Promote employees’ growth
(Talent and career development)

Aiming to transform into a company where individuality and strengths of each employee are fully realized, our group provides various training programs to support the growth of each employee by providing learning opportunities and career advancement support.

Talent Development

Since the start of operating the talent development system “WACOAL TERAKOYA,” Wacoal Corp has continued upgrading it. In response to rapid changes in recent consumer behaviors and needs, we have conducted a fundamental review of education and training systems to develop talent who can deal with new business environments. In the new system, we have moved the Rank-Based Training Program away from uniform contents and redesigned it to a selective program according to individual growth stages. Moreover, the “departmental mastery training program” aimed at enhancing expertise of the organization has been introduced to strengthen measures that make growth and fulfillment of potential of individuals bear fruit as achievements of the organization. Furthermore, we develop talent capable of innovation by expanding opportunities to participate in a forum of learning and exchanges with businesses outside our industry on a voluntary basis, thereby incorporating various perspectives. In addition, for the purpose of expanding viewpoints through contacts with the outside world, we have started sending employees to short-term business schools. We have developed a system where selected employees learn advanced knowledge on management, strategy, marketing and others, and after returning to the Company, pass their leaning on to those within the organization. With these initiatives, we will aim to realize sustainable growth of Wacoal through the practice of management philosophy and the development of talent who will create new values.

Developing sales positions

In developing sales positions, we have been working to improve both “customer service skills (practical learning)” and “human skills (ethics learning)” to meet more diversified customer needs and ensure customer satisfaction. Specifically, we have utilized an autonomous learning platform called “GLOPLA LMS (Learning Management System)” of GLOBIS Corporation since April 2022 to provide growth opportunities and foster 35 motivation to advance the career. Since 2014, we have been working on talent development through the use of tablets, starting with the sharing of product information and data related to sales promotions. Since 2020, there have been more opportunities for remote training and meetings, and we have put in place an environment that allows for real-time sharing of information even with team members who are located away from offices. Since April 2025, we have been offering online lectures on customer service sales twice a month, utilizing one hour in the morning. Around 100 people attend each time, and we are also working to improve customer service and sales skills and expand the newly introduced reservation and ordering services. In addition, we started training specialized in coaching skills, in which 152 heads of divisions to which sales positions belonged and role-appointees of sales positions attended during fiscal year ended March 2025, tackling the “creation of a corporate culture that respects each and every working colleague to think about customers and autonomously think and act.” We aim for the company to grow by changing ways of communication and letting employees grow.

Career Development

Wacoal Corp. has introduced the “Meet My Career Program,” which aims to have employees develop their career proactively and positively by expanding the diverse systems and structures for career development and to enhance job satisfaction and revitalize organization by promoting career autonomy. In this program, in addition to conventional self-assessment, career interviews, training / self-development, and transfers, we offer the “Internal Recruitment Program,” the “Job Challenge Program” where employees can request transfer destination by themselves, the “Cross Boundary Learning” where employees can have experience that cannot be gained in-house through temporary assignment to companies and organizations outside the Group, and the “Internal Internship program” where employees can experience operations in other departments while continuing to belong to their department, the Long-term Leave Program, side-work support, and other programs, aiming to encourage employees to actively practice diverse workstyles, and at the same time, provide opportunities to acquire skills different from the existing skills and refine them to promote realization of diverse careers of individuals by systematically presenting options for employees to develop their career and potential independently. As for the “Internal Recruitment Program,” we broaden career options by also targeting group companies, and have a system that enables both employees and the organization to proactively work on career development and acquisition of talents.
Moreover, in order to support each and every employee’s career more carefully, we gradually conduct career interviews by internal and outside consultants, providing opportunities to promote self-reflection and future design of employees. Furthermore, for the younger generations, we conduct “Career Design Training” to make them aware of proactive career development from an early stage, striving to foster abilities to find out their own strengths and orientations and envision future career plans.
For employees in sales positions, targeting employees turning 50 years old, we conducted “Career Training” in which 25 employees participated in fiscal year ended March 2025. We provide an opportunity to learn about retirement life design and think about preparations for retirement. Moreover, in April 2021, as one of roles for sales positions, we established a role called “Career Coordinator” to be assumed by members who have obtained a national qualification of career consultant, engaging in career interviews proactively. During fiscal year ended March 2025, we conducted 120 interviews, providing each and every beauty advisor with opportunities to consider his or her career together.
Going forward, we will continue to provide opportunities for employees to widen their career independently, and work on development of diverse talents.