We aim to develop human assets(*) with the goal of elevating the level of professionalism of each employee, pursuing betterment as opposed to remaining complacent with the status quo, and maximizing power at the organizational level through the aggregation of individual capabilities.


(*) Human assets: In the spirit of valuing the individual, the MS&AD Insurance Group refer to our employees as "Human assets" rather than "Human resources."

Ideal Employees

The MS&AD Insurance Group envisions the ideal employees to be “Employees who learn and think by themselves, take up challenges, and continue to grow.” To encourage employees to work as professionals who feel pride and are satisfied with their jobs, domestic Group insurance companies educate and support staff through measures such as “Training”, “OJT(*)” and “Self-education” programs.


(*) OJT: On-the-job training


Education and Training

Domestic Group insurance companies offer various opportunities for self-education, including training sessions and external correspondence courses, to assist employees with their self-directed learning and development. As part of our Group-wide initiatives, we have been offering learning opportunities to all Group employees since fiscal 2014 through the "MS&AD Open College"(*1) and the "MS&AD Online Business School"(*2).
An OJT program has been established to help newly hired employees familiarize themselves smoothly with the workplace, and utilize their work experience while acquiring the knowledge and skills they need.
In fiscal 2018, we held a one-day training session for all new employees of the nine Group Companies including insurance companies in Japan, focusing on thinking about and expressing MS&AD's goals for the next five years, and clarifying the first step toward achieving these goals, in an effort to foster a sense of unity among all employees.


(*1) Grow up training program for acquiring business skills such as problem-solving skills
(*2) Learning tools for acquiring MBA knowledge using mobile devices

Joint training for new entry-level employees of 9 Group companies
Joint training for new entry-level employees of 9 Group companies

Support Taking Up the Challenge

Trainee System

Domestic Group insurance companies have put in place a trainee system, which is a short-term program that allows employees to experience work they have never done before, or workplaces that they are interested in. Through this system, employees are able to experience the work of other departments and companies, which in turn leads to fostering a greater sense of unity within the Group, and to strengthening communication.

FY 2017: Number of participants of the trainee system

(*) The number of trainees at the head department, etc.

In-house Application System

MSI, ADI, MSI Aioi Life provide In-house application 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.
Among them, the "Post Challenge System" is a job posting system in which an employee communicates to the company the details of the career that they want to build and their dreams. This is a system where they can challenge themselves to realize their goals and through this system, we realize the ability of employees to determine their own career development paths.

Pursuing Goals

Domestic Group insurance companies have a goal management system, which helps each employee to pursue challenging new work and realize their development and feel more fulfilled on the job.
The employee and his or her superior engage in direct dialogue several times a year. The objective is to build up their consent and fairness in the eyes of the employees by sharing the target, task, achievements of him or her and his or her company and to lead their development.
In addition to the daily communication with superiors, they 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.

Initiatives to Innovation of Employee Roles

MSI has been working on the work style reform initiative in order for individual employees to discharge duties at an upgraded level and achieve higher productivity and greater competitiveness, thereby enabling the organization to realize sustained growth. We aim to realize a company where diverse employees can grow and play an active role, while further promoting a reform in our awareness and actions about a highly-productive and time-conscious work style.

ADI has launched a cross-departmental corporate culture innovation project, based on the pillar of work style reform. It aims to improve time productivity through the diversification of working locations and times, promote work-life balance, and drive improvements in the workplace environment toward enhancing work efficiency, in order to realize a company where bright and energetic employees can provide full support to customers.

Training for Managers

Domestic Group insurance companies are implementing manager training programs designed to provide comprehensive support for human asset development by strengthening participants’ “management skill” and “workplace communication skill.”

At MSI, in addition to conducting group training programs, department/branch office management training programs are also implemented at each department and branch office based on the themes of skills that managerial staff should acquire, from the perspective of strengthening teamwork.

With the aim of systematically nurturing the next generation of managers equipped with management and global sensibilities, ADI conducts web seminars for the acquisition of knowledge, as well as discussions (AD Management School) at group training programs conducted based on the premise of this knowledge acquired.

Newly Established and Improved Training Menu for Female Employees

In addition to the existing MS Female Leaders School and MS Mind-up Female School targeted at mid-career employees, MSIs established a new MS Female Academy in FY2017 with the aim of nurturing human assets who are able to exert leadership at an even higher level and take on organizational management responsibilities. This has further accelerated initiatives to promote the active participation of women.
ADI is aggressively promoting more active roles of women. To produce female executives, ADI introduced the “Mentor System” in 2011, aiming to provide more opportunities for female managers and enhance their consciousness about management. Moreover, the company introduced the “Female Management Seminar” in fiscal 2014 to produce female executives. Since fiscal 2015, ADI has enhanced the curriculum by incorporating researches on themes to present the findings to directors, etc. Moreover, the company also provides opportunities to participate in pan-industry exchange meetings (for instance, seminars for marketing staff) to accumulate various experiences.

Endorse Declaration on Action by the “Group of Male Leaders Who Will Create A Society in Which Women Shine”(*)

In October 2016, the MS&AD Insurance Group endorsed the “Declaration on Action by the Group of Male Leaders Who Will Create A Society in Which Women Shine” supported by Gender Equality Bureau Cabinet Office. With the top management themselves appealing to outside the company, we will further promote active roles of women.


(*) Declaration on Action by the “Group of Male Leaders Who Will Create A Society in Which Women Shine” In March 2014, the “Council for Supporting Women to Shine” was held at prime minister’s office. It started the movement to support women who are shining or striving to shine in various regions and fields.
In June 2014, male leaders who had been aggressively promoting active roles of women gathered and formulated the Declaration on Action by the “Group of Male Leaders Who Will Create A Society in Which Women Shine,” which sets out specific activity guidelines. Comprising the three pillars: “Taking actions and sending messages ourselves,” “Disrupting the status quo,” and “Developing networking;” the Declaration on Action has announced that male leaders will take specific actions in order for women to have higher motivations and exert their abilities to the maximum extent.

Developing Global Human Assets

To foster the development of international specialists equipped with an abundance of cosmopolitan sense and expertise in each field, MSI has implemented the MS Business University, a training system for job training, business skills, and linguistic skills held overseas (such as overseas subsidiaries) for one year in principle. In fiscal 2016, 37 employees were dispatched under this program. Furthermore, with the aim of expanding its base of global human assets, the "Global Human assets Introductory Course" is also implemented to promote understanding of the mindset and skills that are required of global human assets.
With the aim of nurturing employees who are able to support global business expansion in various fields both within and outside of Japan, ADI implements a dispatch program to overseas subsidiaries through which employees can experience working for a year at an overseas subsidiary, an MBA dispatch program (HMBA/ICSMBA) to the graduate school of Hitotsubashi University, and an overseas career challenge training program at various parts of Japan that aims to enhance the understanding of overseas work among even regional-based employees, through exchanges with employees who have had experience working abroad. In fiscal 2017, five employees participated in the overseas subsidiary dispatch program, while four employees participated in the MBA dispatch program (HMBA).

Global Trainee System

Scene of local employees from overseas<br/>bases participating in the program in Japan
Scene of local employees from overseas
bases participating in the program in Japan

MSI implements the “Global Trainee System,” which allows employees in Japan to experience working at overseas entities, as well as local employees at overseas entities to experience working at the head office. This contributes to the expansion of the global human assets base, internationalization of the head office divisions, as well as mutual exchange and understanding between Japan and other countries.

In fiscal 2017, a total of 55 employees from Japan and 51 local employees from overseas entities made use of the Global Trainee System.

Since FY2017, ADI has been conducting a short-term overseas training program lasting for one week at an overseas office (overseas subsidiary) or close affiliate. Through practical observations and lectures, and by experiencing working life overseas, the program helps employees to strengthen their linguistic abilities while providing them with the opportunity to create their career vision from an early stage, thereby motivating global human assets. Twelve employees participated in the short-term overseas training program in FY2017.

Number of participants of the Global Trainee System

Temporary Transfer System to Headquarters from Overseas Branches

MSI accepts the secondment of local employees from overseas entities into the international department and some departments in East Asia and India divisions at the head office. By fiscal 2017, 78 employees from overseas entities have made use of this program to work in Japan.
The seconded employees have played an active role at the departments they were dispatched to, and improving the quality and efficiency of work processes. The system has also contributed to the advancement of globalization through the process of developing an environment that the seconded employees can play an active role in.
To the seconded employees, the program provides an invaluable opportunity for understanding the functions and attitudes of the head office, through the practical implementation of the management philosophy (mission), management vision, and action guidelines (values) of the MS&AD Insurance Group.
Furthermore, active exchanges are also achieved through the holding of events such as seminars with other departments that typically have little contact with overseas companies, thereby contributing to enhancing mutual understanding.

Number of participants of temporary transfer system to headquarters from overseas branches

Meeting of Global Compliance Controllers

Participants from around the world
Participants from around the world

The MS&AD Insurance Group appoints a Compliance Controller charged with promoting compliance at its overseas activities. In order to ensure compliance promotion at all group companies inside and outside Japan, a group training program for all non-Japan-based Compliance Controllers is held at the Japan headquarters.

In fiscal 2017, approximately 60 employees from 22 countries and regions participated in the training. Taking into consideration the expansion in the areas that compliance departments have to cope with these days, participants learnt about topics such as preventing bribery, preventing money laundering, the Antimonopoly Act, regulations on protecting personal information, and responding to human rights issues, under the broad theme of “Challenge to Emerging Compliance Risks.”

Furthermore, participants engaged in group discussions aimed at putting effective and efficient monitoring into practice. This served as an opportunity for providing them with ideas on promoting compliance initiatives based on risk evaluation.