Social / Initiatives for Officers and Employees of the Investment Management Company

◆Basic Approach
Recognizing that human resources are the cornerstone of asset management, Tokyu REIM focuses on the following key points with the aim of deploying and developing appropriate human resources in terms of both “quality” and “quantity,” thereby strengthening its organizational capabilities to pursue optimal profit for customers.

（1）Honesty and ethics
（2）In-depth knowledge of investment target areas and real estate and the capacity to make judgments backed by insight
（3）Ability to communicate effectively with stakeholders

◆Talent Acquisition Strategy
In addition to recruiting exceptional talent externally, Tokyu REIM receives personnel with highly specialized expertise, leaders with management skills that will improve the organization’s productivity, and transferred younger personnel with an interest in the real estate business from its sponsor Tokyu Corporation and others. It also seeks to strengthen its organizational capabilities through measures such as hiring officers and employees who previously left the company for personal reasons, gained experience at another company, and now want to use their skills at Tokyu REIM.

◆Talent Development

• Performance Evaluation and Feedback System
  Meetings between supervisors and their reports are held at least twice a year for all full-time employees. The company establishes a transparent target-setting, evaluation, and feedback system that provides feedback on employee performance during the period, discusses personal career development, and creates opportunities to discuss employee preferences, etc., thereby enabling mutual understanding.

＜Evaluation Process＞

• Conducting Various Types of Training
  Tokyu REIM’s HR vision is to “strengthen organizational capabilities through talent development,” and it conducts various types of training with the aim of enhancing engagement company-wide and improving employees’ specialized knowledge and skills.
  
  ・Compliance training (also for related personnel at PM companies and sponsor who are interested)
  For the purpose of improving compliance awareness for all officers and employees (including temporary employee) and instilling basic knowledge, as well as deepening understanding of the compliance department’s viewpoint and nurturing the ability to independently consider and address applicable issues faced in their work, Tokyu REIM invites external instructors to conduct compliance training for personnel at various levels.
  
  

  Please refer to this page, about compliance training topics.

  
  
  ・Sustainability training
  For the purpose of further promoting ESG measures by improving ESG awareness for all officers and employees (including temporary employees) and instilling basic knowledge, Tokyu REIM invites external instructors to conduct sustainability training.
  
  Sustainability training (2022)
  
  ・Training by level (all full-time employees, excluding seconded personnel) 
  ※Seconded personnel take training at their parent company
  Based on the skills and requirements for each level, appropriate external training tailored to individual employees is conducted after identifying individual strengths and issues and holding discussions with their supervisor.
  
  ・Training for managers 
  External training is conducted for newly appointed full-time managers (excluding seconded personnel) that enables them to acquire the management skills required for their position, such as the ability to lead and develop their reports, business administration capabilities, and risk management abilities.
  
  ・25-year-old training 
  External training is conducted for full-time employees who are around 25 years old (excluding seconded personnel) that teaches them about issues they are liable to face and measures for addressing them and to set targets for the future after reviewing their attitude to work.
  
  ・New employee training
  External training is conducted for new employees for the purpose of providing general knowledge and information, learning about the right attitude toward one’s work and the behavior expected in the workplace, and acquiring the knowledge and skills required for starting the job.
  
  ・Programs by external specialist organizations
  Tokyu REIM uses the ARES Certified Master program, which is an education program provided by the Association for Real Estate Securitization enabling participants to learn specialized practical knowledge about real estate and the finance field in a systematic manner. Tokyu REIM covers all costs associated with acquiring this qualification, as well as providing support such as covering expenses relating to improving specialized skills, such as attending training or seminars for holders of the qualification, with the aim of enhancing talent development.
  
  ・Tokyu Group Training
  Tokyu REIM dispatches interested officers and employees to attend training held by the sponsor Tokyu Corporation or various Tokyu Group companies, such as Tokyu Group talent network workshops, WE (women’s empowerment) seminars, and real estate talent development programs.
  
  ・New employee training for mid-career hires and compliance training for new employees
  Training is conducted for newly hired officers and employees when joining the company. Compliance training for new hires explains the Tokyu REIM Compliance Manual that stipulates conduct, practices, procedures, etc. for all officers and employees (including temporary employees), as well as striving to enhance new hires’ awareness of compliance.

＜Status of Attending Training Class at Tokyu REIM (Note 1) ＞　

(Note 1) The number of officers and employees includes temporary employees and excludes employees on maternity or childcare leave.
(Note 2) Calculated by dividing the number of officers and employees who received training during each fiscal year by the number of officers and employees in the company at the end of each fiscal year.
(Note 3) Calculated by dividing the total number of hours of training during each fiscal year by the number of officers and employees in the company at the end of each fiscal year.
(Note 4) The amount recorded as expenses for employee training and education in each fiscal year.

• Support for the acquisition of qualifications
  Supported self-development of officers and employees with enhanced subsidy programs for acquiring and maintaining qualifications (all officers and employees).

＜Total number of people who utilized the subsidy programs for acquiring and maintaining qualifications＞

＜Major qualifications＞（as of Jul. 31, 2024）

◆Tokyu Corporation's HR Strategy and Training
In the human resource strategy in its medium-term management plan starting in FY2021,  the sponsor Tokyu Corporation stated that it would “maximize corporate value by supporting the optimization of individuals as a reform driver.” One specific initiative to achieve this is the deployment of a personnel development program (※) with three pillars: development of group management personnel, support for independent career development, and development of specialized staff. The HR strategy in the medium-term management plan starting in FY2024 states that Tokyu Corporation will “position human resources as the core of consolidated management and promote human-capital oriented management that makes the most of individuality and is continuously chosen by employees.” It is engaged in an HR strategy focused on four key concepts: employee engagement, challenges and encouragement / self-directed career, wage increases, and DE&I (diversity, equity, and inclusion).

Please refer to this page, about more information on Tokyu Corporation's HR development.
※FY2022 Management Human Resources Development Program