Human Capital Management
The Create Restaurants Group has established the Basic Policy on Human Resources as its basic policy on human capital management, and is promoting a human resource strategy that is linked to its management strategy.
Basic Policy on
Human Resources
Recognizing that human resources are an "extremely important source of sustainable growth", the Create Restaurants Group will proactively engage in initiatives and investments in line with its priority items in order to secure and grow its human resources.
Priority items
Developing environment and system that enable human resources
to engage in work while being excited.
Motivation
Promoting the Active Participation of Diverse Human Resources
Diversity & Inclusion
Respecting each and every employee as a colleague
Respect
Helping human resources grow
through educational and training programs
Development
Each of these priorities is positioned as an internal environmental improvement policy, a D&I policy, a respect for human resource policy, and a human resource development policy, and is reflected in specific human capital management initiatives in conjunction with each other. The concepts for each priority item and the initiatives for each item are as follows.
Internal Environmental Improvement Policy
Developing environment and system that enable human resources
to engage in work while being excited
Motivation
We believe that it is of paramount importance for the success and growth of human assets to be able to engage in their work with a sense of fulfillment and excitement. To this end, we will develop a comfortable working environment and systems, and promote the creation of workplaces where employees can feel a sense of fulfillment. In this way, we will make it possible for human resources to work in a healthy and exciting manner, both mentally and physically.
D&I Policy
Promoting the Active Participation of Diverse Human Resources
Diversity & Inclusion
We believe that it is extremely important for our own growth to bring together diverse human resources with different genders, races, nationalities, ages, disabilities, religions, values, sexual orientation and self-recognition, and to make the most of their diversity to maximize their respective abilities. To this end, we will respect diversity and raise awareness of the importance of human rights and work-life balance. We will also develop recruitment methods, personnel systems, training, and working patterns.
Respect for Human Resource Policy
Respecting each and every employee as a colleague
Respect
We consider our colleagues in the workplace to be our most important partner in "providing our customers with a richly colored food scene." To this end, each and every one of our human resources will protect human rights, respect each other beyond their roles and positions, and express their appreciation. In this way, we will create a sustainable workplace that is full of smiling faces.
Human Resource Development Policy
Helping human resources grow
through educational and training programs
Development
We believe that human resources who "constantly take on the challenge of creativity with speed" are capable of responding to change and are capable of meeting the diverse expectations of customers and other stakeholders. To nurture these human assets, we value a corporate culture that respects challenges. We will also provide education and training that enables each individual employee to hone their expertise and develop their knowledge and skills autonomously.
Human Capital Management Initiatives
| Priority items | Major Initiatives |
|---|---|
|
01
Developing environment and system that enable human resources to engage in work while being excited
Motivation |
Increase in employees' salary increase fund |
| Expansion of employee discounts | |
| Improvements to personnel system | |
| Promotion of taking leave | |
|
02
Promoting the Active Participation of Diverse Human Resources
Diversity & Inclusion |
Enhancement of recruitment and support for foreign employees |
| Recruitment Initiatives for alumni | |
| Employment promotion of people disabled | |
| Creating a comfortable workplace for females | |
| Utilization of diverse ways of working | |
| Encouraging males to take childcare leave | |
|
03
Respecting each and every employee as a colleague
Respect |
"San"-attached movement |
| Initiatives to Reduce Harassment | |
| The Long-Term Service Award System | |
| Expansion of systems for rewarding human resources, such as a point system | |
|
04
Helping human resources grow through educational and training programs
Development |
Promotion of enhanced training and support systems for new employees. |
| Promotion of enhanced rank-based training | |
| Enhancement of the support system for acquiring qualifications | |
| Development and expansion of training content |
Performance and Targets for Human Resources
| Item | Year ending Feb. 2023 (Actual) |
Year ending Feb. 2024 (Actual) |
Year ending Feb. 2025 (Target) |
Med-term targets (Year ending Feb. 2027) |
|---|---|---|---|---|
| Ratio of mid-career hires | 90.8% | 96.7% | — | — |
| Ratio of female employees | 62.6% | 61.4% | — | — |
| Ratio of female managers | 11.9% | 12.5% | 13% | 15% |
| Ratio of foreign employees | 4.4% | 10.9% | 12% | 16% |
| Ratio of employees disabled | 2.4%（23/6） | 2.5％（24/6） | 2.6% | 2.7% |
| Ratio of males taking childcare leave | 36.8% | 32.8% | 50% | 65% |
