The Tokio Marine Group considers its employees to be its most valuable assets as the Group works toward achieving sustainable growth as a corporate group selected by customers for its quality. With this in mind, the Tokio Marine Group has been undertaking efforts to become a group truly trusted and supported by customers through creating "a corporate culture that encourages self-cultivation and the development of human resources." This is being accomplished through comprehensive employee training centered on on-the-job training and ongoing support for self-development.

We are working to leverage the "Human Ability^*" of employees, which is very important for them to provide value to customers in selling intangible products such as insurance products and services.

^*Three elements that make up "Human Ability": Abilities as professionals, energies and to always think and act by putting yourself in the other party's shoes

Each of the Tokio Marine Group companies is building skill development programs and personnel systems appropriate for the characteristics of their respective offices.

Tokio Marine & Nichido has undertaken measures to develop its human resources by cultivating a culture in which every employee "continuously takes up the challenge of innovation from a customer perspective" and "identifies and solves problems through flexible thinking and a broad vision as an insurance professional." More specifically, interviews between supervisors and their staff are held four times a year to develop each employee's competencies (in behavior and thinking). At the interviews, employees share their career visions and personal strengths and weaknesses with supervisors. This is undertaken in combination with on the-job training (OJT), off-the-job training (Off-JT) and self-development efforts.

In addition to a wide range of correspondence-based training activities, including Rank-Specific Training, Optional Training, Specialization Training and e-Learning services, Tokio Marine & Nichido offers an External Qualification Support System by providing financial assistance to employees who wish to earn such qualifications. The company also actively sends employees to training at business schools, law schools and other institutions both in Japan and around the world to develop personnel who possess a broad perspective, international sensibilities and a high degree of specialized knowledge. Tokio Marine & Nichido also works to enhance the career development of employees of Group member companies overseas through efforts including group training in their own countries and in Japan.

Tokio Marine & Nichido is implementing the Job Request System as a key system for maintaining and expanding the energies of its employees. Through this system, it works to enable employees to transfer into desired positions to the extent possible. This system includes internal recruiting, in which employees apply for positions indicated in advance, and area selection. Each of these leads to increased motivation and improved work skills by enabling employees to take the initiative in choosing their own positions. Additionally, "U-turn" transfers^*1 and "I-turn" transfers^*2 utilized by locally based employees are also functioning as support measures to promote and enable female employees to take active roles in the company.

• ^*1

  "U-turn" transfers: A transfer in which regional employees not subject to relocation can be relocated temporarily to take on the challenge of utilizing their own aptitudes in jobs not available in their own localities, on the condition that they must return to their original localities after the temporary relocation.

• ^*2

  "I-turn" transfers: A transfer in which employees not subject to relocation can continue working after changing localities due to reasons such as marriage or a spouse's relocation.