Fundamental Approach
Hulic aims to create a vibrant and highly productive organization by drawing up the right human resource strategies, such as securing and developing human resources and improving the organizational framework.
Results in FY2023
- Ordinary profit per employee (Track record of hight productivity): Approximately /JPY 600 million*
- Training expense per employee: 145 thousand yen
- Training hours per employee・Total training hours: 9.6 hours・2,134.5 hours
- Average annual salary result: 19.08 million yen
- Number of additionally obtained qualifications by employees in total: 24
- *Ordinary profit (non-consolidated) /number of employees (non-consolidated)
Strategy for the Development of Human resources
To achieve sustainable growth in Japan, a country with a declining working population, we believe that it is important to achieve high performance with a limited number of employees. At Hulic, our goal for each of our employees to strive to provide high quality value as a professional. For the creation of a highly productive organization, we are focusing on hiring and talent development while creating systems and developing environments that enable employees with diverse backgrounds and skills to thrive.
Initiatives to Create a Small Group of Elite Professionals
Strategy for Employment and Talent Development
We hire diverse talent to create an organization that can flexibly adapt to changes in the environment. We aim to hire an equal number of male and female new graduates. We provide opportunities for employees to take the initiative in developing their career vision through regular interviews with their supervisors (at least twice a year) and interviews with the Human Resources Department (at least once a year).
In addition to mandatory training for employees in their first to third year and position-based training, we offer optional training and e-learning training tailored to individual career paths. We also have a system in place for employees to attend graduate schools and dispatch to other companies.
We encourage our employees to acquire various qualifications. There are first-class architects, real estate appraisers, lawyers, certified public accountants, and other professionals at the Company.
Overview of Talent Development Programs
Providing High Level of Fringe Benefits
We believe that it is important to give back to stakeholders, including employees, as the Company grows. Providing fringe benefits are important for employees to keep physical and mental health and be motivated for self-improvement. This leads to further growth for the Company in what we see as a positive cycle.
Promoting Internal Communication / Sharing Corporate Philosophy
Hulic has a small workforce, which enables a distinctively close distance between each employee, as well as between top management and employees, making it easy to communicate within the Company.
Specific methods for communication include:
- President's Message
The president communicates company-wide developments in a message sent out to all employees every month. This allows us to understand company philosophy and developments throughout the Company. - Top Seminar
Social gatherings with the president are held twice a month for approx. 8 employees under the age of 40. - President Survey
We conduct a survey twice a year that allows all employees to share their thoughts directly with the president. - Career Development Interviews
Supervisors regularly conduct interviews with employees to confirm their goals and expected roles, and to evaluate performance. - Target Management System
To support employee's growth and ensure fair and satisfactory treatment, all employees in the Real Estate Business Division and the Planning and Administration Division set their own targets and review their performance every six months, based on advice from their supervisors. The degree of achievement of the target is reflected in the bonus evaluation. The management of targets contributes to increasing motivation through a solid sense of growth and to improving work efficiency through the coordination of organizational and individual targets. - Interviews with the Human Resources Department:
A member of the Human Resources Department conducts interviews so that both the employee and the Company can gain a deeper understanding of individual career paths, among others. From these interviews, a framework is developed that allows every employee to work independently on their own career development. - Infomation is provided on the Company intranet, as needed.
Provision of educational programs in collaboration with external educational institutions
Some of the new employee training and assistant manager training etc., are implemented in cooperation with companies that specialize in human resource development and education and training. In addition, in order to strengthen the expertise of our employees, we have a dispatch system for MBA courses for workers, including Waseda University Graduate School and others.
Survey of Participant Satisfaction with Internal Training Programs
We are conducting a survey of participants of training programs to improve the content of our training. At the end of each training session, participants are asked to rate the content of the training and instructor satisfaction on a five-point scale and to provide feedback on suggestions for improvement. We are also working to improve the content of the training based on the opinions of the participants gathered.
Providing Internship Program
We provide an internship program for undergraduate and graduate students at the Head Office Building (or online), intended for understanding of the real estate industry. We offer a program where the participants can learn about the real estate business and our identity through acquiring knowledge of real estate developer’s affairs and verifying projects. Approximately 126 students participated in FY2023.