Human Resource and Organizational Strategies

ESG STRATEGY

Tokyo Century carries out human resource and organizational strategies to foster people with a propensity for self-transformation and who possess creativity and ambition and are thus capable of advancing its management and business strategies.

Overview of Human Resource and Organizational Strategies

Improvement of Employee Well-Being

Tokyo Century believes that cultivating an awareness of well-being among officers and employees is imperative to the advancement of its human resource and organizational strategies. For this purpose, we aim to create a virtuous cycle built on trust between the Company and its employees and on strong employee engagement in order to enhance well-being. We are convinced that this process will contribute to the ongoing growth of Tokyo Century.

We aim to create a virtuous cycle built on trust between the Company and its employees and on strong employee engagement in order to enhance well-being. We are convinced that this process will contribute to the ongoing growth of Tokyo Century.

Details of Human Resource and Organizational Strategies

Tokyo Century is moving forward with a variety of initiatives aimed at the development of highly capable organizations and the empowerment of individual employees.

These are the directives under Medium-Term Management Plan 2027 and major initiatives.

Human Resource Development Initiatives

Creating value requires employees to enhance their expertise in relation to their specific areas of business while also heightening their ability to transform themselves. Tokyo Century is formulating and implementing a variety of training programs for the purpose of endowing employees with these skills.

Case Study1：Provision of opportunities for learning to allow employees and officers to tackle new challenges — Reskilling and educational programs for employees so they can adapt to rapidly changing operating environment

Digital Transformation Literacy Improvement Programs

In fiscal 2023, Tokyo Century introduced a new three-level program aimed at cultivating employees with proficiency in relation to digital transformation. The basic-level course (DX-Standard) launched in the first year of the program is open to all employees and officers and is intentioned to foster understanding and build a shared consensus with regard to what digital transformation entails for Tokyo Century.

Overview of Digital Transformation Training Programs

Type of Individuals Fostered through Programs

Expert: Individuals with the ability to act and exercise responsibility as business innovators

Individuals with the capability of communicating as self-driven business technology experts
Practical: Individuals with knowledge regarding IT and use methods and practical skills for utilizing this knowledge
Basic: Individuals with the basic mindset, stance, and knowledge required for all members of Tokyo Century to participate in digital transformation and use the results to better work and private lives

Case Study2：Cultivation of human resources capable of creating new businesses — Support for autonomous career development of all employees

Career Development Support

Tokyo Century established the Career Design Office in fiscal 2019 to offer support for career development to aid employees in acting of their own volition to become the architects of their own careers.

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Career Design Training	Tokyo Century offers career design training to provide opportunities for employees to reflect on their career and assess their strengths, weaknesses, and values. Moreover, these training programs allow employees to use trait analysis tools to gain an objective understanding of their personalities and the skills they should build upon to be used when considering their future careers. After training sessions, meetings are held with participants to discuss what actions they should take to achieve their individual career goals. In fiscal 2023, we began enhancing the types of career support offered to veteran employees.
Number of participants in fiscal 2022	100	Targets	Employees in third and 10th year in workforce, employees aged 40 and 50 for age-based programs, and employees aged 55 for life design training

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Career Design Consultations	Career design consultations are offered to provide employees with a venue for receiving consultation on a wide range of career-related topics to help them objectively evaluate these concepts to shape their career plans, feel empowered and exercise their individuality at work, and determine how best to approach their goals.
Programs conducted in fiscal 2022	Consultations by career staff with nationally recognized career consultant qualifications or by external consultants	Targets	All employees (when desired)

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TC Career Seminars	Tokyo Century began arranging TC Career Seminars in fiscal 2021 to help employees learn about the types of thinking and actions required to chart their own career paths. In fiscal 2023, we plan to organize new seminars for fostering the necessary career understanding among various employee groups, including supervisors and female employees.
Number of participants in fiscal 2022	442	Targets	Junior, mid-rank, and veteran employees for age-based programs