Human Resource
Development26

Developing Independent Professionals
Who Can Adapt to Changes
With the belief that people grow by getting their jobs
done and continuing these eﬀorts to build their career, J.
Front Retailing (JFR) develops human resources basedon the following four pillars.

and feedback their results.

both strong leadership and change response
capabilities.

Three-year training program for newemployees●Shop operation and independent operation training
was conducted to develop and enhance shop

JFR positions the ﬁrst three years after new employees

operation managers having both shop counseling1．
Feedback to enhanceself-awarenessjoin the company as a period to make them sociallycapabilities and market response capabilities

acceptable. OJT in stores, group training andrequired for the new department store model.

JFR has in place systems to provide feedback to each

feedback are combined to build a foundation of●Marketing courses were provided to all employees in

employee including multifaceted observation of behavior

members of society. Their progress of acquiring

addition to the above-mentioned division manager

traits from the viewpoints of colleagues and milestoneknowledge and aptitude are shared between

training and shop operation and independentinterviews to exchange views between the company andcompanies and individual employees through regular

operation training to improve the marketing

individual employees at their milestone ages. In addition,interviews to train them well.

JFR gives 30-, 40- and 50-year-old employees career

orientation of all employees.
● JFR improved the curriculum of Career Support

development training to help them become aware ofMajor activities during ﬁscal 2009

their own careers and make a career building plan.

We tackled the development and enhancement ofindependence that we should develop our career on

College based on the concept of career

leaders having both strong leadership and change

2．
Establishment of learning systems

our own and about 4,000 persons in annual total

response capabilities, the development andfrom JFR Group attended in-house and outside

JFR improves the menu of Career Support College

enhancement of shop operation managers having bothseminars or took correspondence courses.

(in-house self-development school) based on the concept

shop counseling capabilities and market responseof career independence that we should develop ourcapabilities required for the new department store

careers on our own, while clarifying the knowledge andmodel and the improvement of the marketing

management reforms represented by the newskills required for each position and providing trainings toorientation of all employees.

department store model and increase organizational

help employees fulﬁll their roles. The attendance●Division manager training (joint training of Daimaru

power that is fundamental to promoting the reforms.

histories of employees are registered in the personneland Matsuzakaya), JES*1, JMS*2 and JBS*3 were

information system and respected as an indication ofconducted to develop and enhance leaders having

their intentions and motivations.

Independent Career Building System

3．
Development through jobs and roles

Position & Function

JFR enhances assessment tools to know the abilities

Career Routeand aptitudes of individual employees. Respecting theirwill and motivation, JFR assigns them to the bestBuyer

employees, including the online self-application system.

Manager

improves the systems to fulﬁll the intentions ofTeam
LeaderOutsales Expert

putting the right person in the right place. JFR also

Sales Expert

concept and job requirements and develops people byStaﬀ

improves various assessment tools after deﬁning career

Assistant
Buyer

Sales Chief

Training

Customer Service
Order Taking
Support Service(On-the-Job Training) and steadily carries out RPDC
activities in oﬃce organization to give subordinatesroles and tasks and follow up their progress and evaluate

Four Programs

Task settingand follow-up

Role
Training

PersonnelSystem
Self-proposing
and challenging

SubordinateProgram to EnhanceSelf-Awareness
Program to Enhance
Humanity as a
Member of Society
Program to Enhance
Daily Job
Performance
Program to EnhanceBusinessExpertise
BasicCourse

Step-upCourseGrowing themselves
through daily work.

JFR systematically provides the management knowledge
required by the Group to enhance the functions of OJT

Career Support
CollegeSupervisor

Service and Sales

4．
Human resource development
through organization management＊1…JFR Executive School (executive training school)＊2…JFR Management School(division manager training school)＊3…JFR Basic Management School(manager and buyer training school)

OJTGeneral Manager
Merchandise Manager

positions to demonstrate their abilities. To this end, JFR

JFR will develop human resources who promote

Giving their thoughts
on career.
Designing employees'
own future career.

Obtaining the knowledge andskills necessary for their roles.
Self-studying to become
what they want to be.

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