Human Resource Development and Skill Enhancement

Employee Training Approaches and Trends

The source of Daiwa Securities Group’s competitiveness lies in the capabilities of its employees. The Group focuses on the development of human resources who can provide high value-added solutions through the use of our “Quality No. 1” integrity and specialized skills.
In particular, we offer extensive training programs to newly hired employees, as we believe that this is a critical period for their training. Seeking to achieve the “Quality No. 1” in the industry, we adopt a system that allows employees to refine their knowledge, techniques, and mindsets through a variety of programs in the curriculum. It enables us to nurture human resources with professional skills at an early stage.
We believe that our employees must have a firm understanding of corporate ethics and compliance to ensure the development of sound financial and capital markets. Accordingly, we provide all employees with regular training on information security and compliance. We also believe that not only having a strong commitment to compliance but also maintaining a high sense of morality and making decisions in light of general social norms is important for living up to the trust of customers and society. Based on this belief, we hold monthly discussions, using a case study approach, for young employees within the first five years of employment, with the participation of senior employees.

Education and Training System

Daiwa Securities Group’s Education System

Daiwa Securities Group seeks to be a group of true professionals who love their jobs and keep aiming high. Our employees not only acquire skills necessary for their current work assignments but also make consistent efforts toward achieving their career visions. We have adopted an educational system comprising mandatory programs clearly positioned as duties that must be worked on, and a variety of optional programs that can be chosen according to the needs of each employee for their career advancement. In this way, we support the autonomous career formation of each employee. We also aim to foster a sense of solidarity among Group employees across divisions while offering training opportunities at group meetings.

Training Records in FY2019
Number of times skill training was held in FY2019: 29 training courses held 57 times
Number of participants 4,126 people
Cumulative number of participants (FY2007-FY2019) 17,853 people
Cost for the Group’s educational investment: ¥2.2 billion
Cost per employee ¥160,000

Training for Young Employees

Daiwa Securities Group views the first two years of an employee's career as a period for their basic training for becoming a professional. Accordingly, we implement the Daiwa Basic Program that covers this period of training. The program sets the items and levels that should be acquired, and organically combines group training, OJT, e-learning, and support for the acquisition of qualifications. Moreover, since FY2017, we have been providing an educational program called “Q-Road” for employees in their third to fifth year of employment. This program helps to improve their knowledge, techniques, and mindsets to achieve “Quality No.1” in the industry. It presents high-level goals to further promote employees’ growth.

Skill Training

Training for Veteran Employees

Supporting Employees Trying to Earn Credentials

Daiwa Securities sees Financial Planner (AFP and CFP®) and Securities Analyst qualifications as core requirements, and encourages employees to acquire these certifications. As a result, the number of employees with CFP® certifications has exceeded 1,000 for the first time for a company/organization in Japan, making it the highest level in the industry. CFP® is a high-level credential certifying knowledge and skills in the tax system, inheritance, and real estate fields needed for providing financial planning services. Moreover, as a result of the introduction of the Daiwa Basic Program, an educational training program covering the first two years of employment, nearly all employees in their second year of employment acquire AFP, while 70% have passed the Certified Member Analyst of the Securities Analysts Association of Japan (CMA) examination (Level 1).
We have also introduced an Inheritance Planner Certification® as an in-house qualification system. The certification is granted to employees who have completed practical training, based on extensive knowledge obtained through the acquisition of CFP® certification, and can be used for business worksites. In addition, the company provides generous support by, for example, subsidizing certification costs so that employees can enhance their specialized skills and become professionals.

Number of Persons Earning Major Credentials (as of March 31, 2020)
Number of persons earning CFP® certifications: 1,020 people
Number of Certified Member Analyst of the Securities Analysts Association of Japan (CMA)®: 1,470 people

Intra-Group Job Postings and the Career Track Change System

We have instituted a Career Track Change System that enables non-career-track employees to transfer to career-track and regional career-track positions. Under the system, more than 1,300 employees have moved to other positions. We have also instituted a system of intragroup job postings to help employees with skills and the desire to realize their potential to open new career paths.

Evaluation System

To ensure that all employees can continue working with a high level of motivation, it is important to have a fair and convincing evaluation system. For this reason, Daiwa Securities Group has implemented a multifaceted evaluation system for managers whereby subordinates conduct evaluation. This involves subordinates assessing each manager’s job performance in carrying out daily duties and the results being fed back to the manager. The scheme aims to help managers to identify their challenges and improve their managerial skills through training programs and other means, thereby improving our overall productivity. The multifaceted evaluation system covers all managers, including executives, the heads of departments, offices, and sales branches, and section chiefs.
We also evaluate employees comprehensively by taking their compliance-related performance into account. In addition, we endeavor to create a personnel evaluation system that motivates all employees, regardless of years they are with us, whether they are young, middle of career, or experienced veterans, to take on the challenges of the next stage of their careers and to work in positions with greater responsibilities. Even while on childcare leave, employees are still eligible for promotions as we properly evaluate their contributions to date.