Top Message

Highlight

Value Creation of NITORI Group

Sustainability

Data Center

Sustainability

Promote development of human resources and organization
Education system

PolicyNITORI Group aims to realize an organization with wealth of elites through human resource development based on transfer-based
education, which allows employees to experience a variety of occupations every two to three years in a wide range of business fields and byproviding a variety of training programs at NITORI University that is tailored to the individual. In order to achieve this goal, we will continueto create an organization and corporate culture that values and nurtures people who continue to take on new challenges.

In order to nurture true specialists who can contribute to the society, we have an education system that allows each employee toexplore his or her own potential through various educational opportunities, and to move forward with an eye on your “ideal sef”.
Number ofyears ofemployment

50’s

Administration

GlobalCoordinate

Policy Seminar/
JRC Dispatch

Numerical Table Utilization
Seminar for Quantitative Analysis

Overseas
Training for
new employees

Chain I
Mid-careerdevelopment seminar
Chain training for
new employees

Digital Literacy
Training I

Store Comparison
Training

Coordination Training

Overseas Overseas
In-store
operations Chain I

U.S. seminar(Introductory Course)

Personal Growth

Chain IISeminar about in-store
operations

Digital Literacy
Training II

Chain III
Basic seminar on thesales floor and products

ITDigital Literacy
Training III

Chain IV
Seminar on how tostrengthen products

Coordinate MateCreative Line
Training
ProgramLine Staff
Training
Program

ASEAN Seminar

NITORI Coordination Training Programs (NCS) Basic Course /Advisor Course / Planning Course / Specialized Course

U.S. seminar(Trainee Course)

Overseas
VisionaryTraining I

1st yearTraining for 1st to 3rd year employees

Small-group selective
training programs

2nd year

Chain store theory

Overseas
Basics of thesales floorand products

3rd year

GlobalTraining I

Visionary Leader Development Training I

Core competency

Innovative organization
training

OverseasJapan
Training I

Visionary Leader Development Training II

GlobalTraining II

Visionary Leader Development Training III

Overseas

Overseas
VisionaryTraining II

Visionary Leader Development Training IV

GlobalTraining III

4th-6thyear

Fresh NWC

Transfer-based education

Work experience in a variety ofdepartments, with a focus onstores

Defining anddeepening one’s
expertise

TheoryVisionary Leader Development Training V

From
11th year
onward6th-10thyear

Transferring through a wide
range of departments andbuilding expertise in thoseareas.

Career support

Japan

Career planning, Open recruitment and Self-development

Acquisition ofcomprehensive
skills required for
management-level
positions

Achievement
orientation

Global Training IV

Management Specialist
Talent Specialist

Competitive
Leadership /Communication
growth capabilities
HR development

Seminars by Chairperson, President, and Other Executives (Mission / Vision)

40’s

30’s

Control • ManageAnalyticalthinking skills

General / matching Nitori World Circle (NWC)

20’sOperation

Overseas

Data Analysis
Human ResourceDevelopment

Related Page: P13-19 Human Capital of NITORI Group Trilogy: Human Resource Development, the Key to Realizing NITORIGroup’s Mission

BaseCompetency

Related Page: P74 Sustainability Data book (Human Resource Development)
store

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Trainingprograms

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Mass education

Specializededucation

Masseducation

Specialized education

Career support to realize your “ideal self”

For Global and IT Human Resource Development

At NITORI Group, all employees have the opportunity twice ayear to think about your “ideal self” in the next 30 years andsubmit it to the company in the form of a “30-year career
design sheet”. The responses, learning status, counselinghistory and all other information are stored in the talentmanagement system and by identifying individual interests,
skills and aptitude, we design job assignments in line withbusiness plans.
Furthermore, from FY2022, we have introduced companywide 1-on-1 meetings at least once a month. By deepening therelationship between managers and their subordinates andextracting learning from day-to-day work, we encourageproactive employee behaviors and improve productivity for theentire organization.

To develop global human resources, we have an internal
open recruitment system for overseas assignments anddispatch task forces to overseas, and actively promote
employees who voluntarily raise their hands in their desired
careers. In addition, we provide specialized IT training toenable employees who do not have IT backgrounds to become
IT personnel, including
basic education, cloudtechnology and data
science.

U.S. seminar (Introductory Course)

The U.S. seminar is one of the NITORI Group’s unique educational curriculums. All employees in their third year ofemployment participate in the introductory course, where they experience the “joy of shopping” and the “enriched life” in theUnited States, the starting point of NITORI Group’s mission. In order to maximize the learning experience, we haveestablished an education system whereby employees are exposed to chain store theory through various training programsfrom their first year, and after gaining knowledge, they participate in the U.S. seminar in which they establish a structure where
they continue to learn even after returning from the U.S. seminar.
Chain training for newemployees

Learn about the fundamentals of chain store
theoryChain I Mid-careerdevelopment seminar

Understand the principles (ideal vision) of thechain store and reaffirm NITORI’s mission
and vision.

Store Comparison Training

Understanding NITORI’s strengths andweaknesses based on research of domestic
competitors.

U.S. seminar(Introductory Course)

Based on what was learned, experiencing the“enriched life” in the U.S. with all five senses.

Related
Page: P14 Global Human ResourceDevelopment, IT Human Resource Development
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