CSR Topics | Developing Human Resources & Creating a Good Workplace Environment

Nomura Group's Human Resources Development Policy

Nomura Group aims to have a personnel system that is consistent, from hiring through development and training, so as to develop our personnel and achieve a virtuous cycle where both individuals and the entire Group grow together.
In October 2005, Nomura Group companies in Japan adopted a new personnel system. The new system emphasizes our commitment to rewarding outstanding performance. Regardless of age, gender or career background, the Group provides every opportunity to those with ability and eagerness to work hard.
Along with the enormous structural changes that have been taking place in Japanese society, the investor population has grown and we have seen an expansion in the kinds of services people need. In order to deliver clients superior services and solutions to meet all investment needs, teamwork is essential but so are independent-minded individuals who are able to demonstrate their creative abilities. Nomura Group's Human Resources Development Policy is to nurture and train such individuals.

Our people are Nomura Group's greatest asset

This year we interviewed Mr. Hideo Okawa, deputy managing director of the Human Resources Development Department, and responsible for Nomura Group personnel development support programs. We asked him about the current personnel development programs in place.
"The human resources support system basically consists of two elements. The first is on-the-job-training (OJT) using instructors. This also applies to the training of financial advisors (FAs). This has been the core of our personnel development system ever since it was launched in 1974.
The second aspect is providing a wide range of training programs, such as group training sessions. The Group provides various training programs to benefit a wide segment of our people based on our belief that it is necessary to provide opportunities for them to develop their careers. In addition to introductory training for new recruits and younger employees, we offer a variety of training for people who join as mid-career hires, both when they join the Group and on a continuous basis thereafter.
In particular, following the transition to our new personnel system in October 2005, more training opportunities are now provided to FAs and specific area employees, both of which had fewer chances for training in the past. Since many of our Chiikigata Shain (Specific Area Employees) are females, I want to ensure that training sessions cater to their needs and support them in providing quality services to their clients. Furthermore, we provide training targeting senior managers who are over 50 years of age. This group of employees typically faces major changes in their work and family life, so we feel it is important to provide opportunities for participants to give thought to balancing work and other activities to reflect the recent increased interest in engaging in extracurricular activities.
We are also proactive in supporting the development of our employees' individual capabilities. Our support program provides a broad selection of knowledge and skill qualification programs from which employees can select according to their individual needs. They can also choose from among various modes of learning, including group training, e-learning, distance education, or even attending courses at schools. Our aim is for each employee to develop his or her own knowledge and skills to be able to provide appropriate services to customers. For Nomura Group, our people are our most important asset. It is part of our social responsibility to offer our people the best opportunities for developing their abilities."

Nomura Group Global Development Program

The 2nd Nomura Group Global Development Program was held in December 2006 at Takanawa Training Center in Tokyo. The main objectives of this training were:

(1) sharing the history and corporate culture of Nomura Group

(2) introduction to Japanese culture and tradition

(3) building a global network among our people

Participants included middle-rank employees from middle and back office functions including compliance, finance and administration. In all, 25 employees participated, six each from Asia, the U.S. and Japan, and seven from Europe.
Following the program we received many positive comments from participants. One participant commented, "Now I have a better grasp of what globalization is all about from the management perspective," while another participant said, "The program gave me a chance to realize the importance of two-way communication, instead of one-way instruction from the head office to overseas offices." The members appreciated the opportunity to build a crossborder network, and many enjoyed the opportunity to learn about other cultures, and left the program with ambitions to study more about other countries and cultures.

Happy Career & Life Project for Women (in Japan)

Each Nomura Group company in Japan changed to the new personnel system in October 2005. In step with this move, a Happy Career & Life Project for Women was launched in August 2006, chaired by Kazutoshi Inano, Deputy President & Co-COO of Nomura Holdings, Inc. The aim of the project is to promote opportunities for women to develop fulfilling careers as well as demonstrate their abilities. This echoes Nomura's commitment to create a workplace where both men and women can demonstrate their abilities to the fullest.
Monthly Project Meetings organized under the program bring together employees from a cross-section of all domestic group companies to brainstorm and identify issues that should be addressed to help women demonstrate their abilities in the workplace. In addition to these monthly Project Meetings, beginning January 2007 small group meetings as well as branch or company specific offsite meetings have been held to better focus on specific issues and encourage deeper discussion.
In April 2007, one of the recommendations resulted in the expansion of the child care support system. In addition, an exclusive website has been set up on the Group intranet from the start of the project, providing employees with helpful ideas on balancing successful career development with other aspects of life such as having children, child care and family nursing care needs. Information is also provided on various services they can make use of. Advice for managers is also posted on the site.