Human Resource
Development

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Developing Independent Professionals
Who Can Adapt to Changes

continuing these eﬀorts to build their career, J. Front Retailing

4 ．Human resource development through organization
management(JFR) develops human resources based on the following four pillars.

JFR systematically provides the management knowledge required

With the belief that people grow by getting their jobs done and【Independent Career Building System】

Position & Function

OJT

Career Route

バイヤー
Buyer

マネジ
ャーManager

アウトセールスエOutsales
キスパートExpert

スタッフStaﬀ

セールス
エキSales
スパーExpert
トSales Chief

Career Support
CollegeSupervisor

Generalゼネラルマネジ
ManagerャーMerchandise
マーチャンダイザー
ManagerAssistant
トTeam
チームリ
ーダー アシスタン
Buyer
バイヤー
LeaderTraining

Four Programs
Task setting
and follow-up

RoleTraining

Personnel
System
Self-proposing
and challenging

Subordinate

Service
接客販売担当and Sales

お客様対応担当
Customer
Service
OrderTaking
承り担当
SupportService
事務・作業Program to EnhanceSelf-Awarenessorganization to give subordinates roles and tasks and follow up
their progress and evaluate and feedback their results.

Three-Year Training Program for New Employees
JFR recognizes the ﬁrst three years as an important training period
for new employees to acquire basic knowledge of department

Program to Enhance
Daily Job
Performancenew employees with basic business knowledge step by step in

Program to EnhanceBusinessExpertisethat they can assume the role of sales chief in their fourth year.

Step-upCourseGrowing themselves
through daily work.
Obtaining the knowledge andskills necessary for their roles.

Designing employees'
own future career.

Training) and steadily carries out RPDC activities in oﬃce

Program to Enhance
Humanity as a
Member of Society

Basic
CourseGiving their thoughtson career.

by the Group to enhance the functions of OJT (On-the-Job

Self-studying to become
what they want to be.

1．Feedback to enhance self-awarenessstore operations. The basic policy of this program is to provide
conjunction with OJT at stores, group training and feedback soTheir progress of learning and aptitude are shared between thecompany and individual employees through regular interviews.

■ Major activities during ﬁscal 2008
●JFR provided trainings to make employees acquire knowledge
and skills required for their roles in conjunction with the ongoing
business structure reform. JFR gave general managers trainings
on a marketing strategy and a complete form of store-based sales

JFR has in place systems to provide feedback to each employee

reform. Dividing mangers into independent operation type andincluding multifaceted observation of behavior traits from theshop operation type in a new business operation structure, JFR

viewpoints of colleagues and milestone interviews to exchange

oﬀered trainings to give knowledge and skills corresponding toviews between the company and individual employees at their

their specialized jobs.

milestone ages. In addition, JFR gives 30- and 40-year-old●In order to develop leaders bearing the future of JFR Group,

employees career development training to help them become

Daimaru, Matsuzakaya and other subsidiaries of the Group jointly

aware of their own career and make a career building plan.

provided three-tier leadership training programs including JES＊1 totrain management personnel, JMS＊2 to train department head level

2．Establishment of learning systems

personnel and JBS＊3 to train manager and buyer level personnel.

JFR improves the menu of Career Support College (in-house(All of them marked the second term in the period under review.)

self-development school) based on the concept of career●Daimaru and Matsuzakaya jointly gave trainings to foster expert

independence that we should develop our career on our own, whilestaﬀ teaching sales and services. (The second term in the period

clarifying knowledge and skills required for each position and providing

under review)trainings to help employees fulﬁll their roles. The attendance histories●JFR improved the curriculum of Career Support College basedof employees are registered in the personnel information system andon the concept of career independence that we should develop

respected as an indication of their intentions and motivations.

our career on our own and about 2,500 persons in annual total

3．Development through job and rolefrom JFR Group attended in-house and outside seminars or tookcorrespondence courses.

JFR enhances various assessment tools to know the abilities andaptitudes of individual employees. Respecting their will andJFR will develop strong professional personnel in a well-planned

motivation, JFR assigns them to the best positions to demonstratemanner in conjunction with the business structure reform by further

their abilities. To this end, JFR improves various assessment tools

clarifying the abilities and requirements needed for each ofafter deﬁning career concept and job requirements and develops

independent operation type and shop operation type andpeople by putting the right person in the right place. JFR alsoenhancing training programs to improve expertise.

improves the systems to fulﬁll the intentions of employees,＊1…JFR Executive School＊2…JFR Management School＊3…JFR Basic Management Schoolincluding the online self-application system.

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