Creation of New Jobs
Fields for employees to thrive regardless of age and nationality
The Group has a wide range of fields where employees can thrive regardless of age and nationality. As we expand
our businesses, we hire necessary human resources, whether they are new graduates and midcareer talents, and
contribute to job creation.
Dormitory management work has been chosen by people mainly in their 40s to 60s as a place to rebuild their
careers, with this demographic employed at more than 600 business sites nationwide. We are also focusing on
securing future human resources by boosting local hiring in hotel development areas based on new development
plans and promoting work experience programs and in-school lectures, thereby providing both educational support
and recruitment activities. We will strive to secure human resources to support sustainable corporate growth by
further improving recruitment efficiency through relationships with schools cultivated in our core Dormitory
Business and local recruitment overseas in partnership with our group company, Kyoritsu Maintenance Korea Co.,
Ltd.
Diverse Workforce
Course-based human resources system that ensures fair evaluation and promotion
We introduced a course-based human resources system in 2016 to address the growing organization and diversifying
job types as we expand our businesses. This system adopts Management by Objectives (MBO), which consists of
performance targets that allocate goals to individual employees based on the management plans, and behavioral
evaluation items that emphasize the practice of our management philosophy. We also have a system for promoting
part-time and temporary employees to full-time positions, ensuring that employees are evaluated fairly and
rewarded impartially through promotions and salary increases regardless of employment status in an effort to
increase employee retention rates.
Human Resources System Structure
About Course Transfers
Changing courses for the purpose of career development is called a “course transfer.” Course
transfers are determined through comprehensive assessments that take into account the staffing at the
company and individual aptitudes and wishes.
Course Categories
| Course Name |
Applicable Department |
| Generalist |
All departments |
| Specialist |
Food Division |
| Hotelier |
Hotel Business Sites |
| Welfare |
Senior Life Business Sites |
Initiative
Increasing the proportion of women in management positions
We actively promote the promotion of women and have set a goal of increasing the proportion of women in
management positions to 20% by the end of March 2028. As of the end of March 2025, the proportion of women
in management positions was 17.4% (an increase of 1.6 points compared to the same period last year).
In addition, the ratio of female employees among new recruits has reached 73.4% (as of April 1, 2025). At
the same time, the scope of application of the childcare reduced working hours system has been expanded from
under 3 years old to under 18 years old, and the rate of men taking childcare leave has increased to 56.7%
(an increase of 5.3 points compared to the same period last year).
Pick Up
Workplace environment-building that transcends employment status
Work manuals prepared by part-time student workers
After six months of preparation, the students successfully
passed the final presentation to the General Manager of Hotel Operations Management Division. The
resulting manual was handed out to business sites across Japan.
We promote initiatives for putting an environment in place where all employees can work in comfort,
regardless of what their employment status is. Part of those initiatives is the “DOMINISTA
Seminar,” which is conducted on a volunteer basis under the Hotel Business by part-time
student workers in service at our hotels. Under this initiative, work manuals that emphasize
practicality and relatability are prepared for student part-time workers just starting their jobs
based on challenges students themselves encounter through front-desk and other duties. Furthermore,
through direct discussions that students have with employees regarding work improvement proposals as
well, we promote more proactive participation in the workplace.
Such initiatives led by frontline members help improve the retention rate of student part-time
workers as well as serve as a source of support for stabilizing and improving service quality on
those frontlines.
Investment in Human Resources
Expansion of training programs
We value growth through practical work in the workplace and provide continuous learning opportunities both in
terms of on-the-job training and off-the-job training. We also offer training programs by hierarchy and by years
of service to foster capabilities tailored to roles and growth stages. Meanwhile, each department is working to
cultivate self-directed human resources through practical problem-solving aimed at enhancing expertise. From a
medium-to-long-term perspective, we are also focusing on developing next-generation leaders. Through strategic
talent development programs for senior management, we are working to cultivate individuals who will lead the
Company into the future.
| Selective Training (for Managers) |
- Tokyo University of Science Graduate School, Management of Technology (MOT, 2 years): 1
manager (graduated in March 2025)
- External training program for managers: 1 participant (trial)
- External training program for female managers: 2 participants (trial)
|
| Selective Training (for Regular Employees) |
- External training program for young employees: 1 participant (trial)
|
Training by Hierarchy
Annual Training |
- Training for mid-level managers: 38 deputy general managers
- Promotion training for entry-level managers: 71 leaders
- Promotion training for mid-level employees: 27 employees mainly with 4–5 years of
service
- Training for young employees: 84 employees with 1–3 years of service
|
| New Employee Training |
- Training for new employees: 280 employees (April)
- Follow-up training for new employees: 217 employees (October–December)
- Guidance for mid-career hires: 265 employees (every two months)
|
Pick Up
Selective training for managers
Obtained an MOT degree as part of the selective training while balancing with work duties
Ryohei Takahashi
Through this program, I honed my ability to handle numbers and statistical thinking, and reaffirmed the
qualities required of managers. It gave me the opportunity to reexamine my management approach. My
Master’s thesis was “Customer Satisfaction in Student Dormitories,” and I analyzed
various factors and mutual influences through both quantitative and qualitative approaches. Leveraging
this experience, I will contribute to the growth of our Dormitory Business and provision of sustainable
value.
Diverse growth opportunities and support for autonomous career development
The Company offers the Career Declaration System, which is a program that allows all employees to declare
their autonomous learning, future career plans, preferred work locations, and work environment preferences
to the Company once a year. We incorporate this employee feedback in designing various systems. Based on the
declarations, we have developed training systems that allow employees to gain learning opportunities through
their own initiative and established such programs as the Qualification Support System where the Company
provides support for examination fees, and the Continuing Education Support System (commonly known as
Kyoritsu University), which lets employees earn degrees (associate or bachelor’s) while working. These
systems allow employees to advance their careers based on ability regardless of their years of service.
Furthermore, we respect the preferences of employees and allow transfer through internal job postings and
promote the development of systems for appropriate human resources placement across departments, providing
support for career development that maximizes employee strengths.
Providing Opportunities for Learning
Activities of the Foundation in supporting international students and fostering international exchange
The KYORITSU INTERNATIONAL FOUNDATION was established in 1995 through a donation of personal assets by our
Chairman Haruhisa Ishizuka with the aim of fostering individuals who can thrive in the international community
and promoting international exchange. The Foundation promotes understanding of Japanese culture and mutual
exchange through homestays, cultural experience programs, and exchange events as well as provides scholarships
to non-Japanese international students studying in Japan. As of FY 2025, scholarships have been provided to a
total of 1,155 students from 19 countries. Many scholarship students reside in Dormy, the student dormitories
operated by the Company, deepening their interactions with Japanese students and international students from
other countries through daily life. The cross-cultural understanding and friendships cultivated through meals
and communal living provide valuable learning experience that cannot be gained solely in classrooms. These
activities form a key pillar of our corporate social responsibility efforts, as we respect diverse values and
contribute to the realization of a sustainable and peaceful international society.
Hotel business work experience program
In our Hotel Business, we have implemented the Dominista Challenge work experience program for junior and senior
high school students since 2019 as a learning opportunity to experience the fun and pleasure of working at a
hotel. In this program, students learn about the duties and roles of reception and other departments as well as
ways to make stays more pleasant as part of career training to foster professionalism.
Feedback From Participants in the Dormy Inn PREMIUM Shimonoseki Work Experience
Program
How important cooperation among employees is, with everyone working together to run the hotel, and how much
responsibility is required, since even small mistakes could cause big problems.
After trying it firsthand, I found it difficult to be both careful and fast. Thank you for this rare
opportunity. It was fun.
2nd year high school student, female
Feedback From School Lecture Attendees
Through the lecture, I learned about the allure and sense of reward of being a hotelier. I understood that a
hotelier’s greatest role is to listen carefully to guest circumstances and propose the optimal
solution. I discovered that skills such as listening without being dismissive and the ability to make
proposals in consultation with guests can be developed in everyday life at school and home, so I would like
to acquire these skills while still in high school.
1st year high school student, female
Increasing the added value of dormitories, the RA Program
The Dormitory Business focuses on operating the dormitories, not merely as a place to live but rather as a place
for learning and growth. To this end, we have adopted the RA (Resident Assistant) Program, an
experience-oriented learning program since 2015.
The Residence Support Department RA Promotion Team is dedicated to promoting the RA Program. The team’s
role is to support the growth of RAs (*) and accompany them so that the RAs themselves can overcome challenges
and dif culties. We share problem-solving examples from other dormitories, focusing on follow-up rather than
just advising to support RAs achieve their goals and resolve individual concerns.
(*)An RA (Resident Assistant) is a student dormitory leader responsible for providing living
support and fostering community within the dormitory
Comment from a member of Residence Support Department RA Promotion Team
Ai Sakai
The RA Program marked the 10th year since its introduction. It started with 15 facilities and 37 RAs.
As of March 31, 2025, the program now encompasses 62 facilities and 210 RAs. RAs do their utmost to
provide support to new residents as well as to build smooth relationships among fellow residents
representing diverse values.
Furthermore, they also contribute to community activities and resident career support, earning
themselves high recognition from various schools. In the future, we will go beyond helping RAs to
grow to concurrently accelerate preparations to introduce the RA system at all dormitories and, in
doing so, cultivate a living environment well into the future where residents can live together and
grow together.