Communication with Employees
Human resource development
Promotion of career development
With the aim of improving personal development and improving the quality of work, we have established a system that encourages the acquisition of qualifications.
Number of Qualification Holders at the Asset Manager
| Item | No. of Holders |
|---|---|
| ARES Certified Master | 6 employees |
| Real Estate Broker | 7 employees |
| Official Real Estate Consulting Master | 2 employees |
| Certified Building Administrator | 1 employee |
※As of the end of February 2025
Personnel evaluation and compensation system
On March 7, 2022, the Asset Manager completely revised its personnel evaluation system with the aim of enhancing medium- and long-term corporate value by strengthening human capital management. ESG-related goals have been set and are mandatory for all officers and employees.
Purpose of the new personnel evaluation system (excerpt)
- To serve as a basis for human resource management to improve the abilities of individuals who make up the organization, to strengthen their teamwork, and to enhance expertise as an asset management company
- To use the results of personnel evaluation as reference information when making decisions on bonus payments, salary revisions, and promotions/demotions/etc.
Personnel evaluation structure (excerpt)
- Personnel evaluation consists of performance evaluation and ability/behavior evaluation
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| Performance evaluation | Ability/behavior evaluation | ||||||
| Ability evaluation | Behavior evaluation | ||||||
| Ability evaluation | Ability development | ||||||
| Scope of evaluation |
・ESG goals ・Quantitative performance targets |
Abilities required by job position/job level | Ability-building initiatives and results | Discipline, responsibility, proactivity, cooperation, creativity | |||
| Evaluation method | Up to five goals are classified as either "high difficulty" or "normal," and the achievement level of each goal is evaluated on a five-point scale and converted to a rank | Evaluation of expertise and knowledge on a five-point scale | Evaluation of the level of achieving skill and qualification acquisition on a five-point scale | Evaluation of whether an employee is behaving at expected levels on a five-point scale | |||
| Feedback | Individual feedback interviews conducted by evaluators | ||||||
| Reflection in economic conditions, etc. | Reference for distribution of bonuses | Reference for salary revision or promotion/demotion | |||||
| *ESG assessments are directly reflected in economic conditions | |||||||
Employees Data
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| unit | FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|---|
| Number of employees (including temporary staff) | Persons | 14 | 14 | 13 | 12 | 16 |
| Ratio of female employees | % | 28.6 | 28.6 | 23.1 | 33.3 | 37.5 |
| Number of directors (including non-executive directors) | Persons | 6 | 6 | 5 | 5 | 4 |
| Number of managers | Persons | 8 | 8 | 6 | 5 | 4 |
| Ratio of female managers | % | 0.0 | 0.0 | 0.0 | 0.0 | 25.0 |
| Average years of service | Years | 2.3 | 2.7 | 3.6 | 3.9 | 3.0 |
Respect for human rights
The MIRARTH HOLDINGS Group’s approach to human rights
In 2020, the MIRARTH HOLDINGS Group signed the United Nations Global Compact* promoted by the UN and registered as a participating company. We will continue our efforts to achieve the Ten Principles of the UN Global Compact in four areas: human rights, labour, environment, and anti-corruption.
Whistleblowing system
Based on the Compliance Manual and in accordance with the Whistleblower Protection Act, the Asset Manager has established a system that enables employees who become aware of a compliance-related problem or the like to report directly to the Compliance Officer or a harassment and compliance helpline without going through the person in charge of the department to which they belong (i.e., a whistleblowing system).
Asset Manager's internal contact: Compliance Officer
Harassment and compliance helpline:
External contact (external law firm)
MIRARTH HOLDINGS, Inc. contact (auditor, MIRARTH HOLDINGS, Inc.)
Comfort
Employee Satisfaction Survey
The Asset Management Company regularly conducts employee satisfaction surveys. We also hold one-on-one meetings with the president at least twice a year to strengthen communication.
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| FY2020 | FY2021 | FY2022 | FY2023 | FY2024 | |
|---|---|---|---|---|---|
| Implementation rate (%) | 100 | 100 | 100 | 100 | 100 |
Promotion of diverse work styles
We have provided cellphones and laptops to all officers and employees and developed an environment conductive to telecommuting. We also use staggered commuting times and flexible working hours.