Human capital, Intellectual property, and Core human resources
In order to expand and grow the business, the AIFUL Group first redefined the core corporate philosophy and corporate culture as VMV (Vision / Mission / Value). In order to realize the VISION which is For Colorful Life. (For realizing a society where each person can play an active role), we are working to improve the corporate value of our company from the perspective of human resources side under the basic policy of our long-term personnel strategy as below.
・To enable all employees to demonstrate their individuality, improve their abilities, and feel rewarding
・By appropriately allocating labor costs, improve corporate competitiveness/ productivity and stabilize life of employees
・To gain a competitive advantage by designing a flexible personnel system that can adapt to changes
For more information on the VISION / MISSION / VALUE, please refer to the Corporate Philosophy page.
The following are the abilities and qualities that AIFUL Group seeks from all employees.
|Creativity||Generate valuable results by thinking out of the box and showing new ideas and perspectives.|
|Decision-making skills||Proactively tackle anticipated risks based on logical decisions.|
|Information Gathering and Analysis||Collect information from a wide range of sources, including outside the company, and conduct accurate analysis.|
|Ability to conduct external negotiations||Use high communication skills to make a profit.|
|Ability to discover and resolve issues||Understand figures, discover issues, and solve them.|
|Ability to evaluate||Conduct strict and fair evaluation and provide highly satisfactory evaluation feedback.|
|Leadership||Unite subordinates and achieve goals by giving them instructions according to their aptitudes and abilities.|
|Stress tolerance||Demonstrate capabilities while controlling stresses.|
|Exemplar||Set good examples for subordinates.|
|Ability to train||Provide guidance based on subordinates' issues and implement the PDCA cycle for subordinate development.|
|Ability to adjust||Understand differences in opinion and create collaboration with others.|
|Initiative||Act aggressively and take on challenges.|
|Curiosity||Explore new things and services and share ideas with others.|
|Ability to adapt to circumstances||Adapt to changes in the environment, control stress, and continuously demonstrate ability.|
*The above items may change depending on changes in the environment, etc.
Recruitment and training of specialist human resources
In order to achieve growth as an IT financial group, we employ mainly human resources with expertise and experience in IT, design, and data analysis in mid-career recruitment. To enable young employees to thrive in specialized fields, we actively approach personnel with specialized knowledge when hiring new graduates. We also focus on strengthening in-house specialist human resource development through in-house IT education.
Human Resources Data
(Diversity in Investment in Human Capital and Promotion of Core Human Resources)
■Number of Employees
|Number of Employees||1,397||1,480||1,505|
|Number of full-time employees||1,028||1,012||1,010|
|Number of non-permanent employees||369||468||495|
■Gender (Full-time employees)
■Average age (Full-time employees)
Unit: Years old
■Number of employees with disabilities (Full-time employees)
|Number of employees with disabilities||13||13||14|
■Number of foreign nationals employed (Full-time employees)
|Number of foreign nationals employed||6||7||10|
■Total personnel expenses
Unit: Millions of yen
|Total personnel expenses||10,275||10,286||9,504|
Unit: Millions of yen
|Revenue per employee||55.5||53.3||55.2|
|EBIT (operating income) per employee||0.3||7.1||3.2|
２．Employment at AIFUL (including employees seconded to affiliated companies)
■Number of managers (Permanent employees hired by AIFUL)
|Total number of managers||194||212||211|
※Due to our business form and business area, the absolute number of full-time employees is small for foreign nationals (7 persons as of March 2021). Therefore, although we do not have a track record of appointing foreign managers at this time, our policy is to appoint foreign nationals according to their abilities without being constrained by nationality.
■Turnover Rate(Permanent employees hired by AIFUL)
■Training (Only for the development of essential abilities stipulated in Personnel regulations)
|Training expenses（Millions of yen）
|Percentage of employees attended||42.8%||38.7%||38.9%|
|Average training hours per employee||474 minutes||406 minutes||452 minutes|
Rate of Response to Awareness and Satisfaction Surveys, and Satisfaction Levels
Once a year, we conduct a survey of awareness and satisfaction levels concerning current work and workplaces for full-time employees in positions such as managers or below. In fiscal 2021, the survey targeted 1544 employees (including group companies). The response rate was 97.4%, and the employee satisfaction rate calculated from the responses was 74.3%.The results of the survey are used to plan and promote measures to improve the careers of employees, the workplace environment, and employee satisfaction. We also regularly publish AG Style (in-house magazine) to actively share information and activities in an effort to increase employee motivation.
Investment in intellectual property
The Company invests in intellectual property primarily in IT (software) assets and brands. We will continue to invest in IT assets over the medium to long term in order to improve our competitiveness. In particular, we will make accelerated investments in the DX field and build a system to respond to customer needs at a lower cost. Investing in the brand has long-term investment in building and fostering the AIFUL brand. We will continue to build our brand by investing more than a certain amount and implementing our VMVs (VISION / MISSION / VALUE).