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MRA, the asset management company of United Urban, supports the Group HR Strategy of the Marubeni Group, a sponsor, which is formulated based on the idea that human resources are treasures, and aims to create the “HR Ecosystem” in which each employee is encouraged to generate new values.
The key terms here are “Human Capital with High Social Value,” “Diversity & Inclusion,” and “Culture of Individual Development and Productivity.” We aim to build the “HR Ecosystem” as a place where “Human Capital with High Social Value” creates new value, “Diversity & Inclusion” increases value creation, and “Culture of Active Participation and Connectivity” provides open innovation in order to bring together internal and external ideas.
MRA provides training programs for our employees which are designed to strengthen their capacities and abilities so that each employee can work with a high level of professional expertise.
In addition, MRA seeks to improve profitability of properties in UUR’s portfolio by welcoming personnel from the Marubeni Group with broad experience and expertise in real estate investment, asset management, and finance.
Please follow the link below for the details of the Marubeni Group’s HR ecosystem.
The management of a J-REIT requires a combined expertise developed in finance and real estate business. In order to achieve better performance, MRA has secured talents with advanced knowledge and distinguished experience in each field. Examples of the measures are as follows:
| Real Estate / Architecture | Accounting / Finance / Others |
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As shown in the table below, MRA provides all of our employees including contract workers with various training programs which they are required to take in a holistic manner depending on their job category and responsibilities.
In addition, MRA’s all employees including contract workers are eligible to take professional training programs to improve their skills, such as an intelligent training program on real estate business and a practical training program on real estate research and real estate transactions, all of which are facilitated by external professionals. As to training programs on compliance, all of our employees including contract workers take an annual intensive course provided by external experts on legal compliance and appreciation for social norms to be thorough and conflicts of interest to avoid.
| 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | |
|---|---|---|---|---|---|---|---|---|
| Average hours participated in training programs per officer or employee (April to March of every year) |
7.8 | 11.7 | 13.3 | 13.1 | 6.0 | 12.5 | 12.8 | 16.4 |
| Ratio of officers and employees participated in professional training programs (January to December of every year) |
88.8% | 100% | 100% | 100% | 100% | 100% | 100% | 100% |
| Ratio of officers and employees participated in training programs focused on sustainability (January to December of every year) |
32.5% | 40.8% | 100% | 100% | 100% | 100% | 100% | 100% |
MRA, the asset management company of United Urban, conducts performance appraisals and reviews for all of our employees (including contract employees, etc.).
With groundbreaking talent being sought after, MRA revamped the performance appraisal system in 2020 with the aim to further value employees who are willing to take on new challenges and to nurture such culture in addition to assess accomplishment of employees.
Once a year, each employee at MRA sets goals based on goals of the company or the relevant departments they belong to and discusses with their superiors on targets and challenges to be addressed and finalizes their goals to work on. The employees review the progress of their goals and make corrections, if necessary, through interim meetings of the subject fiscal period. At the feedback meetings in the end of the fiscal period, the employees conduct self-assessment and reporting of their annual accomplishment and receive feedback from their superiors. Also, they verify their upcoming tasks and future career path.
With meeting between superiors and employees throughout the year, the system ensures that both parties increase their level of content. MRA utilizes the system and nurtures human resource by raising awareness through self-reflection and mutual understanding.
The performance appraisal system consists of evaluation based on outcome and behavior. In the outcome evaluation, the level of achievement of set goals and its achievement processes are considered. In the behavior evaluation, actions required according to a set of responsibilities of each title are reviewed, whether the actions had been demonstrated or not. Objectivity and fairness of each evaluation are ensured by having multiple parties conduct evaluations before the evaluations are finalized.
The appraisal results determined through the set procedures are reflected in the employee’s compensation. Each employee is encouraged to have their own career plan and to acquire skills that will be useful even outside the company by providing them with opportunities for various experiences including job changes within the company and transfers to the Marubeni group’s companies.
MRA has been arranging opportunities for students to obtain working experience in J-REIT industry and helping them assess their aptitude and make their career plan.
In 2018, MRA accepted a student majoring business administration and offered opportunities to learn the property management as well as property inspection to acquire an external certification in retail, office, and hotel properties owned by United Urban.