annual total*1 | Per person*2 | |
|---|---|---|
| Training hours | 443 hours | 16 hours/year |
| Training fees | 3.87 million yen | 148 thousand yen/year |
- Total number of hours and amount of fees for training attended by all executives and employees
- Calculated by dividing the annual totals by the number of all executives and employees as of April 1, 2022
Personnel evaluations
Regarding the execution of business by employees, we introduced a personnel evaluation system that assesses employees' abilities and performance from multiple perspectives, including those related to sustainability-related initiatives.
In addition, supervisors hold meetings with their subordinates at the beginning, middle, and end of each fiscal year to give advice that helps them hone their abilities, to identify issues, and to check progress and results.
| Meeting implementation rate | |
|---|---|
| FY2023 results | 100% (17 of 17 people) |
Strategy for the development and securing of human resources
At the Asset Management Company, in order to be able to secure the appropriate human resources at the appropriate times and in line with changes in the business situation, environment, etc., in addition to undertaking new recruitment on an ongoing basis, we are promoting the development of various skills for employees via the aforementioned education and training programs.
Furthermore, in order for employees to continue working with peace of mind, we are advancing the enhancement of employee welfare and the provision of employee-friendly workplace environments, and we are aiming to improve labor efficiency through longer retention and increased motivation of employees.
At the Asset Management Company, as a part of improvements to levels of operational execution, we are accepting personnel with specialized skills as employees on secondment, where appropriate and in addition to those from our sponsor.
Furthermore, employees at a managerial level on secondment from our sponsor possess both specialized knowledge and organizational management skills due to the human resources development system at the assignor company, and are contributing to asset management and organizational revitalization at the Asset Management Company.
Officers of the Asset Management Company are under the jurisdiction of the Board of Directors and the General Meeting of Shareholders, and personnel in other managerial positions are determined based on the approval of the Director and President. When personnel are relocated, we select the appropriate managerial candidates from direct-hire employees and our sponsor’s human resources pipeline, and we plan for the inheritance of business and executive positions to be undertaken smoothly.
Furthermore, while the recruitment of new graduates is not being undertaken at the Asset Management Company at present, it is being undertaken periodically at our sponsor, and the Asset Management Company is also accepting the secondment of junior employees who have completed training programs for developing human resources at our sponsor and who entered the company less than ten years ago.
For details of new graduate recruitment, please refer to the following:(in Japanese)
The situation regarding employees on secondment from our sponsor (as of April 1, 2024)
| Company name | Number of people |
|---|---|
| Mitsui Fudosan Co., Ltd. | 8 |
Promotion of diversity, equity, and inclusion (DEI)
The Asset Management Company has set "diversity, equity, and inclusion (DEI)" as one of the issues to be addressed in the Sustainability Policy.
The Asset Management Company established the "DEI promotion Policy" in January 2024, and are working to build an organization that our employees with diverse values, talents, and lifestyles can express their full individual potential.
Employee-friendly working environments and work-life balance
Employee awareness survey
The Asset Management Company undertakes an annual survey (employee awareness survey) regarding the present state of awareness and behavior, to understand the reality and the requirements of employees with the aim of understanding the issues and considering the appropriate policies and measures. With reference to the relevant survey results, the Asset Management Company is striving to improve internal systems, working environments, and so on.
Implementation status of awareness survey
| Conducted September 2023 (seventh survey) | |
|---|---|
| Number of subjects | 21 |
| Response rate | 100% |
Employee benefits
As a part of creating a working environment that enables employees to continue working with peace of mind, the Asset Management Company is establishing various types of employee benefit systems.
Childcare support (direct-hire employees)
childcare leave system, sick child leave system, childcare reduced working hour
Caregiving support (direct-hire employees)
caregiving leave system, caregiving reduced working hour system
Special leave systems (direct-hire employees)
refreshment leave (five days), leave for comprehensive health checks, leave for special occasions or bereavement, menstrual leave, leave for pregnancy-related hospitalization or impairment, pre and post-childbirth leave.
Other employee benefit systems
- Collaboration with companies providing employee benefit services (direct-hire employees)
- Introduction of flextime system and staggered work hours system (all employees)
- Remote work system (all employees)
- Provision of satellite offices (all employees)
- Provision of smartphones and portable laptops (all employees)
- Introduction of defined contribution pension plan (DC) system (direct-hire employees)
- System for subsidizing the cost of influenza vaccinations (all employees)
Introduction of cumulative unit investment program
The Asset Management Company has introduced a cumulative unit investment program that enables the acquisition of unit investments in the Investment Corporation, and for which direct-hire employees (full-time employees and contractors) of the Asset Management Company are eligible. Furthermore, officers, etc. of the Asset Management Company can also use the cumulative unit investment program of the assignor company, Mitsui Fudosan, to acquire unit investments in the Investment Corporation. It is expected that this system will further increase awareness of improvements to the performance of all employees, and as a consequence, we believe this will contribute to ongoing growth of the Investment Corporation and to increased value for investors. We are also granting financial incentives to employees who utilize the system and aiming to improve employee welfare.
Employee health and well-being
At the Asset Management Company, we declare health management, and we are actively promoting preventive support with consideration for prioritizing the health and well-being of all employees and in order to maintain and improve their health.
Details of authorization relating to health management are as follows.
Periodic ordinary health checks
The Asset Management Company put the health of executives and employees first and mandate they get health checks. Regarding periodic ordinary health checks or comprehensive health checks, The Asset Management Company have set up a system for taking leave to receive a comprehensive health check and provide subsidies for examination fees as The Asset Management Company actively support and promote the improvement of executive and employee health. In addition, The Asset Management Company provide subsidies for influenza vaccination fees.
Sharing of health-related information and use of industrial physicians
The Asset Management Company disseminates a wide range of health-related information internally and periodically holds meetings on how to improve one’s health. In addition, The Asset Management Company use platforms like this to provide opportunities for getting advice from industrial physicians.
Stress checks
The Asset Management Company conduct stress checks as part of our efforts to prompt executives and employees to practice self-care and to prevent mental health problems.
HR Data
| Item | FY2021 | FY2022 | FY2023 | FY2024 | FY2025 | |
|---|---|---|---|---|---|---|
| Number of employees | Male | 5 | 5 | 6 | 7 | |
| Female | 7 | 7 | 8 | 8 | ||
| Number of contract employees | Male | 2 | 2 | 2 | 2 | |
| Female | 2 | 1 | 1 | 1 | ||
| Number of dispatched employees | Male | 7 | 7 | 7 | 7 | |
| Female | 2 | 3 | 2 | 1 | ||
| Number of temporary staff | Male | 0 | 0 | 0 | 0 | |
| Female | 0 | 0 | 0 | 0 | ||
| Total number of executives and employees | Male | 14 | 14 | 15 | 16 | |
| Female | 11 | 12 | 11 | 10 | ||
| Percentage of female executives and employees*2 | 44.0% | 46.1% | 42.3% | 38.4% | ||
| Percentage of female director | 0.0% | 0.0% | 0.0% | 0.0% | ||
| Percentage of temporary staff | 0.0% | 0.0% | 0.0% | 0.0% | ||
| Average length of service*3 | 5.7 years | 6.7 years | 6.0 years | 6.7 years | ||
| Number of new hires*4 | Male | 0 | 0 | 1 | 1 | |
| Female | 0 | 0 | 1 | 1 | ||
| Number of persons who left the Company*4*5 | 0 | 1 | 1 | 0 | ||
| Attrition rate in the fiscal year*4*5 | 0.0% | 3.8% | 3.8% | 0.0% | ||
| Paid leave usage rate*4 | 82.3% | 81.8% | 81.8% | 75.6% | ||
| Number of people who have taken childcare leave*4 | 0 | 0 | 0 | 0 | ||
| Number of people who have taken caregiving leave*4 | 0 | 0 | 0 | 0 | ||
| DEI training attendance rate*4 | 100.0% | 100.0% | 100.0% | 100.0% | ||
| Percentage of executives and employees who received ordinary and comprehensive health checks*4 | 100.0% | 100.0% | 100.0% | 100.0% | ||
There have been no mergers or acquisitions that necessitated layoffs and there have been no large-scale layoffs.
- Figurers are as of April 1 of each fiscal year.
- The percentage of women among the total number of executives and employees.
- Calculated based on the number of employees at the Asset Management Company as of April 1 of each fiscal year.
- For previous fiscal year (regular employees and contract employees).
- The employees who reached the retirement age are not included.