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Human Resources Development

Mizuho works 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. Mizuho systematically undertakes personnel development on a global, group–wide basis in accordance with each employee's stage of career development.

Career Development Training Framework

Mizuho has specified in our HR Vision 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." In addition, Mizuho is pushing forward 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, Mizuho is upgrading and expanding its training in a bid to accelerate the pace at which non–Japanese as well as female employees are appointed to management positions. At the same time, Mizuho operates an online education portal which employees can access freely from home. Through these and other means, Mizuho is 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.

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Main Training Programs and Participation
Category FY2015
No. of Participants Total Training Hours
Training and Development of Junior Employees 2,449 378,000
Specialized Career Track Training 2,556 39,000
Mizuho University Program 4,082 16,000
Leadership Development Initiatives 818 12,000
  • *[Scope] Employees of Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, Mizuho Securities, and Mizuho Information & Research Institute in Japan
  • *[Data compilation] Based on initiatives that have been implemented on a group–wide basis.

Training and Development of Junior Employees (to Strengthen Basic Knowledge and Skills)

Training Sessions for All Newly Hired Personnel

Mizuho conducts joint training sessions for all newly hired personnel at 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 conducts programs that help young employees in their first, fourth, and sixth years take initiative in planning their careers over the medium to long term. The purpose of these programs is to share with junior employees their career options, and to educate them on the corresponding responsibilities and requirements that they should meet in order to qualify for each respective role.

Please refer to "Promoting the Employment and Advancement of Diverse Human Resources" 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 Advanced Management Program (AMP)

    This program comprises a series of lectures on corporate management for employees to acquire relevant knowledge, plus group discussions on issues and topics concerning Mizuho.

  • 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 on 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.

  • Dispatching System

    This system dispatches 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 training, which aims to transform mindsets and behaviors, allows management–level employees to gain an awareness of the unconscious bias that exists both at the institutional level and at the personal level. It creates a space for them to debate the actions required of leaders to control this unconscious bias while 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, Mizuho has created the Branch Manager/Younger Manager Recruitment Programs for selecting branch general managers and younger managers based on an internal application system. Other examples include the Internal Job Change Program for helping employees pursue careers and acquire greater expertise, the Rookie Career Design Program for employees early in their careers, the Career Design Workshop, Career Advancement Seminar, and Expert Program for supporting the career–building goals of ambitious employees in specialist positions, and the Career Advisor Consulting System to provide career guidance and other support for younger employees.

Rookie Career Design Program

The Rookie Career Design Program helps young employees design careers with a medium– to long–term outlook. It helps them to develop an awareness of career possibilities and the breadth of fields available within Mizuho, and to then understand role expectations and skill and capability requirements.

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 250 employees successfully complete the Expert Program each year.

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.

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.

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  FY2013 FY2014 FY2015
No. of employees selected to fill internal openings via the Branch Manager Recruitment Program*1 8 4 7
No. of employees selected to fill internal openings via the Younger Manager Recruitment Program*2 4 5 7
No. of employees selected to fill internal openings via the Internal Job Change Program*3 112 113 123

[Scope]

  • *1 Mizuho Financial Group, Mizuho Bank, and Mizuho Trust & Banking
  • *2Mizuho Financial Group and Mizuho Bank
  • *3 Mizuho Financial Group, Mizuho Bank, Mizuho Trust & Banking, Mizuho Securities, and Mizuho Information & Research Institute.

Future Executive Leader Development Program

Mizuho provides development programs for executive management candidates in collaboration with external educational institutions to equip them with a high level of leadership skills. These candidates are selected from a diverse pool of employees throughout the group (banking, trust banking, securities, asset management, and research & consulting) and throughout the world.