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Personnel-related policies
Personnel Policy
We recognize that the diverse personalities and creativity of our employees are our most important management resources, and we respect their autonomy and individuality. Based on the recognition that employee health is the foundation for the expression of creativity and healthy growth, we will create a comfortable working environment that considers the health and safety of our employees. In order for our company to continue to be a professional and challenging group, we will provide opportunities for growth and support the growth of the team and the organization as a whole, aiming for each employee who is a member of the group to become a strong individual.
- We respect the basic human rights and individuality of our employees.
We do not discriminate on the basis of race, religion, nationality, sex, sexual orientation, gender identity, or disability, and we respect diverse individuality and values. - We will create a comfortable and rewarding working environment.
We will consider the health and safety of our employees and create a workplace environment where they can do rewarding work and where diverse working styles are possible. - We support the growth of employees, teams, and organizations.
We provide opportunities for growth through diverse work challenges, human resource development (education and training/career development), and organizational development.
Desired talent profile (= strong individual)
- We are looking for people who strongly identify with our values and can take action.
- We recognize that employee health is the foundation for creativity and healthy growth, and we seek employees who value not only their own health but also the health of their team and organization.
Human Resources Development Policy
Based on the idea that work develops people, we respect and support the desire of our employees to learn and grow. We base our human resource development on diverse work experiences and OJT, and support growth through visualization of skills and experience, placement and rotation, and OFF-JT education and training. We also support employees' autonomous career development.
- ・Providing education and training to acquire basic and specialized knowledge and skills
- Hierarchical education, job-specific education, technical education, OJT (on-the-job training)
- ・Providing diverse and challenging work opportunities
- Providing opportunities for diverse and challenging work experience through project assignments, placements and transfers
- ・Providing opportunities for autonomous career development
- Career interviews, career development training, career consulting, self-development (support for obtaining qualifications)
- ・Providing job satisfaction and growth opportunities in a new relationship between the individual and the company
- Establishing a personnel system that supports diverse work style options
[Values/Our Values]
Facing People
We sincerely address the thoughts of our colleagues and stakeholders who are connected through the space.
Putting our hearts and souls into our work
We approach each job with sincerity and professionalism.
Challenging beyond the present
We continue to take on challenges while growing and transforming ourselves through flexible thinking and creativity.
Combining colorful personalities
We recognize each other's sparkling creativity, cutting-edge technology, and individuality, and come together as one.
Enjoying our work
Enjoy all the work and change.
- Establishing a personnel system that supports diverse work style options
Recruitment Policy
We respect the basic human rights of applicants and conduct fair recruitment selection based on the aptitude and ability of the applicant. Furthermore, through this recruitment selection process, we hire people who strongly empathize with our purpose and values, who are dedicated to achieving them, and who strive to become and continue to be the type of people we desire.
- [Keyword]
- ・ Passion (passion, perseverance) = red
- ・Wisdom (expertise, knowledge and skills) = Blue
- ・Creativity = Tansei
- ・Teamwork = Sha
Recruiting diverse talent and promoting mutual understanding and early retention.
To secure diverse talent that supports the sustainable enhancement of corporate value, our company promotes recruitment activities that emphasize mutual understanding and long-term relationships.
A program to promote understanding among potential candidates.
We hold seminars and workshops for new graduates and job seekers who graduated within the last five years to deepen their understanding of the industry, our company's business, and culture, and we are working to prevent mismatches after joining the company by fostering mutual understanding.
Utilizing alumni networks
To enable former employees who have left the company to utilize the experience and skills they have cultivated outside the company, we continuously disseminate recruitment information and other resources after confirming their wishes and contact details, thereby creating opportunities for alumni recruitment (re-employment).
Support for human resource development and career development
Our company has established a training and support system tailored to each employee's life stage and job type, enabling all employees to proactively hone their skills and pursue diverse career paths.
Training programs categorized by hierarchical level and job type
We conduct systematic internal and external training programs to help employees acquire the necessary skills step by step at each level and job type, including new employee training and training for mid-career hires, as well as training for junior, mid-career, and management positions.
Career development and manager growth support
To support the continuous growth of managers and professionals, we conduct regular career consultations. We also provide evaluator training for managers to understand the individual capabilities of creators and other staff members and to provide appropriate career support.
Providing opportunities for challenges through job assignments and transfers.
We regularly conduct surveys and career counseling sessions for all employees regarding their transfer preferences, thereby increasing organizational mobility and providing opportunities for diverse and challenging work experiences.
Educational and training programs (partial list)
New employee training
| Training for New Graduates | |
|---|---|
| Introductory Training | This curriculum is designed to teach fundamental attitudes expected of a working professional, including explanations of company systems, structures, and rules, business etiquette, and to help participants understand contractual laws and internal rules, as well as the company's purpose and values, which are essential for performing their jobs. |
| Technical training (work manual) | This curriculum includes classroom lectures and hands-on experience to equip you with the knowledge and skills necessary for working in the display industry and at our company. Regardless of your job role, you will acquire the minimum knowledge and skills required before being assigned to a position. |
| Product development | The purpose of this program is for new employees to work in teams on actual manufacturing projects, acquire the fundamental knowledge necessary for their work, and prepare for their practical duties after being assigned to a department. The goal is for participants to gain experience in reaching agreements and building relationships with stakeholders, managing quality, cost, and delivery deadlines, developing the ability to overcome challenges as if they were their own, and achieving success through the completion of a product. |
| Follow-up training | After being assigned to a department, a group training session will be held in December. Through a workshop format, participants will reflect on their work experience since their assignment with their peers, taking stock of their experiences and using this as an opportunity to re-examine their work methods and ways of thinking. |
| Educational training for recent graduates | |
| Training for recent graduates and new hires | This course will cover our purpose and values, company systems, structures, rules, and the display industry. Furthermore, the curriculum is designed to help you understand basic operational rules based on the Tanseisha Group Code of Conduct. |
| Follow-up training | After being assigned to a department, a group training session will be held in December. Through a workshop format, participants will reflect on their work experience since their assignment with their peers, taking stock of their experiences and using this as an opportunity to re-examine their work methods and ways of thinking. |
Training for all employees
| PMS (Personal Awareness and Procedural Training) | We recognize the importance of protecting personal information and will reduce the risk of information leakage by acquiring appropriate handling procedures. |
|---|---|
| Environmental education (EMS) | This program teaches the fundamentals and policies of environmental management, encouraging proactive Environmental Consideration behavior in daily work. |
| Compliance training | We will ensure strict adherence to laws and regulations and corporate ethics, fostering an awareness throughout the group that promotes sound and fair business activities. |
| DE&I Training | We aim to create a workplace environment where individuals with diverse values and backgrounds can respect each other and maximize their potential. |
| Intellectual Property Program | We aim to deepen understanding of intellectual property protection and creation, thereby strengthening corporate competitiveness and preventing the risk of infringing on the rights of others. |
| Harassment prevention training | We will learn about the correct understanding and countermeasures against harassment, and work towards creating a workplace where all employees can work with peace of mind. |
| Self-improvement program *Applicant system |
In addition to improving fundamental skills as a business professional, we have introduced a "Self-Improvement Program" to provide opportunities to develop one's own work style and way of thinking. To more effectively acquire the practical and future knowledge required, we have established a system that allows employees to select tools according to their purpose and level. We offer multiple learning tools that incorporate elements of acquiring personal skills expected to be used in practical work and learning about current trends, so that each employee can choose the tool that best suits the knowledge they are seeking. |
Training by generation and hierarchical level
| Training programs by hierarchical level | In addition to various training programs aimed at helping employees achieve their desired career paths, we also offer training curricula for young and mid-career employees that allow them to acquire the skills and knowledge necessary for business professionals. |
|---|---|
| Career training | To support the formation of individual career visions by providing opportunities to consider career development and diverse working styles at each age group, we offer career training programs tailored to different age groups (20s, 30s, 40s, 50s, and pre-retirement to re-employment). |
| Career consultation | Once a year, the Human Resources Department conducts a career survey and supervisors conduct career interviews for all employees. We also have a career counseling service within the Human Resources Department, where you can receive interviews and career consulting as needed. |
| Training for managers and above | We offer various training programs for managers, including training for newly appointed managers, "Career Interview Training" to help them understand the mindset, approach, and interview techniques of supporting their subordinates' careers, "Career Development Support Training" to provide guidance on building an environment and relationships where subordinates can autonomously build their careers, and "Opportunities for External Career Consulting" where managers can meet with external career consultants and reflect deeply on themselves to consider how they will build their careers in the future. We also offer selective training programs such as the "Advanced Specialist Training Program," the "Management Talent Development Program," and the "Female Manager Career Advancement Program." |
Employee training to improve technical expertise
Education for Production Professionals
With the aim of improving the quality and technology of production workers, we conduct "production professional skills training" related to "laws and regulations", "safety", and "construction". In addition to creating and disseminating our own "Laws and Regulations Handbook" that summarizes laws and regulations related to space creation, we also hold seminars on process management and sharing technical knowledge based on case studies. In addition, we respond to customer needs by reminding them of safety and quality control at the planning stage and on-site.
Education for designers and planners
We reaffirm the points of "design basics," "laws and regulations," and "equipment" that designers and planners need to know when promoting their work, and provide technical learning opportunities to avoid problems and risks from the design stage. In addition, we hold technical seminars for designers to strengthen their engineering skills and develop design tools such as video content.
Initiatives to improve creativity
To strengthen our creative capabilities, we disseminate and share information for various research purposes, such as design knowledge, know-how, and materials, at our head office and online, and hold seminars and training sessions with top creators from outside the company.
Related Information | Media Coverage (Design Information Site 'JDN')
Initiatives for young employees
Implementation of technical education and basic education
As part of our training for new employees, we implement technical education programs on laws and regulations, prohibited matters, special management matters, electrical and mechanical equipment, etc. In practice, we are also working to improve technical skills, such as providing opportunities for construction consultations and on-site guidance on projects for young employees.
For young employees up to their third year as designers and planners, we have developed a training program based on the three axes of "creative," "engineering," and "career," and we provide seminars, field trip training, and interviews as comprehensive basic education that cannot be supplemented by on-the-job training.
New employee training "Human Resource Development Project"
Since 2005, we have been conducting our original, practical training program for new employees called the "Human Resource Development Project." This program consists of "Introductory Training" and "Business Manual" sessions, where participants learn about the company and acquire the basic knowledge necessary for business operations, and "Product Production," where they practice manufacturing.
The core program of this training, "Product Creation," aims to prepare new employees for their work after assignment by having them experience various challenges through actual manufacturing while working in teams, gaining foundational knowledge tailored to the characteristics of their work, and preparing them for practical work. Through reaching agreements and building relationships with stakeholders, and managing quality, cost, and delivery deadlines, new employees experience challenges similar to those in real work, and by taking ownership of these challenges and seeing the product through to completion, they gain their first sense of success. At exhibitions held since 2011, we showcase the learning and growth of new employees through products created in collaboration with leading designers and top-class craftsmen, and convey our company's commitment to and dedication to human resource development.
Designers participating in the Human Resource Development Project (titles omitted)
Ryosaku Aoki, Masayuki Haruta, Ken Takeshita, Ryo Yamane, Ayato Tsuji (TENT), Keiji Ashizawa (Keiji Ashizawa Architectural Design), Tadahito Ishibashi (IDL Co., Ltd.), Kenji Ito (MUTE), Yu Ito, Yoshimi Tsurugi (SOL style), Naoki Ono, Yuki Yamamoto (YOY), Yota Kakuda (YOTA KAKUDA DESIGN), Hiroshi Kajimoto (Kajimoto Design Office), Yuma Kano (NOU Co., Ltd.), Kentaro Kudo (STUDIO noem), So Koizumi (SO KOIZUMI DESIGN), Mikiya Kobayashi (MIKIYA KOBAYASHI INC.), Takuto Yamamichi, Motoki Chiba, Himari Nishikawa, Shogo Hayama (Tsubame Architects Inc.) + Nanami Sato (Doken Inc.), Koichi Suzuno (TORAFU Architectural Design), Mayuko Tsunoda, Tetsushi Hasegawa (minna), Naoki Terada (INTEROFFICE), Tsutomu Nagaoka (POINT), Tetsutaro Nakabayashi (Tokyo Zokei University), Hajime Narukawa (AuthaGraph), Jun Hashimoto (FUNIO DESIGN), Iyo Hasegawa, Kunikazu Hamanishi (STUDIO COHAKU), Yusuke Hayashi, Yoko Anzai (DRILL DESIGN), Taiji Fujimori (Taiji Fujimori Atelier), Sae Honda, Akira Mabuchi (AKIRA MABUCHI DESIGN), Hidenori Yamaguchi, Yuko Oriyama (Caro Inc.), Makoto Yamaguchi (Makoto Yamaguchi Design), Keiichiro Yamada (KAICHI DESIGN), Sachiko Yuzawa (ASSOCCA STYLE), Tansei In-house Designers
Holding of "Super Cultural Festival," an independent project led by young employees.
At Tanseisha's Cross Media Innovation Headquarters, the "Super Culture Festival" has been held since 2023, primarily at "Konan Lab Mark Three [Mk_3]," Tanseisha's research and development and demonstration base for spatial Spatial Production technology, as an event to present the research results of "autonomous practical projects" led by young employees that expand the possibilities of space with technology and ideas.
This event is a presentation of the results of an "independent practice project" that brings together young employees from the "Cross Media Innovation Headquarters," a specialized team dedicated to maximizing and optimizing the value of spatial experiences, in collaboration with alliance partners in various fields, to create new experiential value utilizing diverse technologies. By allowing many customers and partners to experience Tanseisha's "space x technology" initiatives, we are expanding the new possibilities of spatial experiences.
Related Information | Our Website "Announcements"
The content for "Super Culture Festival 2025," an event showcasing research results in space and technology, has been decided.
We will hold "Cho Bunkasai 2025," an event where young employees will present the results of their research into space and technology.
Support for obtaining qualifications
We support each employee's independent learning and aim to develop highly specialized human resources. As part of this, we have established a qualification support system for first-class architects, first-class construction management engineers, and other qualifications that are legally required or deemed necessary for the job, and we support employees in obtaining qualifications by paying a portion of the expenses associated with obtaining them.
Eligibility for support (as of 2026)
1st class architect, 2nd class architect, 1st class structural design architect, 1st class Equipment Layout architect, building facility engineer, 1st class construction management engineer, 1st class construction management engineer assistant, 2nd class Building Work management engineer, 2nd class Building Work management engineer assistant, supervising engineer, real estate agent, curator, 1st and 2nd class event management specialist, small and medium-sized enterprise consultant, managing architect, outdoor advertising specialist, construction accountant, electrical and electronics general technical supervision, specially managed industrial waste management manager, safety manager, 1st class sanitation manager, fire prevention manager, safe driving manager, manager to prevent unreasonable demands, waste management manager, etc.