Elevating individual employees’ capabilities

Mizuho has published the "Human Capital Report" to comprehensively explain how we will create value together with our customers, the economy and society through "Enhancing Human Capital" and "Transforming Corporate Culture". For details on our various human capital initiatives.
Further information
Human Capital Report (PDF/11,948KB)

Encouraging career independence through a career development framework
Upskilling for middle management, the channel of communication between the company and employees

In order to implement our growth strategies, it is important for all Mizuho employees to grow in their own ways while taking on the challenge of developing their skills and abilities toward their career goals. As part of encouraging such an attitude among our employees in Japan, we are working to enhance our career development offerings and middle management’s support capabilities. We view such efforts as an investment in the growth of our people, and we believe that if we provide appropriate opportunities, our people will be able to improve their skills and abilities on their own initiative. This will in turn translate to a talent pool that can serve as an even stronger foundation for our business.

Encouraging career independence through a career development framework

Our career development framework in Japan enables each employee to envision their own unique career path and grow while taking on new roles. Many of our career advisors are also certified career consultants (we have about 30 consultants present at any given time in the HR division).
We are implementing a cycle of employees building their self-knowledge through career interviews, gaining career field knowledge through introduction of various departments and duties within the group, thinking about their careers with the company, creating their careers through training and other self-improvement, and growing by taking on new roles, followed by renewed self-knowledge.
At the same time, an internal questionnaire has revealed that some employees have anxiety about the future of their careers, a low awareness of the need to create one’s own career, and issues with the self-motivated development necessary to realize one’s career goals. To address these problems, our career advisors are providing advice to employees on what kind of career they should aim for and what kind of steps they should take to achieve their career goals.

Upskilling for middle management, the channel of communication between the company and employees

Supporting self-driven endeavors means recognizing that employees and the company need to work together. We believe it is important for middle management, as the channel of communication between employees and the company, to provide feedback that encourages employees to take on challenges in their daily work and develop their skills and abilities.
In fiscal 2023, we redesigned our training program for newly appointed managers in Japan. Under the themes of listening to employees and understanding the power of organizational leadership to leverage diversity, the program conveyed the importance of guiding communication between employees and the company and the differences in motivation that arise from different positions. Aside from this, we have also created a set of Management Principles to establish a standard of the model manager.
Starting in fiscal 2024, we will be laying out the knowledge, skills, and abilities required of managers, and we will implement upskilling with training programs throughout the year, while visualizing and monitoring each person’s participation. We are calling these efforts to enhance management personnel the Manager Update Program (M-UP), and we will promote it by publishing a guidebook that clearly explains the details.

Further information

Human Capital Report: List of data (Elevating employees’ capabilities) (PDF/11,948KB)