Human Resource Development

We are committed to developing talent that can create new value in a rapidly changing business environment while carrying forward the material recycling business we have built over more than a century through paper sales and recovered paper collection. Our goal is to cultivate professionals who combine deep knowledge of paper and related materials with strong solution-providing capabilities in sales. Guided by the KPP Group philosophy, the KPP Group Way, we focus on “cultivating accountable people” who can “pioneer the future with paper innovation” by enhancing the quality and effectiveness of our training programs.

Under our Fourth Medium‑Term Management Plan, we have set “annual training hours per employee” as a Group‑wide training KPI, with a year‑on‑year increase as our target. This reflects our commitment to providing sufficient training for all employees and targeted personnel, while improving the quality and impact of our programs. In addition, the results for Japan in fiscal year 2024 are presented.

・Group-wide Targets
Target: Year‑on‑year increase in training hours per employee
Definition: Training hours per employee = Total training hours ÷ Number of employees

・FY2024 Results in Japan

Training hours per employee	KPP Group Holdings	12.6 hours
	Kokusai Pulp & Paper	10.8 hours
Training cost per employee	KPP Group Holdings	42 thousand yen
	Kokusai Pulp & Paper	30 thousand yen

・Training System
At Kokusai Pulp & Paper, our subsidiary’s operations in Japan, we offer training tailored to each career stage—from young professionals to mid-career employees—including business skills programs and promotion-related training. We also provide management communication training based on engagement survey results to strengthen dialogue between supervisors and team members. In addition, we support continuous learning through e-learning programs and qualification assistance to　deepen specialized knowledge and enhance management skills. Through these initiatives, we drive development across three key areas: acquiring expertise, expanding and deepening skills, and redeveloping capabilities to meet evolving requirements.

・Support for Certification Acquisition
Since the fiscal year ended March 2025, we have introduced a program to help employees obtain four widely applicable and high-demand qualifications. From the following year, the program was expanded to cover not only exam fees but also the cost of study materials. This initiative supports upskilling and reskilling, helping employees advance their careers. The qualifications currently covered by the program are as follows:

• IT Passport
• MOS (Microsoft Office Specialist)
• TOEIC 
• Bookkeeping