SENKO HOLDINGS

SENKO Group Human Resources Development Policy

Policy (basic approach)

The SENKO Group conducts itself in accordance with the following mission: As a corporate group fostering people and supporting people’s lives, we contribute to achieve a genuinely productive global society by continuously challenging efforts to create new trends in terms of products and services that shift the future; centering on our physical and commercial distribution business.

To accomplish this mission, we believe that it’s important for each and every person who works at the SENKO Group to feel motivated and experience personal growth so that the company can continue to provide new value for people and society through its involvement with people’s lives and industry.

To that end, we will train human resources so that employees can make the most of their individuality and abilities while striving to realize a relationship between the company and its employees that allows both to achieve new heights of performance.

SENKO’s vision of the ideal employee, as the outcome of its human resources development program

The SENKO Group, which exists to create new value in the world in keeping with its slogans of “go beyond logistics,” “make the world go round,” and “revolutionize business,” needs human resources who continuously embrace new challenges while valuing passion.

In addition, as a corporate group operating businesses that provide direct support for people’s lives, we require human resources who can act in a spirit of good faith with a sense of responsibility.

Furthermore, to transcend generations and connect the world, we need a diverse range of human resources who encompass a variety of attributes and who can respect the diversity of others.

Training and educational structures

The SENKO Group offers various types of training that align with the career stages and individual characteristics of individual trainees for all employees in an effort to secure and endow them with the desired traits described above.

●Training professional human resources

From the time they are hired as a new employee until they grow enough to shoulder operational responsibilities, employees undergo professional human resources development, a period of time during which they receive on-the-job training (OJT) in the workplace along with a variety of off-the-job training opportunities via multiple channels, including in-person instruction, online learning, and correspondence learning.

●Training global human resources

To live up to our slogan of “Moving Global,” we began cooperating with overseas logistics subsidiaries to offer a global human resources development program for the Logistics Group in FY2017. We’re currently planning a new human resources development course, which we intend to release in the near future, to train workers in a broad range of fields beyond the Logistics Group so that they can pursue future careers overseas while consistently embracing challenges and change.

●Training management human resources

To perform daily operations, section and assistant managers require a shared set of knowledge and skills depending on their level in the organizational hierarchy, and we offer opportunities to master both as they are promoted up the organizational ladder.

To ensure each and every employee feels motivated and engaged, trainees in particular will need management knowledge and skills that equip them to respect the diversity of others and make the most of their individuality and abilities.

To help trainees learn how to foster the development of their subordinates, which is a key role of middle management, while boosting their ability to manage business operations, we offer an educational curriculum that’s calibrated to remain aligned with the social environment, including training to help supervisors understand their own unconscious bias while boosting “servant leadership” skills that help subordinates take the lead in their own growth, for example so that they can establish and manage their own goals and participate in interviews.

●Training executive human resources

We plan and implement educational courses whose goal is to foster the development of corporate officer and departmental manager-level leaders at Group companies.

In particular, Group Executive Training is a practical program that invites trainees to craft and embrace the challenge of a vision for their own department while studying the frame of mind and basic knowledge needed to work in executive leadership positions, including strategy, marketing, and human resources management over the course of about a year. Participation is voluntary.

Unique SENKO Group initiatives

Human resources development at Crefeel Koto

The SENKO Group offers training programs at a traffic safety and logistics training facility it established to ensure that logistics skills accumulated in the course of operating its businesses will be fostered and passed down.

Crefeel Koto, one of the largest training facilities of its kind in Japan, offers a variety of professional driver training programs using its driving course, and its trainees (truck drivers and forklift operator instructors) go on to become instructors by offering guidance tailored to meet the needs of various Logistics Business operations at facilities nationwide.

SENKO University

To underpin the expansion of not only the logistics business, but all SENKO’s future businesses, SENKO University opened in 2016 as a place where educational content designed to foster the development of human resources who can consistently embrace challenges and change could become even more sophisticated and specialized.

The University serves as a venue for intellectual exchange within the Group and as a place where human resources who will occupy executive leadership positions in the future can undergo prioritized education designed to endow them with advanced knowledge and skills. The program currently consists primarily of two courses: a Department of Executive Human Resources and a Department of Advanced Professional Human Resources. The Department of Executive Human Resources seeks to prepare students to rebuild SENKO’s business portfolio by getting to the bottom of new social and customer issues, while the Department of Advanced Professional Human Resources seeks to prepare students to play a leading role in digital innovation. Many Group employees study at the University.

Courses and number of graduates

Supporting employment of and training foreign workers

The Group’s efforts to promote diversity include not only utilizing the Japanese government’s technical intern training program, but also offering worksite training that’s guided by a basic policy that calls on employees to respect and acknowledge differences in values and lifestyles, reflecting the fact that its own workforce includes foreign nationals.

Engagement

One-on-one meetings

In order to build equal relationships between the company and individuals, respect each and every employee’s personal values and individuality, and help individual workers extend their skills and abilities, it’s essential to create spaces that foster “flat” dialog with supervisors so that subordinates can realize self-growth through the lessons of experience. In FY2021, we introduced biweekly one-on-one meetings as a venue for dialog with supervisors to foster subordinates’ growth, and we’re working to roll out the program throughout the Group.

One-on-one coach certification qualifications and number of certified employees

Dialog with top management

In April 2022, we held the first Young Worker Forum for young employees at the Shiomi Head Office Building in order to bring the outlook and approach of young employees to bear on the future management of the Group from a long-term perspective. The meeting was attended by the president and other members of the executive leadership team. Participating employees voiced views about topics including the need to deepen synergies and information-sharing among Group companies, involvement with new businesses, and strengthening of the Group’s brand, making for a dynamic discussion with the Group’s top leadership. The Group plans to incorporate such feedback from young employees into its future management.

Future Design Project

The SENKO Group currently consists of close to 180 operating companies in a array of sectors. The Future Design Project was launched in FY2023 to provide a venue for connecting the individual characteristics (strengths) of Group companies and creating future synergies. We will continue the project, both to provide a place where young people with diverse values can stimulate one another as they trace a vision for the Group’s future and to serve as a venue for identifying candidates for future executive leadership positions and orchestrating exchanges of human resources.

Hosting Nationwide Presentations of Customer and Employee Satisfaction Improvement Activities

With regard to employee satisfaction, the SENKO Group believes that empowering employees to do their jobs in a state of excellent health and with a high level of motivation and engagement serves to boost the quality of their work while allowing the Group to provide better services to its customers. With regard to customer satisfaction, we believe that we can best satisfy customers and earn trust from society by adopting customers’ perspectives, working continuously to improve quality, and developing and supplying products and services of the highest possible quality to customers.

We hold Nationwide Presentations of Customer and Employee Satisfaction Improvement Activities to provide a venue where Group operating companies and workplaces can showcase their customer satisfaction and employee satisfaction efforts. We will continue to undertake initiatives to improve customer and employee satisfaction in ways that go beyond the framework of business groups while working to expand those initiatives.

Award programs

●In-house Entrepreneur Support program

This program, which was launched on the 100th anniversary of the Group’s founding, encourages employees to actively propose businesses year-round by continually embracing challenges. It’s designed to foster the development of young managers through commercialization by offering Group-wide support for employees who embrace challenges and change.

●Change and Challenge Awards

The Change and Challenge Awards were created in FY2023. The program evaluates initiatives through which Group employees and part-time workers identify issues faced by the local community or their own company, effect change by establishing a better approach instead of simply maintaining the status quo, and boldly embrace the challenge of working towards their goals. Judgments are based on not only results, but also the process and extent of candidates’ hard work.

Creating an environment conducive to human resource development

In order to become a corporate group that fosters employees’ development, it’s necessary to create spaces for learning that let participants get away from daily work so they can concentrate. We've established purpose-driven educational and training facilities to help all SENKO Group employees, from executives to drivers and other workers on the front lines of our logistics facilities, to embrace challenges and change themselves.

EL lab. (educational facility for staff) Nagareyama, Chiba Prefecture

EL lab. opened at the multipurpose facility Crefeel Nagareyama in FY2021 to educate managers and clerical staff at Group companies, a group that will continue to grow in the future in not only the Logistics Business, but also the Living Support and Business Support business, as well as other areas of operations.

The new facility’s name derives from the words edge, education, learning, and laboratory.

Crefeel Koto (traffic safety and logistics education facility) Higashiomi, Shiga Prefecture

Situated on a large site of about 264,000 square meters in area, Crefeel Koto was established in 1996 as part of the celebration of the 50th anniversary of SENKO’s founding. The facility offers educational and training programs through which trainees can safely experience hazards with the goal of strengthening the SENKO Group’s operational capabilities through traffic safety and logistics education. The facility’s educational and training programs, some of which are open to public organizations and companies in the logistics industry and other sectors, are helping realize a society characterized by traffic safety.

The name Crefeel derives from the following words:

SENKO University Satellite Classroom (2nd floor, Shiomi SIF Building) Koto-ku, Tokyo

In addition to the EL lab. (in Nagareyama), SENKO University has established a satellite classroom at the Shiomi SIF Building, where the Group's operating companies maintain administrative offices. In addition to ordinary training, the space serves as a gathering place for students by providing a venue for SENKO University-hosted seminars and allowing trainees to engage in accessible learning and communication during time between work tasks and break times.