The Mitsui Fudosan Group seeks to become a “real estate solutions partner” that creates new levels of value by embracing a multifaceted approach to changing customer needs and markets. To achieve this aim, it is imperative that employees having sophisticated expertise in business, as well as a broad perspective not limited to any specific field, constitute a community of diversified human resources able to demonstrate their individuality. To this end, the following three points are emphasized with respect to “nurturing, skills development and recruitment of competent human resources” in Group management.

For the Mitsui Fudosan Group to establish its position as a “real estate solutions partner,” it is imperative that employees constitute a community of diversified human resources able to demonstrate their individuality, and the skills development of each and every employee serves as a crucial key. Along with realizing proactive career shaping through the tasks one is charged with by assigning and delegating roles to employees in consideration of their individuality and preferences, Mitsui Fudosan offers employees educational and training programs that carefully cater to career stages and needs.

In view of skills development based on each employee's individual skills and needs, Mitsui Fudosan has set up systematic and diversified programs. In addition, many opportunities to meet and discuss career shaping and skills development with the Personnel Department and senior employees have been prepared as a system.
Training is divided into those programs organized by the Personnel Department that deal with the knowledge and skills all employees of Mitsui Fudosan should possess, and those programs organized by each department that involve the specialist skills and products specific to that department.
In fiscal 2009, Group companies and related departments joined forces to conduct training with a focus on training addressing laws and regulations in order to enhance understanding of and comply with laws and regulations related to the business. In addition, language training were enhanced to nurture global human resources, and more enriched organizational management training for managers were developed, including those where managers of different businesses interact, for the purpose of cultivating a management perspective.
The training characteristic of Mitsui Fudosan is reflected in the following training programs involving the sharing of management awareness and corporate culture.

Furthermore, by establishing interviews for setting tasks or capacity building, individual hearings with employees and several other forums for dialogue, Mitsui Fudosan has designed programs to enable employees to develop their skills with a sense of satisfaction in line with their own preferences and vision.

In employing human resources to play a central role in the “real estate solutions partner” business, Mitsui Fudosan places emphasis on having a broad perspective and high potential, and employs human resources of various backgrounds based on the philosophy of diversity.
In the recruitment of new graduates, Mitsui Fudosan devises ways to deepen their understanding of the developer business, such as holding “business experience seminars” for students who are considering applying for a position and having the students take part in games in which they plan urban developments.
For recruitment of mid-career professionals who are to engage in a variety of work with a view toward future positions in general management with possible transfers to other locations, rather than restrict applications to those who were in a certain industry in their previous position, Mitsui Fudosan seeks a broad range of human resources capable of thinking outside the box and possessing a wealth of experience. Furthermore, in the recruitment of mid-career professionals who are to engage in specific tasks with a view toward a future management position with no transfers to other locations, Mitsui Fudosan seeks a broad range of human resources capable of proactively engaging in a range of individual tasks required to accomplish goals while working together with relevant parties inside and outside the company.
Moreover, as part of measures to address the Act on Stabilization of Employment of Elderly Persons, a “re-employment system” has been set up and running since September 2005. This system re-employs employees up to their 65th birthday based on certain criteria as employees on contract for a predetermined period.