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Personnel Strategy
At Muninova Group, we have set forth a long-term vision of “Transformation Towards an IT COMPANY-Aiming to Become a Company that Lasts 100 Years” To achieve this goal, we aim to remain a company that continues to meet stakeholder expectations by securing and developing exceptional talent and building organizational competitiveness that is resilient to external and internal changes. As a part of our human resource strategy to achieve this goal, the Group is taking measures to build up a system for the next stage of growth.
This includes acquiring engineers and other diverse experts through M&A, reviewing our staff composition, innovating cost structure by utilizing in-house engineers, hiring young employees, and hiring women as managers.
Talent Development Initiatives
Until now, our training programs primarily "managerial-level employees*". However, as the pace of change in the business environment accelerates, employees are now required to think and act independently and respond flexibly. Recognizing this, we have shifted our training system to one that "supports the growth of all employees" and have implemented the following initiatives.
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Implementation of "basic business skills training" aimed at enabling employees to gradually acquire essential business skills (such as manners, communication, business writing, presentations, finance, and marketing)
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To support self-development, we have introduced flexible e-learning programs that can be accessed "anytime" and "as much as desir ed", depending on e ach employee’s department and career plan.
We will continue to expand and enhance our systems to support the growth of every individual within the Group.
* Managerial-level employees include managers and assistant managers.
About The Potential Of Human Resources
Under our human capital strategy, Muninova Group has set the following key targets:
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Percentage of female managers to reach 20% by March 2031 (as of March 31, 2026: 9.6%)
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Percentage of engineers to reach 12.3% by March 2033 (same as above: 7.6%)
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Percentage of young managers to reach 20% by March 31, 2027 (same as above: 17.3%)
We are steadily progressing toward our targets for increasing the number of engineers and promoting young employees to managerial roles. However, the gap remains wide for the promotion of women into management, making it a critical issue. To address this, we are focused on creating an environment where women can continue and grow their careers.
Specific initiatives include strengthening development programs, increasing the visibility of role models, and promoting flexible workstyles. These efforts aim to broaden the pool of female managerial candidates and accelerate progress toward our target.
Work and Childcare Support
To promote women's advancement, we have set a target of 20% female managers by the fiscal year ending March 2030. We have formulated and published an Action Plan, actively working to expand the recruitment of female employees, obtain Platinum Kurumin certification, and implement initiatives for development and promotion to managerial positions.
For details of the action plan and related initiatives, please refer to the Diversity Promotion section.
Internal Policies
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Adoption of the positions of department heads who stay in a specific area
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Director mentor system exclusively for women in managerial roles
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Shortened work hours (for employees raising children up to the sixth grade of elementary school)
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Leave for fertility treatment
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Wellness leave (one day of sick leave per month per granted to female employees)
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Childcare support leave (Two days leave for employees raising children up to the junior high school)
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Babysitter Use Subsidy (Subsidies for babysitting services used during business trips or overtime work.)
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Babysitter Coupons (Discount vouchers for babysitting services used while working.)
Strengthening IT Talent
To respond swiftly to rapid changes in the business environment driven by technological innovation, it is essential to advance IT initiatives and expand capabilities through the development and recruitment of IT talent.
Muninova Group will expand its IT workforce through proactive recruitment and development of IT talent, as well as M&A of SES business companies, aiming to provide optimal services and achieve sustainable growth.
Securing Skilled IT Experts
Result（transition）
| as of March 31, 2021 | as of March 31, 2025 | as of March 31, 2026 | |
|---|---|---|---|
| IT experts (IT engineers, data analysts, and designers) | 48 | 418 | 502 |
| IT engineers | 16 | 327 | 390 |
| Number of data analysts | 23 | 68 | 87 |
| Number of designers | 9 | 23 | 25 |
* Ratio of IT personnel among employees in the domestic Group companies (excluding Anshin Guarantor Service Co., Ltd.).
Town Hall Meetings
What Are Town Hall Meetings?
Since June 2024, we have been holding in-person Q&A sessions where the CEO, chairperson, and HR director respond directly to employees’ questions, expectations, and suggestions for improvement. Employees’ input has brought previously overlooked issues to light and led to tangible improvements.
So far, 797 employees have participated, submitting 1,854 questions and comments as of June 2026.
Examples of Actions Taken in Response to Employee Feedback
【Self-Development】
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Expanded the Book Purchase Support program by limiting eligibility to professional and specialized books while increasing the annual subsidy limit from ¥3,000 to ¥10,000.
【Working Style】
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Relaxed dress code and hairstyle requirements, provided they do not interfere with business operations.
【Childcare and Employee Benefits】
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Extended eligibility for Shorter Working Hours due to Childcare until a child completes the sixth grade of elementary school.
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Revised menstrual leave and introduced Wellness Paid Leave.
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).
