JFM carries out its business in response to the diversifying needs of local governments and the changing trends in financial markets. In order to respond to diverse and advanced duties, it is necessary for employees from diverse backgrounds, including those who have worked in other organizations, to share their knowledge and experience and mutually enhance each other.
Based on JFM’s work environment development policy and human resource development policy, JFM will promote human resource development appropriately, taking into account the backgrounds and capabilities of each employee, and ensure a work environment in which diverse employees can play an active role.
Securing and Developing Diverse Human Resources
JFM will provide a work environment where employees who have worked for the national government, local governments, private companies, etc., can mutually enhance their knowledge and experience. In addition, JFM will provide a place where each employee, irrespective of gender, age, etc., can fully demonstrate their potential.
Based on the training plan formulated according to each employee’s background and years of experience, necessary training such as on-the-job training and practical training on finance will be provided. In addition, JFM will respect the autonomy of employees and provide support measures (Incentive system for qualification acquisition, etc.) that contribute to the development of their own capabilities.
Safe and Healthy Work Environment
In order to create an environment in which each employee can maximize his or her potential, JFM prohibits acts of harassment and discriminatory behavior, and has established a system to respond promptly if any issue arises.
JFM will further promote the following initiatives to ensure a good work-life balance.
Development of a telework environment
Reduction of overtime work
Development of childcare and nursing care leave, etc. and promotion of proactive use of them
Establishment of a Health Committee and implementation of measures to maintain and improve physical and mental health
Status of Human Capital
|Percentage of male and female employees
| Male: 64.7%
|Percentage of annual paid leave taken (CY 2022)
|Average monthly overtime hours (FY 2022)
|Percentage of female employees at the manager level
As of April, 2023