Leveraging Human Resources

Recruitment

Recruiting diverse talent

The TIS INTEC Group aspires to achieve a state in our business management we call “diversity fusion.” This state happens when employees resonate with the company’s purpose and make the most of their uniqueness and strengths to grow and create innovation together.
The world today is undergoing rapid technological innovation and structural disruption of entire industries. Companies must not only be profitable but also address societal challenges. To respond to these changes in the external environment, and to leverage such change for sustainable business growth, the TIS INTEC Group recruits talent across a range of backgrounds, including gender, age, race, ethnicity, and nationality.

In the recruiting and hiring process, we respect the basic human rights of applicants and practice a fair selection process to ensure equal opportunity. We prohibit child labour and forced labour, and comply with minimum wage requirements in accordance with the law.

New graduate recruitment

For employees to make the most of their uniqueness and strengths and realize our mission “to brightly color the future,” we believe it is crucial that all employees resonate with OUR PHILOSOPHY and corporate purpose and become aligned to common goals.
When recruiting university graduates, we strive to hire people who resonate with our philosophy and culture and can realize their full potential with us. To this end, we have increased the number of occasions for dialogue between candidates and the interviewers and hiring staff to focus on reaching a shared understanding between company and students. We have also introduced year-round hiring and internships to better position ourselves for acquiring talent with high-level expertise in cutting-edge technology, data science, and other fields.
To promote success after joining the company, we visualize the status and characteristics of each employee and employ tools for managing them in ways best suited to their needs and circumstances. We monitor their morale, provide timely care in their new role, and support their integration through HR.

Mid-career recruitment

We practice targeted recruiting for two types of talent: cutting-edge human resources to drive business strategies forward and core talent that require continuous development in each business domain. We do this by identifying the requirements of each talent type and organizing recruitment initiatives by talent level. Meanwhile, operating organizations, HR Business Partners, and the HR division work together to align our medium to long-term talent portfolio plans with short-term recruiting demands for each business segment.
In the recruiting process, we focus on hiring talent that bring diversity to our teams and will work well with us over the long run. We assign roles and growth opportunities appropriate for each person, taking care to match their career vision and competencies to their role and responsibilities and the culture of their assigned workplace.
We are also increasing onboarding and integration support by holding career discussions and introducing tools that help managers visualize the status and characteristics of each employee. Business units work with HR and HR Business Partners to support employees in their job success.

Utilizing the Alumni Network

TISI launched an alumni network in March 2021. The goals of the network are to tap the knowledge of alumni who have gained experience at other companies, promote collaboration, and harness these relationships for creating new businesses and services. We are also using the network to proactively rehire staff who left us due to family circumstances, career ambitions, and other reasons, enhancing our pool of experienced professionals.

Personnel Development

Group human resource development policy

The TIS INTEC Group actively invests in its people, recognizing them to be the most valuable resource for the growth of our business over the medium to long-term.
We practice a dual approach for developing autonomous professionals: professional development for building a talent portfolio strategically linked to our business portfolio, and self-directed career support for advancing each employee’s goals.

Group education

From the perspective of enhancing Groupwide human capital value and operating training programs efficiently, we conduct training on a lateral cross-Group basis. To allow Group companies to share and utilize high-quality training programs, we have implemented a Groupwide training reservation management system and an e-learning platform. Centered on programs hosted by TISI, we offer more than 80 courses as “cross-Group training.”

To foster a culture of collective learning, we also hold Waku School online study sessions as a forum for employees to communicate and share their wealth of knowledge and experience with each other as “TIS INTEC Group insights.” We also host technical lectures taught by experienced professionals as well as panel discussions for employees at all levels to share from their own careers and work-styles.

TISI Talent Development Framework

Based on our human resource portfolio and each individual’s career path, we formulate career development plans and aim to steadily generate career development outcomes by rotating a cycle of training, practical experience, and career advancement.
We view time devoted to learning and research as an investment and support employee growth by allocating approximately 12 days per employee each year for these activities.

TISI Training Framework

Head office takes the lead in delivering training through a Groupwide curriculum covering technologies and skills shared across all organizations.
We create a “training map” for each category in the TISI training framework to support employees’ career advancement.

In fiscal 2024, we launched the NEXT training program that equips employees with new skills on top of learning about the duties for which they are responsible. By allowing employees to choose from and participate in Next Category courses (data analysis, consulting, business development, and user experience design) that impart new basic skills, the program helps them build a multifaceted career for the future and supports their autonomous growth and value creation. In addition, as our business diversifies, we are also emphasizing operating division-based training and education, in which each organization develops the human resources required for its own organization. In our medium-term management plan (2024-2026), we aim to further strengthen each of these two approaches by differentiating between training conducted by headquarters and training led by operating divisions.

＜Head-Office Talent Development System＞

Development of Executive Talent

To produce a continuous pipeline of executive and managerial talent, we have established a framework for generating executive management personnel on an ongoing basis, and operate this framework on an annual basis. In addition to executive talent, we also evaluate key personnel that will drive the business to determine whether they have potential to be future leaders based on the future leadership competencies we have defined, and select candidates for development from each organization. The selected candidates are provided with growth opportunities such as strategic rotation across different departments to increase their experience, role model development, and coaching and strategy mentoring by external mentors, with their development monitored by the Corporate Human Resource Development Committee.

Development of Cutting-edge Talent

●Development of Consultants
In order to provide added value to our customers and society, we believe that in addition to technological and developmental capabilities, all employees should be equipped with consulting skills that enable them to identify the underlying issues and provide appropriate solutions. To this end, TISI provides training programs to enhance our employees' basic consulting skills (problem-setting and problem-solving), and will work to further strengthen these skills going forward.

1. Business Innovation Professional Development Program
TISI's specialized consulting organization offers a business innovation professional development program aimed at developing and expanding high-level consulting personnel throughout the Group. This hands-on program is taught directly by consultants currently active in the field, providing participants with practical experience and the opportunity to learn the required skills from a real-world perspective. So far, a total of more than 1,100 employees of the TIS INTEC Group have taken part in the program.

2. Development programs of DX Talent
We are focused on promoting co-creation with stakeholders and strengthening our consulting function. We are working to strengthen DX-related expertise by providing opportunities to learn the thinking and skills necessary for enhancing DX service value in both the DX business and digital domains.

3. Business leader and consultant development program
We conduct training programs to develop business leaders (account managers and service owners) and consultants with the ability to drive new businesses.. To increase the number of candidates for these roles, we work with relevant operating organizations to add new education programs based on Group-wide needs.

●Development of IT Architects
To increase the number and quality of IT architects (ITA) at the company, TISI has established an advisory team comprised of expert ITAs as well as business unit architects, providing a cross-organizational peer-to-peer ITA support system (UNIITA) that connects all ITAs in the company. Activities in the UNIITA framework are primarily aimed at ensuring architectural quality for high-risk projects, developing ITAs, and improving ITA job satisfaction. Connecting technological professionals through the UNIITA program contributes not only to supporting their growth and motivation, but also to enhancing business productivity and added value.

＜Cross-Organizational Peer-to-Peer ITA Support System (UNIITA)＞

●Development of high-level marketing talents
To provide added value to society and customers, we are working to enhance the capabilities of our sales personnel who serve as the "front line" in identifying the real issues facing our clients. We believe that high-level marketing talents will contribute to increased profitability and productivity by providing feedback on the real issues our clients face to enhance the added value of our software assets, and by improving our ability to propose effective solutions and increase order profitability through a better understanding of our clients and their needs. TISI has developed training systems designed to enhance the development of its high-level marketing talents.

＜TISI training system＞

Utilization of Generative AI

At TISI, we have launched “AI-Driven development” and are advancing a Groupwide project to transform our system development processes based on the use of generative AI.
Rather than viewing generative AI simply as a tool for improving efficiency, we promote comprehensive transformation that includes development processes, human resources, and organizational culture. Through this, we aim to build an organization that enhances system development productivity and creates greater added value.

To achieve this, we are building an environment allowing organizations and teams to strategically utilize generative AI. We are also establishing a foundation enabling the routine use of generative AI in daily operations, from development work to back-office functions.

＜Examples of tools provided＞
- TISI AIChatLab, an internal-use ChatGPT environment that allows users to reference internal company information
- Generative AI tools, such as GitHub Copilot AI (coding assistant) and Microsoft 365 Copilot, as well as AI agents that support development and business operations
To ensure the effective adoption of generative AI, TISI is also implementing a phased and systematic talent development program.

＜Examples of talent development initiatives＞
- Generative AI literacy training
Launched in 2024, with more than 90% of all employees having completed the program (as of March 2026).
In addition to the basic concepts and usage of generative AI, participants learn fundamental knowledge required to use it safely in their work, including legal issues and key precautions when using it.
- Generative AI dialogue skills training
As an entry point to AI-centered development, all TISI development employees learn, through hands-on exercises, how to carry out development centered on AI and to communicate with generative AI in order to work collaboratively with it.
- Generative AI tool utilization training
Through multiple courses, employees learn everything from the basic setup to advanced applications of generative AI tools used internally for development.
- AI agent/coding practical course
We provide hands-on training to enable employees to effectively use AI agents in their actual work. External experts specializing in AI agent technologies serve as instructors, helping participants systematically understand AI agents and acquire AI agent–driven coding methods.

In addition, we continuously hold workshops for back-office staff, study sessions on generative AI, and technical knowledge–sharing sessions within the Group. 

Self-directed career building

To empower employees to work autonomously and maximize their value as professionals, we have created a system in which employees think deeply about their careers and we support their career plans as a company.

●Career Frame
As we work to develop innovative human resources with high-level skills, our Career Frame is a flexible definition of the talent profile we communicate to our employees as an image we would like them to aspire toward, with the aim of promoting medium- to long-term autonomous career development. We define the image we want our employees to achieve as professionals using the framework of field (area of expertise) and stage (role). Based thereon, employees declare the field and stage corresponding to their current role, or declare multiple fields if currently undertaking multiple roles. They can also select multiple future roles they would like to pursue as future goals. Linking employees with fields and stages on a one-to-many basis makes it easier to consider how to utilize and deploy human resources (advancement of talent portfolio), and encourages employees to sharpen their skills by experiencing multiple specialized fields, with the aim of developing human resources capable of a maintaining a broad perspective and flexibly adapting to changes in the environment. By enabling employees to define their current and desired future fields and stages, this system increases employees' autonomy in developing their careers and skills, as well as enhancing their ability to adapt to change.

●Career planning worksheet and career discussions
All TIS INTEC Group employees fill out a career planning worksheet and meet with their supervisor once a year to take stock of their career and think deeply about their career plans. Employees declare their current and desired future fields and stages on their career planning worksheet, which is based on the Career Frame. This is then shared and agreed upon with their supervisor during career interviews. By sharing employees' current status and future goals with their supervisors, we aim to help them realize their future career aspirations. In addition, employees communicate with their supervisors regarding their careers on a regular basis via one-on-one meetings.
The HR division analyzes these career planning worksheets and sends feedback to each organization to inform job transfers and support career success.

●Career design training
This training is offered to employees at milestone age ranges (early 20s/late 20s, 30s, 40s, 50s, 55) to support them in setting long-term career goals and exploring ways to achieve them.

●Supporting career success
In our Career Counseling Service  , certified career consultants in the HR division provide individualized guidance to employees who are unable to resolve their career concerns through training and 1-on-1 meetings. We also support operating organizations in their organizational capacity to provide career support, such as by offering a career discussion seminar for supervisors.

＜TISI career building support system＞

Dynamic talent allocation

To realize our medium to long-term business portfolio, we conduct talent analysis and allocation planning, and also reallocate talent and promote reskilling in preparation for our future business portfolio. For high-priority managerial positions in particular, we strategically rotate executive candidates to provide opportunities for growing through experience. We have also created a system in which all employees talk with supervisors about their career vision and take steps to achieve it through rotations and varied work experiences.

Company-Wide Rotation Policy for Developing cutting-edge human resources to drive business strategies forward

To prepare for expansion into new business domains, TISI is strengthening its company-wide rotation policy to systematically develop innovative human resources capable of driving business strategies, such as consultants and IT architects.

1. Consultant development
We select employees who have consulting ambitions and competencies from our operating divisions and transfer them to an organization or Group company specializing in consulting to acquire practical upstream capabilities over a three-year period of training. After the training period, employees further enhance their expertise as consulting specialists by returning to their original operating divisions to take on roles leading upstream functions, or remain in the specialist consulting organization and work closely with operating divisions to support business expansion.

2. IT architect development
The Technology SBU, which oversees technology for the entire Group, and operating divisions collaborate on company-wide joint development projects, with strategic job rotations implemented to support the growth of our technological professionals. During these company-wide joint development projects, members of the operating divisions hone their technological skills by gaining experience working on the same team as Technology SBU specialists. After these joint development projects are finished, participants either return to their original operating divisions to apply the skills they have developed, or transfer to Technology SBU to acquire further experience. In addition, we are working to further promote fixed-term transfers to acquire technological experience and transfers in accordance with individual career aspirations. By increasing the mobility of our technological professionals, and sharing limited human resources on a quasi company-wide basis to maximize their effectiveness, we aim to meet organizational needs while providing employees with diverse experiences and opportunities to excel.

Talent exchange within the Group

We practice seconding across business domains and head-office entities to enhance the social value creation potential of the entire TIS INTEC Group. This promotes awareness of the Group as a unified operation and helps to broaden human networks and perspectives.

Job posting system

Our job posting system supports employees in their voluntary career development and encourages them to take on new challenges outside their domain of expertise.
Nearly all organizational units at TISI post jobs semi-annually, and all employees except for managers (general manager and above) and those in their first year can take advantage of these opportunities to broaden to field of activity.

Providing varied work experience opportunities at TISI

By increasing the company-driven flow of talent deployment, we accelerate employee growth through varied work experiences and achieve more effective talent allocation.

●Work^*1 rotation policy
1.Provide opportunities to experience at least three job roles within the first 10 years of work
2.When employees up to mid-management level have been doing the same work^*1 for five years or more, consider a role change within one year
In order to increase the effectiveness of the aforementioned policy, we recommend that each organization implement a Talent Review. In this Talent Review, the whole organization shares details such as the current strengths, experiences, and career aspirations of its members, and considers the development strategies, specific development methods, and work assignments necessary to achieve the organization's goals and meet its human resource requirements.
*1 Work: Organization, customer, work domain, project, role, etc.

Encouraging varied experience outside TISI

We recommend that employees step outside the walls of the TIS INTEC Group and gain varied experiences that promote career autonomy and personal growth. We created a Personal Development Support Program in which we help employees gain professional knowledge through varied experiences not found within the TIS INTEC Group and broaden mindsets and enhance perceptiveness to social change through interacting with the values of people from other backgrounds.

●Overview of Personal Development Support Program
1.Allows all employees to participate in eligible external activities
2.After submitting an application, employees can choose from hourly leave, daily leave, or sabbatical.

*2 Eligible external activities: Side business, education (higher education, vocational training, research and industry associations, etc.), and community service