1. Human Capital
1) Basic Data
*All tables can be viewed by scrolling left and right.
- Numbers of employees (as of April 1)
-
Items |
FY2017 |
FY2018 |
FY2019 |
Total Employees |
148 |
150 |
149 |
|
Male |
108 |
110 |
107 |
Female |
40 |
40 |
42 |
Female ratio |
27.0% |
26.7% |
28.2% |
|
Permanent employees |
148 |
150 |
149 |
Temporary employees |
0 |
0 |
0 |
- New graduate employees and female ratio (employed from April 1)
-
Items |
FY2017 |
FY2018 |
FY2019 |
New graduates |
2 |
2 |
3 |
Male |
2 |
2 |
2 |
Female |
0 |
0 |
1 |
Female ratio |
0% |
0% |
33.3% |
2) Health and Safety of EmployeesApproach and Policies, Management
- Prevent overwork
-
Items |
FY2017 |
FY2018 |
FY2019 |
Average statutory overtime work (hours/month) |
10.8 |
7.8 |
3.6 |
- Encourage employees to take paid vacation time
-
Items |
FY2017 |
FY2018 |
FY2019 |
Average paid vacation days taken |
16 days |
17 days |
19 days |
- Implement comprehensive health management covering the physical and mental health of employees
-
Items |
FY2017 |
FY2018 |
FY2019 |
Checkup and medical examination rate (%) |
100 |
100 |
100 |
- Prevent industrial accidents
-
Items |
FY2017 |
FY2018 |
FY2019 |
Number of employee occupational accidents resulting in death |
0 |
0 |
0 |
Absentee rate (%) |
0.3 |
0.3 |
0.4 |
3) Promotion of DiversityApproach and Policies, Management
- Promote employment of women
-
Items |
FY2017 |
FY2018 |
FY2019 |
Female employee ratio |
27.0% |
26.7% |
28.2% |
Female manager ratio |
0% |
0% |
1.4% |
Female junior manager ratio |
13.2% |
13.2% |
20.0% |
Turnover ratio |
Male 1.8%
Female 2.4% |
Male -
Female - |
Male 0.9%
Female 4.8% |
- Promote diverse work styles
-
Items |
FY2017 |
FY2018 |
FY2019 |
Took childcare leave |
Male 0 Female 3 |
Male 0 Female 6 |
Male 0 Female 3 |
Return after leave ratio |
100% |
100% |
100% |
Took caregiver leave |
0 |
0 |
0 |
- Promote diverse workforce
-
Items |
FY2017 |
FY2018 |
FY2019 |
Employees aged 60+ years |
2 |
2 |
2 |
Foreign employees |
0 |
0 |
0 |
Employees with disabilities |
2.6% |
0.7% |
1.9% |
4) Creating Fair Work Environments with Meaningful WorkApproach and Policies, Management
As a general rule, the employees of Nomura Real Estate Asset Management are seconded from Nomura Real Estate Development and qualify for the social benefits provided by Nomura Real Estate Development.
- Main social benefits provided by Nomura Real Estate Development
-
Items |
Overview |
Maternity leave |
Six weeks prior to childbirth (14 weeks in the case of a multiple pregnancy) and eight weeks after childbirth (with pay) |
Childcare leave |
Until the child reaches the age of three years |
Family care leave to care for children |
Preschool children: 5 days/year for one child and 10 days/year for two or more children |
Family care leave |
Up to one year in total |
Volunteer leave |
Five days for volunteer activities related to a severe natural disaster |
Mental health support |
Health Consultation Office, Physical and Mental Health Consultation Office, appointment of an industrial physician of psychosomatic medicine |
Measures to ensure good health |
Appointment of nurses and industrial physicians, implementation of personnel interviews and medical examinations |
Rehiring elderly workers |
Up to age 65 (one-year extensions) |
Retirement benefit program * |
Payment of retirement benefits pursuant to a defined benefit pension plan |
Health insurance association |
High medical expenses, lump-sum childbirth benefit, injury and disease benefit, comprehensive medical examinations, etc. |
Allowances |
Family allowance, reassignment allowance *, reassignment without family allowance *, housing subsidies, etc. |
* Only career-track employees are eligible.
- Fair evaluations and remuneration
-
Items |
Overview |
Target Management System |
The Nomura Real Estate Group introduced a target management system so that employees can take the initiative in their jobs and work with managers and supervisors towards achieving their targets. Every six months, employees set their own targets with advice from supervisors, and bonuses are paid based on the degree of achievement of those targets. In addition, reviews of the abilities and conducts that serve as the basis for promotions and raises are also conducted every six months. |
Evaluation of Superiors and Career Development |
Once a year, Nomura Real Estate Development employees (including Nomura Real Estate Asset Management employees) complete a questionnaire regarding the skills, performance, personality, and so on of their supervisors and submit the questionnaires to the Human Resources Division. |
- Creating fair work environments
-
Items |
FY2017 |
FY2018 |
FY2019 |
The labor union membership rate amang employees (%) |
37.0 |
39.1 |
31.5 |
- Employee satisfaction survey
-
Items |
FY2017 |
FY2018 |
FY2019 |
Percentage of satisfied employees (%) |
N/A |
65.1% |
72.4% |
Employee satisfaction level (5-point scale) [National average]* |
3.76 [3.70] |
4.01 [3.75] |
4.11 [3.70] |
Number of responses / number of eligible employees |
140 / 154 |
146 / 149 |
149 / 149 |
Response rate (%) |
90.9% |
98.0% |
100% |
*Source:Recruit Management Solutions Co., Ltd. , Employee satisfaction survey of first section listed companies
5) Improving Human CapitalApproach and Policies, Management
- Training participation performance
-
Items |
FY2017 |
FY2018 |
FY2019 |
Training hours per employee |
13.2 hours |
12.6 hours |
12.6 hours |
Training expense per employee |
¥67,112 |
¥79,984 |
¥80,393 |
* The human rights training, which is provided separately, is not included in the above figures.
- Training overview(FY2017)
-
No. |
Training title |
Subject ranks |
1 |
New employee introductory training |
Newly-hired employees |
2 |
New employee follow-up training |
Newly-hired employees |
3 |
Second-year training |
Employees in their second year |
4 |
Third-year training |
Employees in their third year |
5 |
Fourth-year training |
Employees in their fourth year |
6 |
Newly promoted professional level-1 training |
Professionals |
7 |
Newly promoted leader training |
Leaders |
8 |
Second-year training for leaders |
Leaders |
9 |
Newly promoted junior manager training |
Managers |
10 |
Newly promoted senior manager training |
Senior managers |
11 |
Newly promoted division manager training |
Division managers |
12 |
Newly assumed executive manager training |
Executive managers |
5)-1 High Degree of Specialization
- List of Qualifications Held
-
5)-2 Human RightsApproach and Policies, Management
- Responses to human rights issues
-
Items |
FY2017 |
FY2018 |
FY2019 |
Consultation matters relating to human rights |
4 |
1 |
2 |
- Human rights training(FY2019)
-
Human rights topics covered |
Target participants |
Number of participants |
Solving assimilation problems |
Newly-hired employees |
3 |
Preventing harassment |
Newly-hired employees |
5 |
Solving assimilation problems |
Newly promoted leaders |
7 |
6) Ensuring Supplier SafetyApproach and Policies, Management
Society
1) Basic Data
*All tables can be viewed by scrolling left and right.
2) Health and Safety of EmployeesApproach and Policies, Management
3) Promotion of DiversityApproach and Policies, Management
Female 2.4%
Female -
Female 4.8%
Female 3
Female 6
Female 3
4) Creating Fair Work Environments with Meaningful WorkApproach and Policies, Management
As a general rule, the employees of Nomura Real Estate Asset Management are seconded from Nomura Real Estate Development and qualify for the social benefits provided by Nomura Real Estate Development.
* Only career-track employees are eligible.
[National average]*
[3.70]
[3.75]
[3.70]
*Source:Recruit Management Solutions Co., Ltd. , Employee satisfaction survey of first section listed companies
5) Improving Human CapitalApproach and Policies, Management
* The human rights training, which is provided separately, is not included in the above figures.
5)-1 High Degree of Specialization
5)-2 Human RightsApproach and Policies, Management
6) Ensuring Supplier SafetyApproach and Policies, Management