[ Japanese ]

Enhancing human capital value is the driving force behind the growth of the Sekisui House Group. To maximize human capital value, we believe it essential to encourage employees to act autonomously, based on their own values and beliefs, while aligning with the Company’s direction. Accordingly, we are working to develop and implement systems and programs that support individual employees in self-directed career development, as well as creating an environment conducive to growth. Since 2003, we have continuously implemented our Self-Directed Career Development Course. This dedicated training program is designed to encourage employees to reflect on their personal careers and actively engage in ongoing career development.

Self-Directed Career Development Course

Since 2003, we have been implementing Self-Directed Career Development Courses, regularly updating them to reflect changes in business and societal trends. In 2022, we updated our Self-Directed Career Development Course, previously offered in the seventh year of employment. This change was made to cultivate flexible career awareness that considers societal and environmental changes with a more future-oriented, strategic mindset. In 2023, the course content was enhanced to enable participants to develop career strategies suited for role changes and expansions in the later stages of their professional journey. In addition, to effectively connect experiences from one’s early career days to real growth, we have established the Self-Directed Career Development Course I for new employees, and the Self-Directed Career Development Course II for second-year employees. A total of 23,036 employees have attended these training courses as by the end of FY2025.

Support for employees’ autonomous career development

Following each phase of the Self-Directed Career Development Course, we offer multifaceted support to help employees take charge of their careers and engage enthusiastically in their personal development.

My Career Sheet

In 2024, we introduced My Career Sheet as an important tool to further improve employee autonomy in career development and enhance human capital value. The sheet shows an employee’s experience and skills, connecting them to their self-driven learning and growth. Proactively emphasizing these experiences and skills in career interviews will, we expect, lead employees to take on new challenges and be presented with new opportunities.

Career Development Leave

As a part of our support for autonomous career development, employees who seek to study at educational institutions recognized under the School Education Act in Japan or at approved institutions overseas, and who meet a set of standardized criteria, may take a leave of absence. The leave period range from three months to one year for domestic institutions, and up to two years at overseas institutions.

Advanced Professional Learning Support Program

This program offers advanced learning opportunities to employees currently involved in management who are candidates for senior management or are expected to significantly contribute to future business performance through research or leadership in specific fields. It supports the acquisition of MBA or Master of Technology (MOT) degrees through designated schools that can be attended while continuing to work. 

Work Area Continuity System (for supporting self-directed career development)

To cater to increasingly diverse workstyles and career paths, this system allows employees to continue working in the same area for a prescribed period, regardless of the reason, without having to relocate. Applications began in October 2025, and 91 employees of the Group^*3 are currently using the system.

Effective workplace training programs

To support employees in their individual drive for self-improvement and continuous learning, we offer ability development programs for every job type, establishing education in line with our employees’ specialties.

Sales representatives

In the three-year training program for detached homes and construction business sales, employees develop a customer-first mindset and acquire a broad range of specialized knowledge and skills for housing and construction sales. In FY2025, 258 new employees enrolled in the program and have since been working to acquire specialized knowledge and skills.

Designers

Newly hired designers spend their first two years in the entry-level program to acquire the necessary specialized knowledge. In FY2025, 195 new employees enrolled in the program. From the third to fifth year, they participate in an intermediate program that provides structured training to deepen their expertise in their respective roles. Subsequently, employees are able to select and participate in training tailored to their expertise and acquire in-house certifications such as Chief Architect.

Construction technicians affiliated with partner building constructors

We provide structured training programs to help construction technicians―including those employed by partner building constructors―acquire the specialized knowledge and skills required onsite. After opening the Educational Training Center and Training Schools in 1982, we now hold training at three locations across Japan. In FY2025, 162 trainees have completed the program. Trainees continue to improve their skills and techniques even after completing training school by participating in training programs at education and training centers according to their work experience and skill level.

Development of advanced DX talent

We are currently working to develop both human resources with specialized knowledge in AI and data science (AI experts) and human resources who can use AI and data analysis to address business challenges (business translators). We launched the relevant development programs in February 2025, and 24 selected employees are currently undergoing training. Through these programs, we are strengthening our foundations for DX promotion.

In-house certification programs

Through our in-house certification program, we recognize the skills and abilities of our employees, supporting their autonomous career development and growth. This program aims to help employees acquire the specialized skills and knowledge necessary for their roles, striving to achieve a high level of professional proficiency. It covers a variety of job roles and specialization fields. Certification requires not only the acquisition of practical experience and expert knowledge but also assessments through practical tests and presentations. This program enables employees to not only receive opportunities for self-growth, but also demonstrate their expertise and abilities, contributing to greater organizational capability.

In-house certifications^*4

Design: Chief Architect
Certified individuals: 317 Certification period: 2 years

We grant this role and qualification to outstanding designers who support the creation of quality homes.

Design: Renovation Chief Architect
Certified individuals: 20 Certification period: 2 years

We grant this role and qualification to employees who demonstrate advanced skills and deep expertise in the field of renovation at Sekisui House Remodeling, Ltd.

Design: Platinum Specialist
Certified individuals: 50 Certification period: 3 years

We grant this role and qualification to employees who have an excellent track record and possess the advanced expertise and skills required for our platinum properties (housing for the elderly, welfare buildings for children, people with disabilities and others, medical facilities, etc.).

Structural planning: Structural Planning Specialist
Certified individuals: 184 Certification period: 3 years

We grant this role and qualification to designers who play a leading role in structural planning at offices.

Onsite supervision: Chief Constructor
Certified individuals: 108 Certification period: 2 years

We grant this role and qualification to particularly excellent onsite supervisors who contribute to enhancing our brand strength and productivity.

After-sales service: Customer Support Meister
Certified individuals: 10 Certification period: 1 year

We grant this role and qualification to employees who excel in customer support and possess a high level of skill and abundant knowledge.

Qualification grant

To motivate employees to continue their self-development, improve their awareness, and strengthen their commitment to skill development, we have established a system to give cash rewards to employees who acquire qualifications through national or certification examinations. We also subsidize course fees and support qualification acquisition for employees who obtain major qualifications required for their work, such as first- and second-class architects, first-class building operation and management engineers, registered real estate transaction agents, and certified skilled professionals of financial planning. This support helps raise employee awareness and motivation.

Career Challenge Program

Based on job type, job content, and expected future duties, our employees are categorized into four groups: Sales Engineering job group (main career track), Production Skills job group, General Clerical/Regional Employees job group (includes employees working in specified areas), and Skill-Based job group. Our personnel systems are operated according to the characteristics of each job group in terms of training and basic compensation.

　　The Career Challenge Program aims to expand these opportunities for employees to pursue various careers. It also supports the movement of employees from the Production Skills and General Clerical/Regional Employees job groups to the Sales Engineering job group (main career track). Applicants submit a career vision sheet with their application, reflecting on their past work experience and contemplating their future career, and then take a two-day training course. Upon completion of the training, applicants clarify their career vision after job group conversion, resubmit their career vision sheets, and go through the interview process with the corporate officer of the affiliated department.

　　In addition to supporting the strengthening of the development planning processes in each department, the growing awareness of career self-management among employees in the relevant job group has contributed to an increase in the number of applicants—from approximately 30 per year through 2022 to more than 80 per year since 2023.There were 80 applicants in FY2025, of whom 72 successfully changed their job group to advance their careers.

Career coordination for internal mobility

We have set up a tool to allow direct communication of career transfer-related requests to our Personnel Department. This tool enables our employees to individually fill out information on whether they would like to transfer, their desired transfer location, their desired transfer period, their reason for transfer, and the experience and skills they will bring to the new location. Introduced in FY2023, the Career Coordination System supports employees seeking transfers beyond their current department by facilitating communication between the Personnel Department and various headquarters and departments, and matching qualified candidates with suitable transfer opportunities.

SHIP combines the former Innovation Competition held to commemorate Sekisui House’s 60th anniversary with awards we have held in the past, such as those for technical development and business achievements. This awards program began in FY2021 with the goal of fostering autonomous employee and organizations that create continuous innovation through active communication and idea-sharing among employees. SHIP has two different categories: the innovation category and the performance category. The program received 1,948 entries in FY2025, its fifth year of operation.

Social contribution ideas (Sekisui House Matching Program)

In FY2023, the third iteration of the Sekisui House Innovation & Performance Awards (SHIP), introduced a new initiative to gather ideas for social contribution from a wide array of sources. Selected ideas are developed into projects collaboration with nonprofit organizations and subsidized through the Sekisui House Matching Program, a corporate program to match employee donations. This initiative received 204 submissions in FY2025.

Supporting idea creation with SHIP Academy

In 2025, with a focus on innovation and communication, we hosted the training program SHIP Academy to develop creative mindsets and nurture autonomous personnel. Based on the first-hand experiences of external instructors, participants learned step by step everything from the basics of idea creation to customer value-based thinking and communication methods. In this way, we are promoting human resource development that encourages to take on challenges.

SKIdea, an app to post ideas

In 2020, we developed the in-house app “SKIdea” (Sekisui House Group Knowledge & Idea). It not only allows users to view and post ideas and initiatives but also includes features that enable employees to join teams for ideas they resonate with, as well as leave comments and messages of support.

Idea selection and final judging: 6-month selection period

Entries are evaluated by a panel of more than 80 executives and managers from across the Group over a period of six months. The 10 entries from the innovation category and 10 from the performance category that passed the second round of judging proceeded to the final judging session. This final judging session and awards ceremony, spanning more than eight hours, is livestreamed for Group offices and employees worldwide.

Support for realizing ideas and horizontal deployment of initiatives

The project from the innovation category receiving the Grand Prize will be expanded into new businesses and systems. For the second-place winner, top management supports the project for a period of one year, assessing its business potential and systemization. In the performance category, we collaborate with relevant parties to promote horizontal deployment of all entries.

Implementation of Winning Ideas from the Innovation Category

Second annual SHIP in FY2022 ‒ Grand prize winner

Idea: As we continue to polish the technical expertise and construction capabilities of the Sekisui House Group, a carpentry skills competition was proposed as a way to thank our indispensable carpentry workers, who provide high-quality housing to our customers.

Implementation: Since 2023, we have held the Sekisui House Carpentry Competition WAZA, to determine the best carpenters in the Sekisui House Association in Japan.

Third annual SHIP in FY2023 – Second prize winner

Idea: To support diverse workstyles and values, a reemployment program for former employees was proposed that makes it easier for former employees to return, helping the Company secure valuable talent who can make an immediate impact.
Implementation: In December 2024, we introduced the “Welcome Home Program.” By eliminating such previous requirements as age at the time of registration, years of service, and registration period, the system significantly expanded eligibility to include individuals who voluntarily resigned, including those who left for other job opportunities. In FY2025, six employees utilized this program.