Human Resource Development Initiatives

Greater competitiveness and sustained growth call for systematic development programs that build employee capabilities and help them reach their full potential. Strategic support of employee career development has also gained importance.

Success in a more competitive environment with varied consumer preferences and pressure from other kinds of businesses also depends on the key task of securing and retaining superior human resources, which is difficult under the serious labor shortage at stores and in logistics in the convenience store industry.

FamilyMart adopts a human resource management cycle system that starts with recruitment, development, appropriate placement/periodic rotation, and ends with evaluation/compensation. We position this human resources strategy that can support sustainable growth and drive the creation of systems and mechanisms where employees with diverse capabilities and expertise can contribute and grow.

In human resource development in particular, we are enhancing self-directed training and helping ambitious workers grow to develop human resources who can spark innovation and create new value.

FamilyMart performs hiring of new graduates targeting university students and graduate school students every year. Among the activities, for the purpose of career counseling, we set up workshops such as workplace experience as a supervisor and round-table discussions with our employees. We provide group work opportunities like solving issues and propositions according to each job in the workshops. We have received favorable feedback and responses from the participating students that they have deepened their understanding of the convenience store industry and its operations. In the fiscal 2023, a total of 109 new graduates were recruited, comprising 51 males and 58 females.

We have built a system that enables employees to participate actively at early stages upon joining, with FamilyMart’s unique educational programs where they can gradually learn skills and expertise necessary for their jobs.

In order to enhance human resources development, we made an organizational change in fiscal 2019 to establish the Human Resources Recruiting & Development Department. We also established a training system and built a unique educational system to help employees take the initiative in career development.

Specifically, in addition to company-wide training programs, such as education programs for different position and age groups and next generation leader development programs for selected employees, we have established departmental and job-specific training programs to acquire the necessary knowledge, skills, and expertise for each department. We are promoting the systematic development of human resources by effectively combining OJT and Off-JT.

We have also established a self-development support system for employees who are highly motivated to learn, and we support voluntary learning. In light of the recent intensification of competition in the retail industry and the diversification of social and consumer needs, we are fostering autonomous human resources with initiative and the ability to think independently.

We conduct selective training to develop the next generation of management personnel, future executive candidates, and to consolidate a pool of human resources.

Training programs for general managers consist of hands-on case study and case assessment that requires ability to respond to unexpected circumstances and total management ability to draw out an individual’s challenges and realization.

Training programs for section managers promote participants working on case exercises as a responsible person in order to resolve various situations, assessing an individual’s knowledge, skills, and ability to motivate people.

FamilyMart has a supervisor training period, which is to learn supervising tasks, so that employees are given opportunities to work as a supervisor. Aside from company-wide training, we also conduct training and tests for certification to develop human resources.

Note: We also have educational systems set up for nurturing specialized human resources for other jobs.

For a company to continually grow in a harsh market environment, it is absolutely important to secure and utilize highly specialized human resources with high market value who can create new value in the world where businesses are diversified and more complex.

FamilyMart has established a system to appropriately evaluate and compensate these highly specialized human resources, and it has been in operation since fiscal 2020.

As of the end of the fiscal 2022, we have 14 males and 3 females in the SP job role.

With this system, we will appropriately compensate the specialized human resources who are imperative to our business development, improve our competitive power for hiring and retention, and maximize their performance.

FamilyMart provides various career paths and work experience through periodic rotation and selection of multiple career path progress opportunities. The examples of these are of an employee gaining experience as a supervisor and then being promoted to a management position or getting promoted to a specialist or management position in their own division. With regards to transferring personnel, we comprehensively consider their request, aptitude, and the company’s needs to conduct appropriate deployment decisions by the company.

Along with a regular job posting system, we have also established a unique career point system and self-assessment system to grant priority to transfer requests by those who are outstanding, actively supporting employees’ autonomous career development.

FamilyMart is seeking for human resources who aim for innovation, relentlessly challenge growth opportunities, and act with purpose and speed in order to achieve sustainable growth.

The performance results evaluated are the results of specific actions based on the mission of each employee. We think that actions such as innovation and challenge will lead to the company’s sustainable growth.

Therefore, FamilyMart does not just evaluate the results, but we separate action indicators (competency), which express each employee’s mission as specific actions, from performance indicators, which represent the actual results of the action. By evaluating both action and performance respectively and applying them to compensation, we aim to achieve balanced and convincing evaluation and compensation.