Human Assets Development

We endeavor to develop human assets toward the goals of heightening levels of professionalism among each and every employee, pursuing betterment as opposed to remaining complacent with the status quo, and maximizing the total power on the organizational level as the aggregate of individual capabilities.

MS&AD Insurance Group set its target vision, Employees who learn and think by themselves, take up challenges, and continue to grow. Domestic insurance companies in the Group have full assortment of education and supports through the measures such as Training, OJT (On the Job Training), Self-education so that employees can work professionally with a sense of pride and fulfillment.

MSI, MSI Kirameki Life, Mitsui Direct, MS Primary Life provide trainings for unit heads to enhance the management skills, communication skills in workplace that sustain the human resources development. And OJT program was constructed to help newly hired employees for smooth familiarization with the workplace utilizing the experience of the work and acquisition of the requisite knowledge and skills. And trainings with the goal of development of managerial talent and making other arrangement for nurturing the proper awareness of female employees.

Aioi Nissay Dowa provides group seminars of layer-specific or specific theme such as Master program for all employees, Challenge academy, those help to breed the environment of learning by themselves. And FT(Family Training) program, company-wide approaches of guidance and training, is being implemented for the purpose of education and build up of new employees who have been with the company one to three years. And training to groom female employees for management positions, and human resource assessment program aimed at developing candidates for next-generation executive positions are being conducted.

Aioi Nissay Dowa became the first financial institution to be awarded the Main prize of fiscal 2010 (23rd) JMA HRD Excellence Award hosted by Japan Management Association (JMA). This prize was established in 1988, this award is presented to the company or office as the excellent model in which the company quality has been improved through the activities of human resource development. Striving for being closest to customers and approaches to create the organizational climate in which employees continue learning in customers standpoint contributed to win the prize.

Tools for workplace meeting

MS&AD Insurance Group aspire to share our mission, vision, and values among each employee and take it into our heart. To manifest those in our behavior we hold workplace meeting once a year. In fiscal 2010, we took up the theme "integrity" for the purpose of sharing our values. In fiscal 2011, we will focus on the theme "Practice of our values".

MSI, MSI Kirameki Life, Mitsui Direct and MS Primary Life have the In-house Trainee System that enables employees to have short time experience in work in which they have not engaged so far and workplaces they have interest in. Through this system, employee can experience not only the work of company that he or she belongs to, but also to other companies which implement this system , as well as the work of overseas offices It also enables local employees in overseas offices can experience the work in office in other districts including Japan. It contributes to deepen mutual exchange between domestic and overseas employees.
Trainees numbered 645 in the In-house Trainee System at MSI and 18 in the Global Trainee System.

MSI, Aioi Nissay Dowa, MSI Kirameki Life have introduced a job posting system. This system contributes for the support of career-building of employees who have a strong challenging spirit and have recorded a certain amount of achievement in their current position.

MSI and MSI Kirameki Life's Goal Challenge Program is a setup for helping each employee to take up challenge new work and realize their growth and feel more fulfilled on the job. Aioi Nissay Dowa offers the similar program, “goal dialogue”. the employee and his or her superior engage in direct dialogue several times a year. The objective is to make the screening decisions more convincing and fair in the eyes of the employees by sharing the target, task, achievements of him or her and his or her company.
In addition to the daily communication with superiors, we arrange opportunities for direct dialogue between the two. These dialogues offer support for employees who want to work in new domains or play bigger roles, strengthen their motivations, and help them to feel more fulfilled on the job.

To produce specialists in each field equipped with an abundance of cosmopolitan sense and expertise, MSI has established Global human resources class and MS Business University, training programs for sending all-area employees to in-house and external sites in Japan and other countries.

Aioi Nissay Dowa, too, has a program for overseas training under which it sends employees to the United States and China, for example to develop human resources with challenging spirits. Under the program those employees get language skills, survey and research the host-country society, and acquire knowledge about insurance in them. Aioi Nissay Dowa's MBA Study Program sends employees who have passed the in-house screening to universities to earn MBA degree (two-year course).