Talent Development

Talent Development
Human Resource Development System
Performance Evaluation and Compensation

Talent Development

At ORIX, developing talent that can thrive on a global scale is a priority, and there are extensive opportunities for employees who actively take on challenges. We are dedicated to creating rewarding work environments that enable employees to enhance their abilities and expertise.

ORIX provides employees with opportunities and an environment that enables them to make their own career choices by supplying practical information to help chart their mid- to long-term careers as well as opportunities to acquire skills in new fields. Through systems such as the internal internship system—where employees can work in a different department of their choice for a designated period of time—and the career challenge system which allows employees to make a direct appeal to a department to which they wish to be transferred, ORIX allows employees to encounter and experience various work environments and jobs while remaining within the company and provides opportunities for employees to take on new challenges.
ORIX believes that while it is essential for employees to take ownership of their career development, it is also imperative for employers to take responsibility for employee growth and to establish a system that supports and encourages self-development.

Human Resource Development System

Based on ORIX Group Purpose & Culture, which is the core of everything we do, we have established various training systems to allow all ORIX employees to fully demonstrate their individual capabilities.
In-house lectures, taught by employees with extensive knowledge of the businesses of each department, convey the expertise, skills, and culture that have enabled ORIX to grow its businesses, and are also used to develop the next generation of talent.

ORIX Corporation holds a total of 139,518 hours of internal training^* for employees annually.

Internal training refers to professional development training held by HR during the fiscal year ended March 31, 2026.

Training System (ORIX Corporation, as of March 31, 2026)

Enhancing Management Skills

●Employee management and organizational development skills training
To develop new recruits and early-career employees, we conduct job-level training including initial training for new recruits, follow-up training for early-career employees, third-year employee training, and training for new assistant managers. The training is designed as an opportunity to reflect on the trainee's experience at various points in order to delineate a vision for the future. We also conduct position-specific trainings at the management level for employee management and organizational development.

For Entry-Level and Mid-Level Employees

Training for new recruits	Junior employee follow-up training
New recruits are taught foundational knowledge necessary for working at ORIX. Prior to joining the company, recruits are offered lectures on qualifications exams as well as on the company itself to deepen employee understanding of ORIX. After joining the company, employees receive new recruit training, which covers business manners, financial knowledge, thinking and communication skills that serve as infrastructure for their future careers.	This program provides employees with an opportunity to review and reflect on their job responsibilities and experiences, and to proactively consider their future career path. The aim is to deepen mutual understanding and respect through communication with employees at a similar career stage, thereby improving motivation and promoting "Co-work"(collaboration).

Training for new recruits

Junior employee follow-up training

New recruits are taught foundational knowledge necessary for working at ORIX. Prior to joining the company, recruits are offered lectures on qualifications exams as well as on the company itself to deepen employee understanding of ORIX. After joining the company, employees receive new recruit training, which covers business manners, financial knowledge, thinking and communication skills that serve as infrastructure for their future careers.

This program provides employees with an opportunity to review and reflect on their job responsibilities and experiences, and to proactively consider their future career path. The aim is to deepen mutual understanding and respect through communication with employees at a similar career stage, thereby improving motivation and promoting "Co-work"(collaboration).

Job-level trainig
Employees are offered Job-level training such as third-year training and new assistant manager training. The mission of these trainings is to encourage employees to reflect on their career up until that point and then envision their future career development.

For Managers

Training for new managers	Management skill reinforcement training
We conduct trainings for newly-appointed managers and teach them basic knowledge necessary for managing, such as organizational direction and guidance, labor management, and incentive systems.	This training teaches the principles and responsibilities of nurturing people and organizations. Employees learn about leadership and how to create a strong organization as well as how to achieve their ideal management style.

For Mid-career Recruits

Introduction training
We nurture the understanding of management philosophy, values, and the organization as a whole through conducting training upon entry so newcomers can realize their potential at an early stage.

●Global talent / next-generation development training
In the fiscal year ended March 2012, we established a global human resource development system to strategically develop employees who can succeed on a global stage. Initiatives for new recruits and mid-career employees include secondment to overseas subsidiaries and educational programs for acquiring global communication skills.

For Entry-Level and Mid-Level Employees

Global human resource development program	Global trainee system
This program aims to teach not only English language skills but global communication skills such as negotiating, presenting, and an overall global business mindset as well. The goal is that these skills will lay the foundation for employees to become human resources with international mindsets.	Employees who wish to go overseas or work in overseas-related departments have opportunities to be sent to China and South Korea with the aim of fostering human resources capable of helping develop overseas businesses. This training program combines overseas programs with On-the-Job Training at local subsidiaries.

Career Support

Individuals are increasingly required to make career-related choices corresponding to ever-changing social conditions and various life stages. In addition to enhancing our human resources system, we provide support so employees can think and act autonomously.

●Program to support employees' self-directed career development

Career development program
This program supports the employee-driven career development of our employees. It helps employees map out their own career plans and enact them by providing career training by role. It also offers both internal and external career consultation hotlines that give employees access to career consultants.

●Systems for career development

Internal internship system	Self-application system
The internal internship system allows employees to work in the department of their choice for 5 business days, and is open to comprehensive and administrative work position employees, including chief managers who have been with the company for over 2 years. It targets employees who are interested in the work of other departments and helps deepen their understanding of other businesses while providing opportunities for career development.	Employees may directly state to the human resources department where they wish to transfer. All employees have the annual opportunity to declare where they would like to transfer to. This system provides employees with opportunities to reflect on career path.

Internal internship system

Self-application system

The internal internship system allows employees to work in the department of their choice for 5 business days, and is open to comprehensive and administrative work position employees, including chief managers who have been with the company for over 2 years. It targets employees who are interested in the work of other departments and helps deepen their understanding of other businesses while providing opportunities for career development.

Employees may directly state to the human resources department where they wish to transfer. All employees have the annual opportunity to declare where they would like to transfer to. This system provides employees with opportunities to reflect on career path.

●Systems for self-directed career advancement

Career challenge system	Internal job posting system
To further develop their careers in a self-directed manner, an employee may directly contact a department to which they wish to transfer. If both parties come to an agreement, the employee may transfer to that department.	During business expansion or the launch of a new business, departments can internally recruit employees from other departments. Employees can apply and, if successful, may transfer.

Career change system
Employees who wish to advance their careers in a self-directed manner and achieve their full potential may change from administrative work positions to comprehensive work positions, or from regional comprehensive work positions to comprehensive work positions that are not limited to a particular region.

●Systems valuing contributions from senior employees

Career challenge system (ages 45 and older)	Internal job posting system for senior employees
Mid-senior level employees may directly contact the department of their choice to leverage their abilities, expertise and strengths in a new business area. If both parties come to an agreement, the employee may transfer. In addition, in order to deepen the range of available career opportunities and allow employees to contribute further to ORIX, we have expanded the existing “career challenge system.” Employees are now permitted to apply for positions in former roles or departments.	To support senior employees continuing to leverage their abilities, expertise and knowledge after age 60, multiple internal recruitment schemes are in place for a diverse range of positions.

Career challenge system (ages 45 and older)

Internal job posting system for senior employees

Mid-senior level employees may directly contact the department of their choice to leverage their abilities, expertise and strengths in a new business area. If both parties come to an agreement, the employee may transfer. In addition, in order to deepen the range of available career opportunities and allow employees to contribute further to ORIX, we have expanded the existing “career challenge system.” Employees are now permitted to apply for positions in former roles or departments.

To support senior employees continuing to leverage their abilities, expertise and knowledge after age 60, multiple internal recruitment schemes are in place for a diverse range of positions.

●Work-life balance support (childbirth, childcare, nursing care) seminars
In addition to providing support through its human resource system, ORIX works to prevent job turnover due to childcare and nursing care worries by holding career support seminars on work-life balance so employees can obtain know how and advice from more experienced employees and acquire the knowledge required to prepare for life events and continue to work successfully.

Seminars for employees taking maternity leave and childcare leave	Return to work training
Since 2005, ORIX has held seminars that support working parents’ return to work and encourage communication and exchange between them. These seminars explain the environment surrounding working parents, outline points employees should consider for mid- to long-term career planning (such as when to return to work), as well as helping them prepare for balancing work and home life.	Held for working parents planning to return to work the following year, providing information on how to be successful as a working parent, the importance of effectively communicating with colleagues, and how to arrange a structure for balancing work and life outside of work.

Post-return-to-work training	Childcare seminars for couples
This program brings together employees who have returned to work to exchange experiences and reflect on their medium- to long-term career paths. Participants are encouraged to envision their future selves and explore ways of working during the childcare stage. The program supports employees in building autonomous careers while continuously updating their approach to balancing work and family life.	Since 2016, we have held seminars for couples to provide opportunities not only for working parents but also their spouses to think about how work, careers and family life can be balanced. This contributes to nurturing a network between working parents and their partners, and providing opportunities for employees to think about long-term career development and work styles.

Post-return-to-work training

Childcare seminars for couples

This program brings together employees who have returned to work to exchange experiences and reflect on their medium- to long-term career paths. Participants are encouraged to envision their future selves and explore ways of working during the childcare stage. The program supports employees in building autonomous careers while continuously updating their approach to balancing work and family life.

Since 2016, we have held seminars for couples to provide opportunities not only for working parents but also their spouses to think about how work, careers and family life can be balanced. This contributes to nurturing a network between working parents and their partners, and providing opportunities for employees to think about long-term career development and work styles.

Nursing care seminars
Employees with family members who require nursing have been increasing, and many employees express anxiety about future nursing care needs that are likely to arise; therefore, balancing nursing with work is a critical issue. We have been hosting nursing seminars for employees interested in nursing care since 2016.

●Diversity promotion / training for female employees
To help female employees maximize their capabilities, we provide training to support them in taking a lead role in building their own careers, and promote further advancement of women in the workplace.

Study group for female managers from other industries	Mentoring program
This group aims to foster the development of female executive candidates at companies who are proactively promoting the advancement of women, and to create an external network among them. Activities include round-table conferences inviting female directors, career seminars by external lecturers, allowing ORIX employees to think and interact with their peers outside of the company.	Executives and department managers regularly mentor employees regarding work and career paths, providing opportunities for mentees to expand their horizons. Mentees may select their own mentor and theme.

For more information regarding systems for work-life balance, please see here.

●Diversity promotion / training for senior employees
In the belief that the participation of senior employees with extensive experience and expertise can enhance organizational strength and vitality within the company, ORIX conducts career interviews with employees of the age of 50 and promotes the advancement of senior employees in the workplace.

Career interview	Training for senior employees
Recognizing the age of 50 as a significant milestone, employees undergo an interview with a human resources department career counselor, are encouraged to reflect on their strengths, experiences and values. They are also asked to take initiative in progressing in their roles and work styles with the aim of achieving consistent performance.	In response to the extension of the retirement age to age 65, this training provides an opportunity for employees to think about responsibilities and work styles beyond the age of 60. Information about maintaining health and managing personal assets is also included in the training.

Support for Self-Development

We encourage self-motivated employees to further develop the skills and knowledge necessary for work through various self-development support programs.

Selective training program	Self-development support program
Held to encourage individual independent career decisions in a fast-paced, ever-changing business environment. Employees can select their training of choice in this selective training system that exists to support employee skill development.	We encourage self-motivated employees to further develop the skills necessary for work using various self-development support programs such as financial support for commuting to university at the graduate level, or bursaries when having acquired qualifications recognized by the company as valuable to the organization.

System of financial support for self-improvement	Online learning platform
A fixed annual benefit point is given to employees, which can be used for various activities such as self-development through acquiring qualifications, learning languages, promoting health via fitness centers, and balancing work and family life using childcare and nursing-related services (employees are free to choose any option).	To support realization of self-directed careers and further accomplishments by its staff, ORIX has introduced an online learning platform which allows all employees to learn fairly without time, place, or language restrictions.

Performance Evaluation and Compensation

Basic Policy

ORIX regards its people as its most important capital in executing its management strategy and enhancing corporate value on a sustainable basis. It is essential to provide an attractive workplace where employees can thrive with strong motivation and a sense of fulfillment, and where their contributions are appropriately recognized, supported by an appropriately designed and effectively operated compensation system.
Based on this view, ORIX has adopted “evaluation and treatment aligned with job responsibilities and performance” as a basic principle of its compensation system. Fixed compensation is determined based on the roles and job responsibilities expected of each employee, while variable compensation (bonuses) is determined based on performance outcomes. Bonuses reflect not only individual performance evaluations but also overall company performance.

Performance Evaluation and Compensation System

The performance evaluation and compensation system serves three purposes: employee development, achievement of organizational goals, and the appropriate reflection of performance in compensation and treatment. ORIX places strong emphasis on regular discussions and dialogue between supervisors and employees throughout the evaluation process. Supervisors clearly communicate expected roles and performance standards, provide feedback on evaluation results, and support employees in achieving their medium- to long-term career aspirations.
Furthermore, to ensure that the system functions fairly and consistently, ORIX requires supervisors to undergo training and conducts surveys on managerial behavior from employees’ perspectives. The Human Resources Department uses the results of these surveys to monitor the operation of the system and drive its continuous improvement.

Talent Development