Improving On-Site Work Efficiency Through BPR and Promoting Diversity

「Strategy, etc. Details Results The foundation of talent development, the "Kenwa Academy" Training and development investment ¥1.88 billion Number of Meister certification holders Level 1 1,047 people Level 2 7,492 people Level 3 9,289 people Securing diverse talent and advancing women Number of female store managers Power 1 PRO 0 H&G 134 Athena 0 Total 135 people」

「To provide an environment in which everyone can apply for jobs with confidence, our group newly formulated the "Komeri Group Fair Recruitment Policy."」「As of the end of September 2025, a total of 478 women were active in store management positions: 365 at large-format stores (2 store managers, 5 deputy store managers and 358 group leaders) and 113 at H&G (store managers).」

「Training and development investment ¥1.87 billion Number of female store managers Power 1 PRO 0 H&G 102 AT 0 Total 103 people」

「The opportunities for our female store managers to contribute have expanded as a result of the streamlining of store operations. As shown below, 82 women are serving as store managers. In particular, a woman became store manager of Komeri Power Yamaga in June 2024, the first female store manager in the Power format.」

「b. Investment in training and human resources for the fiscal year ended March 2024 totaled ¥1.81 billion, up 104.0% year on year. To further strengthen sales capabilities, we mainly promoted Level 1 and Level 2 Meister certification.」

「In human capital investment, we are currently focusing on increasing the number of Meister certification holders under the Meister system, which aims to strengthen sales capabilities and upgrade skills. We are particularly active in developing employees and associate employees in the remodeling field, where we have established a full-remodeling structure at all stores, and in the agricultural field, where we offer advance sales of agricultural supplies and collaborate with JAs.」

「Training time has been incorporated into work shifts to enable e-learning. From April to September 2023, 468 additional employees obtained Level 2 Meister certification, which provides the knowledge needed to propose solutions tailored to customer needs. The cumulative number of holders reached 6,805, representing an acquisition rate of 61.3%.」

「Women's average length of service is currently 4.3 years, 8 years shorter than men's, and women who have been with the company for more than 15 years account for only slightly more than 10% of female employees. As a result, the proportion of women in management positions was still low, at 7.2% as of the end of March 2023. We are therefore actively promoting female employees to positions immediately below management. We are also actively increasing the recruitment of female new graduates, with women accounting for 30% of employees who joined the company in April 2023.」

「Investment in training and human resources for the fiscal year ended March 2023 totaled ¥1.74 billion, up 132.8% year on year. To further strengthen sales capabilities, we mainly promoted Level 2 Meister certification.」

「To develop people who can put the spirit of preserving what should be preserved while embracing change into practice, we reorganized our various in-house training programs and integrated and strengthened them as the "Kenwa Academy." We have also incorporated training time into work shifts and are continuing to improve our e-learning curriculum and training environment for product knowledge and job skills. As of the end of December 2022, the number of employees who had obtained Meister certification was 9,763 at Level 3, 5,627 at Level 2 and 338 at Level 1.」

「Based on Komeri's management principle that "people are the most important pillar of the business," we respect employees' human rights and are creating an environment in which diverse talent can better demonstrate their abilities and contribute regardless of gender, nationality or age. We are building human resources systems and diverse training programs to achieve planned transfers, strengthen sales capabilities and product capabilities through job-specific and level-specific training, and improve productivity. We will develop core talent and strive to ensure an environment in which employees can work with peace of mind, safety and good health and find fulfillment in their work.」

「We will improve customer convenience and make work easier, better, faster and more cost-effective for all employees, thereby increasing productivity at stores and the store support center (head office), strengthening our ability to make proposals to customers, further increasing sales at existing stores and establishing a highly profitable operating structure.」

「The effect of containing selling, general and administrative expenses through BPR (business process reengineering) and other measures also supported progress in low-cost operations. Net income attributable to owners of the parent reached a record high for the first quarter for the third consecutive fiscal year.」

「By making store work easier, better, faster and more cost-effective, our group will create an environment in which diverse talent can better demonstrate their abilities and contribute, while building a compact store support center (head office) and improving productivity. We will also provide employee training efficiently, accumulate various types of know-how, share successful examples horizontally across the organization, and develop a diverse and highly specialized workforce. At the end of the fiscal year, women in management positions accounted for 34% of our female employees, or 127 people.」

「BPR (business process reengineering) and other measures reduced the types and volume of store work, contributing to further progress in low-cost operations. Selling, general and administrative expenses were contained, and consolidated results for the cumulative third quarter increased in both revenue and profit.」

「By promoting the transformation of frontline work through BPR to make it easier, better, faster and more cost-effective, we will build a low-cost operating model and create an environment in which diverse talent can contribute more fully.」