Corporate Philosophy, Group Profile, Contents, Editorial Policy

Management

Special Feature

Environment

SocialGovernance

Data

Third-Party AssuranceSocialCorporate Philosophy, Group Profile, Contents, Editorial Policy
Management

Human Resource Investment and Development

Message from the President and CEO
ESG Management
Materiality of the Tokyo Tatemono Group

Policy and Concept

Special Feature
Environment
Environmental Management
Sustainability Finance
External Evaluation and Certification for Green Building
Responding to Climate Change
Pollution Control and Resource Recycling
Water Resources
Biodiversity
Responding to Natural Disasters

SocialDiversity & Inclusion
Work-Life Balance
Human Resource Investment and Development
Health Management / Occupational Safety and HealthTokyo Tatemono strives to develop the skills of employees,
reflecting our belief that employees are the foundation fromwhich sustainable corporate growth is built.
In 2012, we revised a number of human resources
systems to better cultivate talent and create workplaces
capable of creating added value. At the same time, we strive
to innovate ourselves into a highly optimized organizational
culture beyond individual or departmental optimization. As
part of our innovation, we formulated our Human Resource
Policy, based on which we have built our human resource
development system.
Human Resource Policy

the OJT development cycle in the workplace, we have set up
training for managers responsible for instructing others, as well
as a new employee counselor system. The operation status ofthese initiatives is monitored through regular interviews by thePersonnel Department.
For mid-career employees, we provide enhanced programs
to foster a culture of learning. This includes voluntary in-housetraining, external dispatch training, and cross-industry
exchange training, providing a system that empowers
employees to consider the knowledge and skills they need andchoose accordingly.
Training for managers includes training to enhance daily line
management, including training for evaluators, mental healthSummary 2021 Training Programs

1 Developing ideal human resource

Ideal human resource: a person that is trusted and that opens
new avenues for the future
2 Realization of a satisfying working place
where employees can feel their growth

Training per Management Level
Executives

Executive Training

General Managers

New General
Manager Training

Group Leaders

New Group Leader
TrainingManagers

New Manager
Training

Assistant Managers

New AssistantManager TrainingSenior Employees

Strategic Communication Presentation
Accounting Finance Marketing
Management Strategy Third-year Group Training

New Employees ew Employee Training Basic Practical Real Estate Training
NLogical Thinking IT Training

Respect for Human Rights
Improving Quality and Customer Satisfaction
Revitalizing and Utilizing Real Estate Stock

System (Human Resource Development System)

Contributing to Our Communities

GovernanceCorporate GovernanceRisk Management
Compliance
Supply Chain ManagementData

From the time a new graduate joins Tokyo Tatemono, we takea keen interest in their development. We provide a collectivetraining program offering basic business training (covering topics
such as logical thinking, marketing and management strategy).
To provide experience and broader knowledge required for
employees of a comprehensive real estate company, we rotate
new graduate hires among three departments to gain
experience in their first ten years of employment. To strengthen

and line care training, as well as dispatch training programs toexternal training agencies such as business schools to enhancetheir strategic perspectives and management capabilities.
In addition, we have established self-development programsand support systems to aid employees in acquiringcertifications. These are to help employees enjoy independent
learning at all stages of employment. We also offer special
support for learning the English and Chinese languages, as well
as for dispatching employees to overseas training inconsideration of global business expansion.

Global Training

Self-Edification/
External Dispatch

Electives
Coaching:
BasicsCoaching:
AdvancedStrategic OJTLeadership
BusinessDevelopment
Data ScienceDesign Thinking
Negotiation
Action Learning
BreakthroughLectures byOutside Experts

Attending
languageschools
Overseason-site
observation
Overseas
dispatchtraining
Internships withlocal
subsidiaries

 upport forS
attendingbusiness/
graduate school
Single-subject
business school
training
dispatch
Cross-industry
training
Distancelearning
External
seminars

Support Systems
for Acquiring
Certifications
 eal Estate
RBroker
The Official
Business Skill
Test inBookkeepingJapan Business
Law ExamCertified
Building
Administrator
Real EstateConsulting
Master Exam
Real Estate
Securitization
MasterUrban Renewal
Planner
Real EstateAppraiserFirst-classArchitect

Third-Party Assurance
TOKYO TATEMONO GROUPSUSTAINABILITY REPORT 202142Corporate Philosophy, Group Profile, Contents, Editorial Policy

Management

Special Feature

Environment

SocialGovernance

Data

Third-Party AssuranceSocialCorporate Philosophy, Group Profile, Contents, Editorial Policy
Management

Human Resource Investment and Development

Message from the President and CEO
ESG Management
Materiality of the Tokyo Tatemono GroupSpecial Feature
Environment
Environmental Management
Sustainability Finance
External Evaluation and Certification for Green Building
Responding to Climate Change
Pollution Control and Resource Recycling
Water Resources
Biodiversity
Responding to Natural Disasters

SocialDiversity & Inclusion

Group-Wide New Employee Workshops for Improving
Group Synergies
Through the array of businesses we operate, Tokyo Tatemono
is building an organization that can demonstrate groupsynergies to our customers and other stakeholders.
To achieve group synergies, we must first develop a senseof kinship, learn about the business of each group company,
and build deeper personal relationships. For this reason, weconduct a joint group training program for young employees.
We provide various joint training programs in addition to thefour-day orientation training that takes place immediately after a
new hire joins the company, and the exchanges at the annual
field day every fall. These additional programs continue until thethird year after an employee joins the company. Through thisapproach, we aim to aid the formation of personal connections
that will help us achieve group synergy.

Work-Life Balance
Human Resource Investment and Development
Health Management / Occupational Safety and HealthRespect for Human Rights
Improving Quality and Customer Satisfaction
Revitalizing and Utilizing Real Estate StockContributing to Our Communities

GovernanceCorporate GovernanceRisk ManagementCompliance

TOPICSAcceptance of Interns
We accept undergraduate and graduate students for internships.
The internship program is held twice a year, once in thesummer and once in the winter. In 2020, a total of 207 interns
were accepted.
We believe that through the internship experience, students
gain valuable exposure to working life as well as a chance tointeract with other students. This not only improves theircapabilities, but also provides them with an opportunity to think
seriously about their own future. By giving students anopportunity to gain prior experience working at ourorganization, we also aim to reduce mismatches in the realestate industry as a whole, as wellas in our company. We believe thatthese efforts can help prevent early
job turnover, promoting thedevelopment and retention ofyoung workers.
Acceptance of interns

Overseas Training for Global Human
Resource Development

Third-Party Assurance

In February 2020, 42 employees in their third year ofemployment from six of our group companies (Tokyo
Tatemono, Tokyo Tatemono Real Estate Sales, Tokyo
Tatemono Amenity Support, e-State Online, Nihon Parking,and Prime Place) gathered for a two-day training program
aimed at laying the groundwork for group synergies.
This training is the culmination of the Group’s joint training
program that is provided to employees over their first threeyears after joining the company. The aim of this training is todeepen the participants’ thinking not only about the businessesof each company, but also about the next-generation developerthat Tokyo Tatemono Group should aim to become. Forming
separate teams, the participants discussed SDGs, which are
the common goals of theinternational community. On thelast day of the training, eachteam made a presentation
about new initiatives throughwhich the Group can contributeto the achievement of SDGs.

A presentation at the training program

Number of Interns AcceptedTokyo Tatemono conducts overseas training to foster
heightened global mindsets among our employees as wecontinue our global business expansion. (Past destinations
include China and Malaysia, etc. This training was put on holdin 2020 due to the pandemic.)
Going forward, we will continue to support the growth ofhighly motivated people who want to take on the challenge ofcreating new value globally, both in Japan and overseas.

(Persons)

294*

Examples of Presentation Themes

293*

3002071571440“From an unusable place toa useful place”
Providing a platform application toconnect underutilized spaces.

SDGs towhich we cancontribute“Enriching people’s spare time”
Developing a mobile lounge businessthat provides a place for personallearning and relaxation.

150

Supply Chain Management

Data

Group-Wide Training for Improving Group
Synergies: Third-Year Employees

2016

2017

2018

2019

2020

* Figures for 2016 and 2017 include participants in seminar-based one-day internships.
TOKYO TATEMONO GROUPSUSTAINABILITY REPORT 2021

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