Investing in Human Capital

Since its founding, Milbon has consistently focused on creating value centered on people. To realize a work environment where employees can continue working with a sense of purpose, we are committed to investing generously in an environment where employees can grow and to building systems and programs that support long-term engagement.

Thorough and continuous education and training

Milbon continues to invest generously in human capital. Particularly for new employee training, we have consistently dedicated a full nine-month period solely to training since 1984. Beyond fundamental beauty techniques, this program equips trainees with diverse skills including broad knowledge of the beauty industry, business analysis, and planning. It also thoroughly instills an understanding and commitment to “THE MILBON WAY”. Through a deep understanding of our customers—hair salons and hair professionals—and the permeation of “THE MILBON WAY,” we have established a system where every employee independently conceives and embodies initiatives that lead to increased sales and profits for hair salons.

Due to impact from the COVID-19 pandemic, education and training programs were postponed and restrictions were placed on movements for these programs. Therefore, actual values including travel and transportation expenses were decreased.

Process from hiring to assignment

Pre-employment Training	Training designed to deepen your understanding of Milbon and build camaraderie with your peers before joining the company. It helps cultivate bonds with your colleagues and foster a professional mindset, ensuring you can start your career with confidence.
Milbon Person Training (For new employees joining in spring)	Training for all positions to cultivate the mindset and skills required as a Milbon Person. Participants learn a wide range of topics, from the company's history and philosophy to product knowledge and beauty techniques.
Field Person Training (For new employees in career-track positions)	Develop the mindset and specialized skills required as a Field Person.
Researcher Training (For new employees in R&D positions)	Develop the mindset and specialized skills necessary for researchers.
Production Staff Training (new employees in production positions)	Develop the mindset and specialized skills required for production roles.

In- house Training and Self-Development Assistance Program

There is a long-term, continuous education system that includes level-based training for employees in their second year and beyond, as well as training for promoted employees. In addition, we offer our own proprietary open-enrollment training programs, creating a framework where ambitious employees can grow. Furthermore, we have established a self-development assistance program, providing an environment where individuals can grow according to their own skill sets.

Level-based Training	Training designed to understand the roles required at each level and the expectations of colleagues and supervisors, and to apply this understanding to practical work on the job. [Second-Year Employee Training] [Second Career Training], etc.
Training for Promoted Employees	Training to learn the skills and mindset required at new career milestones. ［Regular Employee Promotion Training］［G3 Grade Promotion Training］［G4 Grade Promotion Training］［Manager Promotion Training］
Leader/Open-Enrollment Training	Training programs open to applications, aligned with departmental challenges and themes requiring development at the individual and organizational levels. [Global Leader Development Training] [Next-Generation Management Leader Development Training] etc.
Self-Development Assistance Program	For employees who voluntarily enroll in education and training courses related to their current duties, the company will cover 70% of the tuition fees (80% for language courses).

Diverse and Flexible Work Styles

We have introduced a flextime system and a telework system, fostering a culture where employees independently achieve results by flexibly adjusting their working hours and locations according to their tasks.

To Improve Engagement

Since 2022, we have been conducting annual engagement surveys. We encourage feedback to senior management and the creation and submission of action plans, and by conveying these to the executive leadership, we encourage the planning and execution of measures that enhance engagement.
From 2024 to 2025, the President visited all locations to establish opportunities for direct dialogue with employees. In discussions held in 2024 with the sales department, specific solutions were initiated based on identified challenges, such as streamlining operations and improving productivity.