Contributions from diverse human resources
The HIS Group believes that human resources are the source of value creation, and strives to create an environment in which each employee can work with a sense of job fulfilment and excitement.
The Group was founded in 1980, and started its operations by challenging established practices in the travel business.
At the time, the number of annual outbound Japanese travelers stood at approximately 3.9 million, one-fifth of the market size in 2019.
In a market geared heavily toward highpriced group tours, the Group pioneered foreign independent tours (FITs) using low-cost airline tickets, and worked to explore new markets for individual and independent travel.
The Group's vision for 2030, which will mark the 50th anniversary of its founding, is "Change & Create--embracing the spirit of challenge, bringing the world together, and continuing to be a company that is chosen by its stakeholders." It begins with a reference to the "spirit of challenge," which was the starting point of the Group's operations.
The exploration of new challenges has been an essential part of our history, and the Group aims to transform itself and achieve sustainable growth by helping ensure its individual employees can take on exciting challenges.
Medium-Term Human Resources Strategy
Unleash your feeling within each individual and building a foundation for transformation
KPI（FY2026）
Work Engagement Index
80% of companies worldwide are considered to be engaging workplaces
Transformation Index
Productivity per person-hour: 1.6 times (vs FY2023)
| FY2023 | FY2024 | FY2025 | FY2026 Goals | |
|---|---|---|---|---|
| Job Satisfaction Index |
56.1％ |
65.1％ | 66.4％ | 80.0％ |
| Transformation Index | １ | 1.2 | 1.3 | 1.6 |
| 施策 | KPI | |
|---|---|---|
| 採用 |
1.ネクストビジネスリーダーズ・ITデジタルコース採用
2.UD社員制度 |
1.27新卒募集開始
2.制度導入 |
| オンボーディング | HIS Group Philosophy 研修 |
中途入社時研修開始 |
| 配置 | Global Career Bridge Program |
第1回開始 |
| 育成 | HIS Business Academia |
バンド別・ 選抜型研修開始 |
| 評価・処遇 | 新バンド | 制度改定 |
Human Resources Development and Recruitment
Human Resources Development Policy
Specific Initiatives
Specific Initiatives
HIS Business Academia
"Nurturing the Spirit of Challenge"
As a support to enhance "the power of human resources," which serves as the source of sustainable corporate growth and value creation, we are promoting the expansion of our company-wide education system, "HIS Business Academia." This system links with "Bands" (the grading tiers of our personnel evaluation system) and systematically supports competency development according to the expected roles required at each growth stage. Specifically, by providing various training programs step-by-step--such as business skill training, management training during role transitions, and compliance/risk management training--we encourage independent career formation for each individual. Through supporting them to turn their challenges into reality, we aim to improve the performance of the organization as a whole and ensure that an individual's sense of growth leads to motivation and job satisfaction.
Specific Initiatives
| Actual | |
|---|---|
| Consultant Certification System 1．Executive Consultant 2.Senior Consultant |
1. 1 member appointed 2. 20 members certified |
| 20% Project Open Application | 96 participants across 48 projects |
| Mirai no Jikan (Time for the Future) *1 | 30 participants across 3 sessions |
| HIS Start-Up Program *2 | Held 1 time |
*1 Mirai no Jikan (Time for the Future): Town hall meetings with the executive management team.
*2 HIS Start-Up Program: An in-house venture system to create new businesses and services.
Expanding HIS Group Philosophy Training
Founding Spirit--as well as the distinct qualities unique to the HIS Group.
To create opportunities for employees to discover the overlap between their personal values or aspirations and the direction of the company, we are expanding the scope of the Philosophy Training to global branches and group companies, aiming to instill it across the entire Group.
Specific Initiatives
・Philosophy training for all employees worldwide
Recruitment in the IT and Digital Domains
Specific Initiatives
Theme 1: Application development using generative AI (utilizing the programming language PHP)
Theme 2: Global security network construction
DEIB Promotion
DEIB Promotion Policy
individual respects one another, takes on challenges in their own unique way, continues to grow, and transforms diversity into strength.
The HIS Group will realize "full active participation of all members" and deliver value that fulfills our purpose: "Unleash your feeling "KOKORO ODORU": Being interested, excited, and having a desire."
Promotion of the participation and advancement of women in the workplace
The Group has a high ratio of female employees, and promotes the participation and advancement of women in the workplace as one of its important themes.
In 2019, it established the D&I Promotion Office as a dedicated organization.
In 2023, it further expanded the scope of the office, and reorganized it into the DEIB Promotion Office.
In order to increase the number of female employees participating in management, the company has set numerical targets to increase the ratio of female managers and executives, and has launched a nationwide project led by the president to promote various initiatives.
Aim to be a company where both men and women can balance work and childcare.
Specific Initiatives
・Establishment of the DEIB Promotion Office and launching of DEIB Promotion Projects nationwide
・Conducting of pre-reinstatement roundtable discussions for employees on childcare and maternity leave
・Promotion of diverse working styles, such as shorter working hour systems for childcare
・Promotion of male employees taking childcare leave
・Granting of special leave for a spouse's childbirth
HIS results and targets
| FY2023 results | FY2024 results | FY2025 results | FY2026 Goals | FY2030 Goals | |
|---|---|---|---|---|---|
| Ratio of female managers | 14.0% | 17.5％ | 19.3% | 20.0% | 30.0% |
| Ratio of female executives |
15.4% |
18.2％ | 18.2％ | 20.0% | 30.0% |
| Ratio of men taking childcare leave | 65.6% | 70.0％ | 87.8％ | 80.0% | 100.0% |
A company that promotes the participation andadvancement of women in the workforcespan>Level 3 of the "Eruboshi" certification(Ministry of Health, Labour and Welfare)
H.I.S. Co., Ltd. / Miki Tourist Co., Ltd.
A child-rearing support company"Kurumin" certification (Ministry ofHealth, Labour and Welfare)
H.I.S. Co., Ltd.
Active participation of human resources of various nationalities
Active participation of human resources of various nationalities With the globalization of our business, the HIS Group has staff of various nationalities working both domestically and internationally.
Another important theme is the active participation of human resources at overseas bases that support global business development.
We aim to increase the ratio of Non-Japanese Manager at overseas affiliates to 65% by FY2026, and will continue to develop and promote human resources.
The ratio of Non-Japanese Manager at overseas affiliates to 65%
Creating a comfortable workplace
Internal Environment Development Policy
workplace environment." To enable employees to remain bright, lively, and full of energy as they
continually take on challenges, we promote the creation of workplaces where psychological safety is secured alongside physical safety, aiming to improve work engagement.
Specific Initiatives
・Work-from-home (Telecommuting) system
・Side-job/Second-job system, and leave system to accompany a spouse overseas
・Shorter working hours/fewer working days system during childcare and post-retirement re-employment
・Re-entry system for former employees
Health Management
Health Management Declaration
1.Employees will increase their awareness of "health" and work to maintain and improve the health of themselves and their families.
2.The Company will actively support employee health management and health creation.
3.The Company will promote the creation of workplaces where employees' physical and psychological safety is secured.
4. Through delivering experiences that spark excitement, the HIS Group will expand the circle of smiles across the globe, promoting people's health and peace.
Promoting Health Management
Specific Initiatives
・Holding of Health and Safety Committee meetings (Nationwide)
・Establishment of a health consultation desk for employees
・HIS's unique leave systems (Long-term leave, Anniversary leave, and Refresh leave for long-service employees)
・Introduction of the Accumulated Paid Leave System (A system that allows employees to accumulate expired annual paid leave and use it to take time off for their own illness/injury, fertility treatment, or inpatient/outpatient visits as a bone marrow donor)
Employee satisfaction survey
HIS has been conducting an "Employee Satisfaction Survey" for all employees once a year since FY2013, but it was forced to be canceled due to the coronavirus pandemic, and the survey was conducted for the first time in four years in FY2023.
The rate of positive responses to the final question, "Overall, I would say HIS is a rewarding company to work for'' was 56.1%, an increase of 5.6 points from the previous survey in FY2019.
Aiming to be a company that is more rewarding to work for, we will continue to listen sincerely to the voices of each and every staff member, promote DEIB, create a comfortable workplace, and develop human resources.
Actual Results and KPIs
| FY2023 | FY2024 | FY2025 | FY2026 Goals | |
|---|---|---|---|---|
| Average rate of paid leave taken | 68.4% | 68.2％ | 75.0％ | 75.0% |
| Health checkup, secondary health checkup participation rate | 45.0% | 45.0％ | 70.0％ | 70.0% |
| Stress check participation rate | 60.5% | 64.6％ | 80.0％ | 70.0% |
H.I.S. Co., Ltd.
Other "Social" information
事例紹介
Case Study
