Personnel Development Policy (Pigeon Corporation)
Pigeon Corporation aims to be a diverse corps of professionals, staffing its entire value chain with knowledgeable, experienced and professional employees who closely examine changes in society and actively update their skills with a view to the future.
To enable every employee to shine as an individual, Pigeon sponsors training to improve business skills, in which employees can participate on a voluntary basis. In this way Pigeon strives to offer personnel training that respects the autonomy, individuality and professionalism of employees.
Education and Training Framework
In January 2021, in order to support each and every individual employee in becoming a professional with deep specialist skills and knowledge, we began establishing job groups in response to employee career aspirations and aptitude and transitioning toward a new HR framework that clarifies individual responsibilities and excludes time- and seniority-related elements. Based on the idea that employees should proactively pursue their own career advancement, our education and training also uses an entry-based system rather than designated attendance.
“Business stance” and “Business skills” development programs—respectively cultivating basic competencies as a working individual and skills that transcend job group boundaries for facing challenges, people, and oneself—are carried out across all departments. Specialist technical skills differ depending on department and role, so each department prepares and executes its own education and training framework for these areas. Next-generation management and global personnel development is carried out on a “selection and concentration” basis, with continuous, selective education and training for the target segments needed to drive Pigeon’s business forward.
Training Framework
Future executive leader candidates Development
In Future executive leader candidates Development Program, in order to ensure the lasting development of the Pigeon Group, we provide continuous training for Pigeon employees who will serve at the management level in future: “personnel expected to continually develop as people and raise corporate value based on the values expressed in the Pigeon Way.” The training is held on a six-year cycle, and the curriculum includes programs for discovery, development, application, and appointment, with each program developing and selecting from among participants along the way. Many past program graduates play pivotal roles and are thriving in their respective departments. Of the 30 graduates currently in or beyond the utilization phase, 2 are directors, 1 is an auditor, 8 are executive officers, and 3 have been appointed as directors of domestic and overseas Group companies.
Early Identification and Training of Self-Starting and Innovative Leaders
In FY2023 Pigeon introduced the Select! Leader Juku, to identify and develop at an early stage self-starting and innovative leaders with potential as future executive candidates. Once every three years Pigeon selects 16 mostly young, middle-management employees (40 years of age and under), either recommended by their supervisors or self-recommended. As candidates for future leaders of Pigeon, these individuals gain experience in examining issues and producing output through projects linked to current business trends and themes.
Promoting continuous individual and organizational development
It is essential for our sustainable growth that each employee autonomously builds their career and enhances their capabilities through experience. To support the autonomous career development of each employee, we introduced the Accelerate My Career (AMC) program in 2020.
The AMC program is a system designed to support employees in thinking about and developing their careers autonomously by gaining diverse experiences both within and outside the company. To lower the barrier to employee participation, we offer a variety of options.
Within the company, these include internal job postings and internal pro bono (short-term support for tasks in other departments). Opportunities for career development outside the company include external secondments, volunteer/pro bono leave, and external side jobs. By selecting from these diverse options and gaining experience outside of their regular duties, employees can raise their career awareness and broaden their range of experience.
Starting in 2024, we have also begun regular (at least four times a year) one-on-one meetings for all full-time employees to strengthen managers' support for their subordinates' career development.
Accelerate My Career Program Uptake and Training Achievements
| Scheme | Unit | FY2021 | FY2022 | FY2023 | FY2024 |
|---|---|---|---|---|---|
| Internal recruitment | Users (people) | 0 | 2 | 4 | 0 |
| Internal internships | Users (people) | 0 | 0 | 0 | 0 |
| Internal pro bono work | Users (people) | 0 | 10 | 14 | 8 |
| External postings | Users (people) | 2 | 1 | 1 | 9 |
| Outside side job | Users (people) | - | - | 4 | 9 |
| Volunteer/pro bono leave | Annual cumulative users (people) | 27 | 40 | 55 | 64 |
| Annual cumulative usage time (hours) | 101.25 | 150.00 | 213.75 | 255.00 | |
| Training hours per employee | Time (hours) | 21 | 11 | 17 | 19 |
Improving Employee Financial Literacy
To support our employees' asset building, we have introduced a defined contribution corporate pension plan, and our financial standing is not affected by future pension investment performance. Furthermore, to assist employees in building their assets, we provide all new full-time employees with explanations regarding the managing organization, the characteristics of investment products, and selection methods. We also promote continuous learning aimed at improving employees' knowledge of asset management by utilizing learning tools provided by the managing organization and conducting in-house seminars and other educational initiatives.