We believe that promoting the development of our employees' abilities and motivating them to take on new challenges lead to a sense of fulfillment in life, work, and self-fulfillment. In addition, we actively develop our human resources, as each employee's self-fulfillment and growth are essential to improving our performance as a company. The KING JIM Group regards its employees as its most valuable asset and a driving force for growth. As such, we develop innovative human resources who are motivated to take on the challenge of creating new value. We also make an internal work environment in which employees can each exert their abilities to the maximum and be active just the way they are. ・We conduct fair and equitable selection and hiring procedures from the perspective of innovation, company growth, and diversity. ・We encourage employees to take on new challenges in pursuit of innovation, motivating them to achieve personal growth.
・We place a high value on a mindset that embraces challenges without fear of failure. Learning from failure leads to growth.
・Creating an atmosphere of healthy competition and emphasizing personal growth and contribution to the company boost employee engagement. ・We support autonomous learning and offer opportunities for employees to nurture their creative thinking abilities and cultivate a global mindset. ・We make commendations and compensation decisions to appropriately reward employees’ performance based on fair evaluation. ・We make every effort to assure the safety of our employees and promote their physical and mental health.
・We foster an open and healthy workplace environment to promote vibrant communication among employees. ・We create a dynamic workplace environment where all individuals, regardless of age, gender, ethnicity, nationality, presence of disabilities, and other aspects, can actively participate and contribute. ・In order to maximize motivation and foster innovative thinking among our employees, we introduce systems that respect the unique lifestyles of each individual. Through this approach, we aim to create a healthy work-life balance for our employees. We offer e-learning courses that employees can freely take, at no cost, from many subjects, including Business Skills, Languages, Management, and Labor and Mental Health. Our educational program allows employees to participate in more than 4,000 seminars and training sessions on 100 subjects per year, as often as they wish, at no cost, for each level of management: executives, managers, and general employees. We offer correspondence courses on business skills and language proficiency for advancement requirements and self-development. We provide partial financial support for employees to learn subjects related to their current or future work as part of our self-development support program, including course-related fees (e.g., admission and tuition). Our annual overseas training program aims to develop a global workforce by sending selected young employees to overseas affiliated companies as trainees for one year. Trainees benefit from the opportunity to work in a different culture and then apply their experiences to their work upon their return home. Overseas representative and trainee Our next-generation management training program aims to help candidates for executive positions acquire managerial mindsets by encouraging them to think about business management needs in the years ahead. The entrepreneurial development seminar aims to cultivate an entrepreneurial spirit among employees through lectures and group work to explore new business ventures. "In the Age of the 100-Year-Life, adjust asset formation to your own life plan" as the theme; outside director Iwaki is holding a series of original seminars for the Company's officers and employees on public pension plans, stock ownership plans, defined contribution pension plans, NISA, investment trusts, iDeCo, and other topics.
In order to fulfill our social responsibility, we will continue to work on asset management support, including retirement funds for our employees. After a month-long group orientation at our headquarters, new employees receive on-the-job training in their respective departments to gain operational skills. At the year-end of the year they join the company in, we also provide a follow-up group orientation at headquarters.
We also use e-learning for prospective employees to learn business fundamentals before joining the company.
We offer internships for students to gain work experience.
Our internship program allows students to broaden their career choices through hands-on experiences.
We fully cover the cost of the first examination and transportation to acquire the following technical qualifications, regardless of whether an employee passes or fails. In addition, we provide skills allowances to employees who obtain the following qualifications:

Technical qualification

①Health supervisor

②Electric works specialist

③Refrigeration equipment supervisor

④Hazardous materials executive officer

⑤Fire marshal

⑥Safety officer

⑦Safe driving supervisor

To meet increasingly diverse life plans, we have established a program to support employees who wish to become self-employed or change their career paths.
The program provides special assistance allowances and outplacement support to employees who meet the eligibility requirements, voluntarily announce their intent to leave the company and request to utilize the program.

Similar to the second career support program above, to meet increasingly diverse life plans, this program aims to support employees who seek self-employment or career changes.
Under the program, employees who meet the eligibility requirements and voluntarily apply for career development assistance leave receive assistance payments. Their termination dates will fall on the expiration date of their leave.
At the King Jim Group, we recognize employees who have made outstanding contributions by presenting them with the President's Award. The President's Award recipients receive a monetary reward. This program motivates employees and increases general engagement with the company. Career challenges aim to recruit capable and motivated employees from throughout the company to achieve the following four objectives:

①Provide employees opportunities to demonstrate their abilities actively and foster a challenging organizational culture.
②Allocate the right personnel to key divisions to respond flexibly to changing business environments.
③Support employees seeking to build their careers on their initiative by providing skills, career development, and improvement assistance.
④Avoid the lock-in of personnel and revitalize the organization through the mobility of human resources.