Our medium- to long-term growth depends heavily on human resources.
We will add higher value to our services through the discovery and creation of new ideas with sophisticated and diverse human resources.
We will also proactively invest in human resources in a bid to nurture next-generation human resources with a view to developing new businesses, adapting to new technologies, and having the new generation take over management roles in the future.
Ensuring diversity in the assignment of key personnel
(raising the percentage of women in managerial positions)
We will build a work environment receptive to various career paths and work styles so that people of diverse characters are able to achieve self-fulfillment and, as a result, ensure and enhance the growth potential of business and organizational diversity of the Group.
As a specific target, the ORO Group aims to raise the percentage of women in managerial positions to 15% by 2027. To achieve this target, we are engaged in a range of initiatives as shown below.
Initiatives we are committed to:
- Conduct questionnaire surveys
targeted at female employees - Hold interviews with
employees - Executive Training Program Conducted to Promote
Women’s Empowerment
Initiatives in the development
of core human resources
We will enhance our recruitment and personnel development system so that we can produce outstanding talents who can take up key roles in promoting our business.
Talent Development Framework Aligned with Functional Competencies
We provide tailored training and skill development programs aligned with functional grade levels, from new graduates (Grade 1) to executive officers (Grade 10). Evaluations assess individual abilities, alignment with our Corporate Philosophy and Activity Guidelines, and capabilities in developing team members’ skills and mindsets.
Initiatives we are committed to:
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Corporate Values Alignment Training
Designed for all employees, this training fosters a deeper understanding of our group’s Corporate Philosophy and Activity Guidelines.
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Executive Leadership Training
This program covers foundational knowledge essential for management, business strategy formulation, and management philosophy, alongside discussions on actionable initiatives tailored to our group.
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Management Training
We provide year-round learning opportunities on management practices to help managers drive outcomes across all levels of the organization. For newly appointed managers, we offer programs to shift their mindset and help them understand the overarching roles and responsibilities expected at each level of leadership.
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Foundational Business Skills Training
Provided to all employees, this training delivers essential business knowledge, including legal affairs, accounting, labor management, and IT fundamentals.
Policy on human resources
Based on the Group’s policy on human resources, we treat our employees fairly in all our corporate activities, including recruitment, evaluation, assignment, pay raise, and promotion, and eliminate unreasonable elements that are irrelevant to their aptitude/capability.
Investments and initiatives for
helping our
employees manifest their abilities
We are working on various support and systems so that our employees can play an active roles.
Fostering Diverse Career Paths and Work Styles
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Selective Four-Day Work
Week
“Sun Life”Employees can choose an additional day off from Tuesday, Wednesday, or Thursday, in addition to Saturday and Sunday. They may also select either 8-hour or 10-hour working hours per day.
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Childcare Support System
“Core Life”Employees with children in elementary school or younger can work on-site from 10:00 AM to 4:00 PM, and beyond that time, flexibly decide their working hours and location (office or home). This system enables employees to balance work and childcare responsibilities.
- * Eligibility: Employees and contract workers with children in elementary school or younger.
- * Can be used in combination with the “Sun Life” selective four-day work week.
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Side Job Policy with No Approval Required
Employees are allowed to pursue side jobs, such as freelance work or part-time positions, as long as it does not interfere with their primary job responsibilities. No prior application or approval is necessary.
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Career Transfer System
Employees can voluntarily apply for transfers across departments or divisions, and the company supports such transfers based on evolving career aspirations and organizational needs.
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Overseas Assignment Candidacy System
To enhance global competitiveness, this system encourages the establishment of overseas offices and provides employees with opportunities to work and live abroad. Through international assignments, the program aims to nurture global talent and drive organizational growth.
Promotion of Health and Productivity Management
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UPoRo Program
(Apollo Project)Our health initiative, the “UPoRo Program,” is designed to support employees and their families in maintaining and improving their health. Through this program, we’re working to instill a stronger sense of health-consciousness while offering a range of activities and support.
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Non-Smoker Incentive
We provide a monthly allowance of 1,000 yen to employees who don’t smoke or have successfully quit smoking. Additionally, we offer annual support for smoking cessation treatments, covering outpatient clinic costs and prescription medications, to help those aiming to quit.
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Health Promotion
IncentiveEmployees who average 8,000 steps or more per day receive a monthly allowance of 1,000 yen. This initiative encourages daily movement by setting step goals and helps employees develop healthy habits one step at a time.
Enhancing Employee Engagement
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Monthly Engagement
SurveysWe conduct engagement surveys monthly to track score trends and implement improvement initiatives aimed at strengthening employee engagement.
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Employee Shareholding
AssociationOpen to both full-time and contract employees, this program provides a 50% matching contribution on payroll-deducted investments in company shares. Designed to help employees build personal wealth while enhancing engagement and contributing to enterprise value.
Skill Development Support
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Education Incentive
ProgramWe reimburse up to 200,000 yen for external training programs voluntarily undertaken by employees. Multiple programs may be reimbursed within the cap.
- * Eligibility: Employees with at least three months of service. Continued employment for a specified period after training completion is required.
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Certification Bonus
ProgramEmployees who pass designated certifications are reimbursed for their examination fees and may also receive a one-time bonus. This program aims to enhance personal skills and motivate employees to pursue further education.
- * Eligibility: Full-time employees only.
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Skills and Certification
AllowanceTo develop talent capable of thriving on a global stage, monthly allowances are provided for high scores on TOEIC and Chinese language certifications. Employees who achieve TOEIC scores of 850 or higher receive 10,000 yen per month, as do those with HSK Level 6 (or higher) or Chinese Certification Level Pre-1 (or higher).