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Talent development

At Mizuho, we work diligently to build a talent portfolio that balances the career ambitions of each and every employee with the number and type of personnel required to realize the strategies of each business field. Our talent development process is conducted strategically on a global, group–wide basis in accordance with each employee's stage of career development.

Career development training framework

Our HR Vision specifies that we believe that the "personal development of individual employees contributes to the stable and sustainable growth of Mizuho as a whole." Therefore, we put emphasis on training that encourages employees to utilize their strengths and provides opportunities for them to use their skills and develop their abilities. Ensuring that each individual has access to career development support is a key part of this endeavor. In addition, we are pursuing various initiatives that help increase the understanding and awareness of our Corporate Identity and which support the embedding of a shared, group–wide corporate culture.

In an effort to promote greater diversity and inclusion and to create a workplace that encourages employees from diverse backgrounds to grow and excel, we are upgrading and expanding our training programs to accelerate the pace at which non–Japanese and female employees are appointed to management positions. At the same time, we offer an online education portal, Mizuho e–Campus, which employees can access freely from home. Through these and other means, we are bolstering the various self–development opportunities available to employees.

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  • *"Second career" refers to Mizuho group employees who are re–hired by the group after their mandatory retirement (aged approx. 50–55). Please note this applies only to Japan.

Further information

ESG data(Talent development)

Training and development of junior employees (Early career training)

Training Sessions for All Newly Hired Personnel

We conduct joint training sessions for all newly hired personnel at Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, Mizuho Securities, and Mizuho Information & Research Institute with the aim of fostering a greater sense of unity upon entering the group and to help new graduates to develop a sense of their role in the company and in society at large.

Specialized career track training

Mizuho offers several programs that help employees take initiative in planning their careers over the medium to long term by introducing them to different career options and the corresponding responsibilities and requirements that they should meet in order to qualify for each respective role. Employees in their first, fourth, and sixth years of their career are provided with tailored career development support opportunities. Additionally, employees in their 40s have the opportunity to participate in a program where they can proactively develop career plans and consider the type of role they want to aim for going forward in order to maximize their contribution to the organization over the long term.

Please refer to "Promoting the employment and advancement of diverse talent" for details regarding additional training opportunities provided specifically for female employees.

Structure of the Mizuho University Program

The Mizuho University Program functions like a university within the company, by offering various courses and educational programs which are provided through external vendors/resources. The Mizuho University Program is accessible to all employees throughout the group.

  • Mizuho Program for Management Development (PMD)

    This program is composed of a series of lectures that condenses and integrates the topics and content typically taught in Master of Business Administration (MBA) courses into a relatable, practical context for the program participants. Utilizing case studies and group discussions, the participants strive to formulate new, innovative business strategies to positively impact the organization.

  • Mizuho College

    Mizuho College is a program that effectively combines lectures with group discussions and case studies to promote the development of skills, abilities, and expertise in a wide range of areas, from business skills to formal certification, to developing a global mindset.

  • Mizuho Knowledge Forum

    This forum helps participants acquire the knowledge, insight, and judgment required to survive in a fast–paced, volatile business environment where change is the new constant.

  • Study abroad program

    Employees may apply to study at a graduate school outside Japan, for example on an MBA or LL.M. (Master of Laws) program, in order to gain international insight and reinforce specialist expertise.

  • External educational programs

    Mizuho has a system for sending employees to graduate schools and educational institutions both within and outside of Japan, with the aim of reinforcing their expertise in specialized fields.

Leadership development initiatives

Mizuho is committed to providing a wide range of opportunities for employees to develop their leadership capabilities. We conduct training for senior management (the Mastery Leadership program) as well as training for employees who have recently been appointed to management positions (the M's Circuit program) with the aim of cultivating strong leaders.

The objective of these programs is to transform mindsets and behaviors. This includes deepening participants' understanding of the ways in which cultivating an inclusive work environment leads to innovation, business success, and other positive effects. Participants discuss the actions leaders can take to recognize unconscious bias and better enable each individual to utilize their unique qualities and strengths, thus turning our diversity into one of Mizuho's greatest strengths.

Training programs that facilitate a diverse range of career paths

To begin developing employees and proactively advancing them through the organization from the early stages of their careers, we have created the Branch Manager/Younger Manager Recruitment Programs for selecting branch general managers and younger managers based on an internal application system. Other programs include the Internal Job Change Program for helping employees pursue careers and acquire greater expertise; the Career Design Workshop, Career Advancement Seminar, and Expert Program for supporting the career–building goals of ambitious employees in specialist positions; the Job Track Transfer System for those wishing to change to a different job track based on their career aspirations; and the Career Advisor Consulting System to provide career guidance and other support for each individual employee based on their diverse career goals.

Branch Manager Recruitment Program

In January 2003, we introduced a system to select branch managers from among internal applicants to begin developing our younger employees and advancing them through the organization early in their careers.

Younger Manager Recruitment Program

Mizuho introduced the Younger Manager Recruitment Program in July 2013 to provide more opportunities for highly motivated younger employees, further energize the organization, and strengthen frontline operations.

Internal Job Change Program

This program helps employees to pursue their own career goals and to obtain increasingly specialized capabilities. Applications for various positions within each group company are accepted. Therefore, even employees in specialized positions do not need to restrict their future career path to their current job field and can attempt the challenge of a new field if they so choose.

Expert Program

The purpose of the Expert Program is to rapidly identify and provide career–development support to administrative staff who have outstanding specialist capabilities, are highly motivated, and have the potential for promotion to a management–level job. About 650 employees successfully completed the Expert Program in FY2016.

After completing the program, employees are given more advanced role expectations and objectives, as well as additional opportunities along with workshops at each stage of career development as part of the program's goal to prepare participants for management–level positions. Mizuho is making an organization–wide effort to develop administrative staff and prepare them to take on management roles.

Job Track Transfer System

This system enables employees to change job tracks such as Management Track (Generalist), Management Track (Specialist), and Operations Specialist Track. The objective of this system is to provide a wider range of options to better accommodate the diverse goals and interests of our workforce, enabling each individual to expand the scope of their duties and/or fields of expertise in line with their career aspirations, and helping us achieve our commitment to putting the right person in the right position throughout the organization.

Internal Job Fairs

Every year we hold internal "job fairs" where employees can speak directly with those working in other fields within the organization, learn about different areas of the business that they may be interested in working in, and gain a better understanding of the opportunities available for expanding the scope of their career. Participants use this opportunity to consider different future possibilities and take a more active role in designing their own career path. Additionally, these job fairs are a source of valuable information for participants who are considering applying for the Internal Job Change Program.

Career Advisor Consulting System

The Career Advisor Consulting System provides opportunities for employees to discuss matters related to changes in their personal situation due to marriage, childbirth, parenting, aging family member care responsibilities and so on, and to receive guidance on medium– to long–term career planning, including taking charge of their own career, and supporting direct reports in developing and managing their own careers. The system also enables employees to receive individualized support and advice from both external specialists and Mizuho employees who are qualified career advisors.

From fiscal 2016, female employees in particular have also had the option of meeting with women from outside Mizuho who have extensive business experience and who act as career advisors, offering advice on how to navigate career issues that disproportionately affect women.

Further information

ESG data(Talent development)

Future Executive Leader Development Program

The Future Executive Leader Development Program is jointly run by Mizuho and an external business school. High potential employees at the senior management level are identified from a diverse pool of candidates on a group–wide and global basis and their leadership capabilities are strategically developed through the program. Candidates are given equal opportunity regardless of nationality, gender, work history, or the length and/or trajectory of their careers at Mizuho and are selected from among all fields within our banking, trust banking, securities, asset management, and research & consulting business areas.