As a matter of policy, CRE adopts a cohesive set of recruitment, training, and labor strategies while aiming to create environments in which all employees can continue their careers with vitality until age 65.
In pursuit of these aims, CRE‘s priority matters are shown below.
- focuses on safety and health above all other priorities
- encourages a spirit of taking on challenges
- fosters career independence
- respects human rights
- promotes diversity
- facilitates human resource development
To facilitate achievement of these policies, CRE embraces the principle of career independence, supports individuals as they pursue personal growth, and prioritizes initiatives aimed at developing managerial talent. At the same time, we strive to create environments and systems that empower diverse personnel to find meaning and excel in their roles.
At CRE, our basic policy on human resources development is to improve capabilities and skills through a combination of three human resources development techniques.
１ Internal job posting system
CRE encourages its employees to independently plan their career visions and actively build pathways for their professional futures. To facilitate self-directed and flexible career choices, we have established an internal job posting system.
２ On-the-job training
By providing concrete work experience at job sites and facilitating communication among colleagues, we create an environment in which employees can learn on their own. We regularly offer coaching on the necessary skills and concepts for performing assigned duties.
３ Education system and training programs
We run various training programs to help employees master the skills necessary in executing their respective roles and the capabilities and personal career goals they wish to achieve, and support measures to learn new perspectives and concepts.
Through business training obtained externally as well as training provided in-house to promote an understanding of CRE’s businesses, new employees gain the knowledge needed as employees of CRE.
In addition, we will implement a one-month short job rotation program to deepen understanding of on-site operations and customers in each business and to provide opportunities for employees to interact with many colleagues.
When mid-career hires enter the Company, CRE provides training related to operations and logistics real estate. By understanding the role that each CRE business division plays within the Company and respective connections to other businesses, mid-career hires appreciate the business model that is CRE’s strength—developing various logistics real estate–related businesses for one-stop solutions to clients’ needs.
We provide training for young employees in their late 20s to prepare them for future leadership roles. The purpose of the program is to raise awareness of leadership and ownership in preparation for future leadership positions.
Training is regularly conducted for the purpose of improving the organizational and people management skills of managerial staff. We support the development of managers through e-learning for newly appointed managers, one-on-one training, and business coaching.
This is an in-house training program focused on business skills and business knowledge, in which employees can participate on a voluntary basis. We provide equal learning opportunities for all employees who are motivated to grow, and by enhancing individual capabilities, we contribute to raising the overall level of the organization and improving employee engagement.
Led by HR and Legal departments, we conduct compliance training on insider trading, harassment, cybersecurity, and social media policies. We also provide training to help sales and contract staff develop legal knowledge relevant to their roles.
To encourage employees to improve their knowledge and capabilities, we support their pursuit of business-related qualifications, especially in real estate, construction and finance.