SUSTAINABILITY
Human Resource Development
Training Systems
Approach to Human Resource Development
MIXI Group believes that its employees are an important asset, and strengthening the organization through the stable recruitment and development of excellent human resources will lead to sustainable growth for the company. The Group has seen a rapid increase in the number of mid-career recruits in recent years due to the expansion of our business areas. We are strengthening our human resource development systems to help develop new recruits’ skills in a timely manner by providing not only basic training for business operations, but also systematic training, including training by job level and training with external instructors.
Number of Participants in Training/Orientation
| Program Name | Eligible Persons | Number of Participants Fiscal Year 2025 |
Program Contents |
|---|---|---|---|
| New Graduate Training: Training for New Graduates / Training for OJT Trainers (2 Sessions) | New graduates and OJT trainers | 35 | Training to improve the leadership of trainers and the growth rate of new graduates Provides individual interviews and feedback for both trainers and new graduates |
| New Graduate Year One / Two / Three Follow-Up Training (3 sessions) | New graduates | 54 | Training for our young new graduates held until their third year at the company Periodic reviews are held aiming for growth from the fourth year onward |
| Training for One-on-One Meetings (4 sessions) | Team leaders and above | 40 | Learning the skills required for one-on-ones and sharing knowledge about one-on-ones among management-level peers |
| Evaluator Training (4 sessions) | Managers | 193 | Training to deepen understanding of the personnel evaluation system, goal setting and coaching |
| Orientation for Newly Appointed Managers | Managers and above | 46 | Explanation of work as a manager (labor management, recruitment, evaluation, etc.) and the significance and purpose of related systems |
| New Manager Kickoff | Managers and above | 46 | Training to understand the role of a manager and establish a managerial mindset |
| Total Number of Participants | 414 | ||
Company-Wide Training
We hold an annual compliance and information security training through e-learning for officers, permanent employees, contract employees, temporary employees, and part-time employees of MIXI and MIXI Group companies. Training content for 2024 is shown below.
| Program Name | Program Contents | |
|---|---|---|
| Legal Training | Basics of Compliance | Training to raise awareness of compliance, including basic compliance concepts, prevention of rights violations, elimination of antisocial forces, prohibition of insider trading, and internal reporting systems |
| MIXI Group Business Conduct Guidelines | Training for employees working at MIXI Group to deepen understanding of our guidelines, which align with global rules and values regarding human rights, the work environment, and environmental issues, as well as recognize the importance of adherence to them. The following 12 items were implemented. 1. Responsible operation of services, 2. Innovation and intellectual property, 3. Connection with customers, 4. Fairness and integrity in business activities, 5. Handling of information assets, 6. Respect for human rights, 7. Working environment, 8. Trusting relationships with stakeholders, 9. Connection with local communities, 10. Environment initiatives, 11. Crisis management, and 12. Internal reporting system |
|
| Anti-Bribery Basics: Practical Points | Training to prevent bribery from occurring by providing fundamental information and practical considerations related to bribery | |
| Basics of Contract and Subcontract Law | Training to acquire basic knowledge for making fair contracts with business partners, such as types of contracts and important things to remember when making contracts, preventing the conclusion of unfair contracts, and the contents of subcontracting law | |
| Act Against Unjustifiable Premiums and Misleading Representations | Training to acquire basic knowledge of the Act Against Unjustifiable Premiums and Misleading Representations, including examples of misleading representations and restrictions on premiums, with special attention on points to be noted in creating service advertisements, service screen displays and campaigns | |
| Handling of Personal Information | Training to learn relevant clauses in the Act on the Protection of Personal Information, as well as raise awareness about the significant damage to related parties and the company as well as the possibility of criminal penalties that a leak of personal information can cause | |
| Diversity, Equity, and Inclusion Training | Marble Work Style | Training to understand flexible work arrangement options, as well as the reason we implemented our original working style |
| Health Management for Members | Training to learn key points regarding the roles and duties of managers and team leaders as it relates to managing the health of members and creating a safe, healthy work environment for all | |
| Women’s Health | Training to increase awareness on the health-related matters women face | |
| Creating a Psychologically Safe Workplace | Training to understand what psychological safety is and key points on how to improve it | |
| Security Training | Security Education (Phishing Emails) | Training on how to recognize phishing emails and raising awareness to prevent individuals from responding to suspicious emails, using real-life examples of serious damage caused by phishing emails |
| Information Security | Training to improve information security awareness, such as the importance of preventing information security incidents, password management, and making sure employees understand what incidents should be reported to mixirt, using real-life examples of serious information incidents | |
| Harassment Prevention Training | Training regarding harassment conducted to ensure that all employees of MIXI Group can work comfortably. The program is designed to deepen the knowledge necessary to avoid becoming a perpetrator/victim of harassment, as well as provide methods and examples of how to respond when experiencing harassment or receiving reports of harassment. This training is held for all employees, including managers. | |
Internships
MIXI conducts an internship program for students every year to support and nurture their career development, and to secure excellent personnel. Our engineering internship is a long-term training program (2 weeks or longer) in which students work with employees in the development of large-scale apps and growing products, gathering real team and service development experience. It is an excellent opportunity for students to work as an actual member of a team while experiencing MIXI’s corporate culture, and to acquire practical skills that cannot be gained in the classroom or through solo development by developing real-world services. This internship is also directly linked to the main selection process for recruitment, which leads to us securing highly engaged personnel.
One-on-Ones
Since around 2007, MIXI has held one-on-one meetings with superiors and colleagues, and they have become a distinctive culture within the company. The one-on-one meetings with superiors are used as an opportunity to build a relationship of trust through discussing work progress, consultation, review and feedback, and discussion of anything the employee would like to try.
We also hold one-on-one study sessions with management-level employees to improve the quality and productivity of one-on-ones.
Performance Evaluations and Feedback
MIXI has a goal-setting and evaluation feedback system for all permanent employees. Every 6 months, employees set individual goals in consultation with their supervisor, hold a mid-term meeting, and hold an end-of-term review meeting for evaluation. In addition to these regular meetings, we promote holding one-on-ones regularly to review progress and provide feedback.
Performance is evaluated based on two parts: a “commitment assessment”, which assesses an individual’s contribution to organizational goals, and a “competency assessment”, which measures how well an individual demonstrates behaviors expected at their level based on the MIXI’s Values of Innovation, Passion, and Integrity.
After evaluation, a feedback meeting is conducted with their supervisor. We will conduct clear and differentiated evaluations based on performance and growth, and provide feedback to each employee to encourage their further growth and success.
In-house Recruitment System (MCC: MIXI CAREER CHALLENGE)
This is an internal recruiting system that provides opportunities for employees to take on new challenges by disclosing the requirements for available positions in priority areas based on business strategies or where there is a shortage of personnel. The system is widely used as an opportunity for autonomous career development, regardless of age or job type.
Skill Development Support
We provide support in various areas for our employees’ personal growth because we believe that “supporting individual personal growth leads to business success”.
In April 2026, we introduced a cafeteria plan1 to provide more flexible and extensive support to meet the individual needs of employees and their autonomous career development.
1. Under the cafeteria plan, each employee is given 240,000 points annually (equivalent to 240,000 yen), which they can freely use on benefits from a predefined menu based on their individual situation and interests.
Cafeteria Plan: Skill Development Assistance
Employees can use their allocated points to proactively select benefit options that align with their career goals and areas of expertise, and receive financial assistance for those choices.
- Software Development and Business IT Tools: Training and courses on technical development and business skills
- News, Newsletters, and Books: Subscriptions and purchases to stay up-to-date with the latest information and enhance expertise
- Business Skills and Coaching: Practical skill development courses and coaching from a medium- to long-term perspective
- Certifications and Language Learning: Support for acquisition of official qualifications and language study for global activities
Cafeteria Plan: Innovation Assistance
This plan is designed to help employees turn their ideas into reality. It encourages investment in experiences that serve as a source of inspiration for MIXI Group’s businesses, fostering new ideas and plans by engaging with others’ creative works and the environments they’ve designed.
Examples:
- Concerts and Theater: Stimulating creativity and exploring production elements through music and stage productions
- Movies: Learning about the latest visual and storytelling techniques
- Museums, Visual Arts, and Performing Arts: Fostering multiple perspectives and creativity through art
Optional Training
This is an optional training system that allows employees to learn from business training courses held by outside educational institutions. Since employees can choose the courses that best meet their individual needs, they can efficiently acquire the knowledge and skills they need, and the company bears the entire cost.(Not covered by the cafeteria plan)
