Talent
(Enabling Growth)
1
Empowering Individuals
Through active recruitment and identifying individual talents, we ensure the right person is in the right place to maximize overall performance.
We believe the growth of every employee is the driving force that creates our company’s future.
We promote human capital management that integrally enhances recruitment, development, evaluation, and engagement, creating an environment where diverse talent can excel with confidence.
By advancing data-driven organizational development, we aim to achieve sustainable growth and enhance our corporate value.
1. Human Capital Management Policy
Building our future through three pillars:
Talent, Organization, and Trust.
Organization
(Workplace Excellence)
2
Evolving Environment
We pursue ease of work by integrating innovative technologies and systems, aiming for maximum efficiency and productivity.
Trust
(Safety, Health, Diversity)
3
Building Assurance
We build trust by ensuring a safe and sustainable workplace where all employees can work with peace of mind.
2. Human Resource Strategy
Trinity OJT Model
Based on the belief that human growth is the source of corporate value, we position human resource development at the core of our management. Rather than treating training as isolated programs, we design it as an integrated system that combines our Medium-Term Management Plan, on-site management, and daily operations. Starting with our vision for five years from now, we translate goals into daily tasks, fostering both people and the organization through OJT to ensure our corporate philosophy is practiced on the front lines.
Three Steps of the Trinity OJT Model
- Step 1 | Sharing Philosophy and Goals
-
— Medium-Term Planning Phase —
During the planning stage, sales and back-office leaders participate to translate strategic goals into specific team-level actions.- ・Goal sharing for the Medium-Term Plan
- ・Identifying team challenges and specific measures
- ・Connecting management philosophy with goals
We form a unified organizational vision by sharing where we want to be in five years and the path to get there.
- Step 2 | Practical OJT
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— Daily Operations Phase —
Established goals are reflected in goal management sheets and integrated into daily work routines.- ・Clarification of individual and team goals
- ・Data-driven progress management and monitoring
- ・Regular meetings and reviews
By repeating the cycle of execute → review → improve, we ensure OJT leads to tangible growth through practice.
- Step 3 | Establishing Team Management
-
Through continuous OJT, we turn individual growth into a collective force for the entire team.
- ・Clarification of roles and responsibilities
- ・Sharing of achievements and success stories
- ・Promoting enhanced engagement
We aim to establish autonomous team management that consistently delivers results without depending solely on individuals.
3. Priority Focus Areas
Key Areas Strengthening Human Capital & Management
- Digital Talent Development
-
- ・Training personnel in RPA, AI, and data utilization
- ・Fostering DX talent through on-site RPA planning
- ・Internalizing digital skills via in-house development
- ・Raising baseline IT literacy through certification support
- Health & Productivity Management
-
- ・Regular check-ups and stress monitoring
- ・Reducing long working hours via operational efficiency
- ・Mental care through encouraged paid leave
- ・Environment improvement via engagement surveys
- Workplace Comfort & Efficiency
-
- ・Reducing workload via RPA and standardization
- ・Promoting flexible work through cloud integration
- ・Visibility of work status via attendance management
- ・Productivity gains from paperless IT environments
- Diversity & Inclusion
-
- ・Cultivating a workplace where diverse talent thrives
- ・Systems supporting work-life balance (childcare, etc.)
- ・Leveraging experience across generations
- ・Strategic placement based on talent data
4. Performance Data
*As of May 2026
Total Sales
0
B Yen
Total Employees
0
Average Age
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yrs
Gender Ratio (M:F)
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:
0
MaleFemale
*Including dispatch workers
Ratio of Managers
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%
Avg. Years of Service
0
yr.
0
Mo.
Turnover Rate
0
%
Monthly Overtime
0
hrs/mo(Avg.)
Paid Leave Usage
0
%
Health Check Rate
0
%
Paternity Leave Rate
0
%
Engagement Score
0
pts
