Initiatives for Human Capital
Our approach to human capital
The Group puts the highest priority on serving customers at our storefronts, and believes that it is most important to secure talented personnel in order to realize sustainability management. Therefore, the Company (K’s Holding Corporation on a non-consolidated basis) established a new Human Resource Development Department on June 1, 2022. The department exists to strengthen the Company’s human resource power and cultivate the next generation of executives and leaders with multifaceted, cross-organizational perspectives while flexibly responding to changes in the environment.
“Employees come first” to realize the goal of “customers come first”
What does valuing customers mean, specifically? We believe that “truly friendly service” means that employees carefully listen to and understand what customers want, and then recommend merchandise that meets customers’ needs. The process should include value and service that can be provided only through human intervention. To realize this, there must first be an environment in which employees can work actively and with enjoyment.
This section features the Group’s workforce status in figures, as well as the initiatives that have helped us to create such an environment.
Human resource development
Implementation of e-learning
The Company uses e-learning systems facilitated by its intranet to improve sales skills and explain the Company’s systems to employees.
Examples of regular training (K’s Holding Corporation on a non-consolidated basis)
The table below can be scrolled horizontally.
| Target | Training program | Overview and purpose |
|---|---|---|
| New employees | Introductory training for new employees | Right attitude as a working adult, basics of customer service, product knowledge, etc. |
| First-year employees | Follow-up training | Six-month employee review |
| Coaches of new employees | Training for coaches | Human resource development, coaching, etc. |
| Deputy Chiefs | Training to enhance sales capability | Enhancing sales capability (purchasing psychology) |
| New Assistant Store Managers | Basic management training | Roles of entry-level managers, coaching, etc. |
| Managers | Basic sales management training | Right attitude of store managers, knowledge of the Labor Standards Act, etc. |
| Training for evaluators | Understanding of the evaluation system (evaluations, wage raises, promotions, interviews, etc.) | |
| Female employees | Positive Action Training | Training for female managerial candidates |
Training results
The table below can be scrolled horizontally.
| Number of trainees | Training hours | Number of training sessions |
|---|---|---|
| 6,121 | 38,538 | 2,538 |
* Total over a year
Support system for acquiring qualifications
The Company has a support system for acquiring “Home Appliance Advisor Certification” and other useful qualifications for sales activities. We proactively support applicants by providing partial subsidies for study materials to help with examinations, and paying special allowances after employees have successfully acquired qualifications.
Additionally, in September 2023, we introduced a system to help IT personnel acquire qualifications.
- Number of employees qualified as
Home Appliance Advisors - 4,840
Proactive appointment of younger employees to managerial positions
We have a track record of appointing employees in their 30s as store managers and section managers at Headquarters, paving the way for younger employees to take up the challenge of reaching managerial positions.
Delivery & Installation Training Centers for maintaining and improving the quality of service
We have established Delivery & Installation Training Centers in four locations in Japan to ensure that our installers work carefully and cleanly and deliver safety and a sense of security to customers at all times. The centers are outfitted with kitchens, stairs, and other fixtures found in customers’ homes to provide simulated experiences to maintain and improve the quality of service.
A wealth of human resources
Initiatives of K’S CAREER STAFF
K’S CAREER STAFF, a subsidiary of the Company, engages in the temporary staffing business. Recently, many employees at the age of 65 and older still have the physical strength and will to continue working. K’S CAREER STAFF not only recruits general temporary workers but also proactively provides Company employees at the age of 65 and older with re-employment opportunities so that they can apply the high-level skills developed in their careers within the Company once again.
Survey of employees’ wishes and work engagement survey
To allocate and cultivate employees in ways that are consistent with their desires, we request employees to submit a “Challenge Report” once a year. Employees provide responses about their desire to try new positions or types of work, any troubles they may be facing, or requests to the Company. We also conduct surveys aimed at improving work engagement.
Creative recruitment activities
Introduction of “Handy Career Guidance Office”
In November 2022, we began using the job advertisement digital sharing system for high school students provided by STADIUM Co., Ltd., digitalizing our system for recruiting high school graduates by enabling the direct dissemination of digitalized corporate information to teachers and students.
Introduction of referral recruitment system
On October 1, 2023, we introduced a referral recruitment system with the aim of recruiting outstanding employees and ensuring long-term, stable employment. Under this system, employees of the Company introduce their friends or acquaintances, and we employ those who meet the Company’s recruitment requirements.