Initiatives to Improve Corporate Value
S (Society): Resona's Human Resources Working in Various Fields
In-house job posting X Employee strengths in fields of specialty
Introduced a human resource system with a multi-path structure focused on
securing a pool of diverse employees with specialist strengths and launched
the Career Challenge System, which is built on an in-house job-posting
system via the incorporation of in-house internship options in Apr. 2021
✓
Approx. 190 individuals were assigned to their desired positions (Cumulative total
from FY2021 to FY2022)
In-house job posting X Transcending boundaries
Further accelerate human resource exchanges aimed at pursuing Group
synergies after making KMFG a wholly owned subsidiary in Apr. 2021
✓ # of employees seconded between Group companies as of Mar. 31, 2023
(e.g., from KMFG to RB): Approx. 650 (Increased approx. 500 compared
to Mar. 31, 2020)
•
•
Selected via in-house job posting under the first round
of Career Challenge and assigned to the "real estate
specialist course" as an intern
Having gained experience in real estate financing, the
selected individual is now tasked with taking a key role
in the Structured Financing Office, a business unit
established in 2022 after reorganization
•
Applied and selected for transfer from MB to RB
business unit handling succession business in 2021,
thereby becoming a member of the Private Banking
Office via intragroup secondment
While assigned to said office, this individual was
promoted to a managerial position in 2022
Ryo Ogura
Manager, structured financing office
Alumni recruitment X Leadership
Established separate hiring systems for alumni recruitment and referral
recruitment in 2020, which were previously not clearly distinguished
✓ Proactively approach ex-employees who have built successful careers at
other companies or other human resources with personal connections to
acting employees
Maiko Sakaguchi
Manager, private banking office
Mid-career recruitment > Specialty
Reviewed our recruitment portfolio in conjunction with the revision of the
human resource system; raised the proportion of mid-career hires and new
graduates earmarked for specific specialist courses to 30% of overall hiring
✓
Results of mid-career recruitment (# of personnel) :
23 in FY2019→133 in FY2022 → 360 in FY2025 (plan)
Shoichiro Futaba
•
•
•
General manager, Omiya-nishi branch
Joined the Resona Group as a new graduate in 1994
Left the Group in 2001 to launch his own company
Rehired by the Group under alumni recruitment in 2005
Since then, has tackled an array of frontline tasks at
branches by taking full advantage of his management
capabilities backed by robust external experience
Toshiyuki Shimizu
Chief manager, DX planning division
Joined the Resona Group in 2021 as a mid-career hire
after gaining experience in the credit card industry
Leveraged his keen insight into the industry and robust
networking skills, marking numerous achievements in
cashless and other business endeavors
Promoted to a senior management position (chief
manager) in 2023
Resona Holdings, Inc.
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