Our training program is based on Lawson's corporate and business strategies, and delivers high-level skills needed for various job types and positions. The ultimate goal is to foster headquarters employees' ability to think, act, and grow autonomously as we work together toward the development of next-generation convenience store business models. To this end, we provide continuous and systematic support to the entire staff of the Lawson Group.
We hold human rights and diversity training once a year for all employees to ensure that they have a correct understanding of issues relating to discrimination, prejudice and harassment, and are able to act in a considerate manner towards one another.
We hold SDGs training once a year for all employees with the aim of helping them understand the Lawson Group's efforts to achieve the Sustainable Development Goals (SDGs) and link them to action.
We hold compliance and risk training once a year for all employees with the aim of making them aware of compliance and risk management in their daily work, and enabling them to act appropriately.
We hold labor management training once a year for all employees to allow them to acquire basic knowledge on correct work styles and labor management. In addition, we also hold labor management training for managers once a year to ensure that they are able to properly manage the labor of their subordinates.
In order to create a corporate culture in which each and every employee raises his or her own hand and takes the initiative in self-development, we operate a system to support self-development for career development. We provide subsidies for self-education and introduce services that are useful for self-education, such as correspondence courses, commuting courses, external seminars, purchase of study materials, and magazine subscriptions.
●List of main training programs
Name of training | Target employees | Frequency of training | Aims of training | Main subjects covered in training |
Number of participants per year |
---|---|---|---|---|---|
Training for new employees | |||||
Initial training for new employees joining the company. | New employees joining the company. | Once a year | (1) Understanding Lawson's philosophy, vision, and basic systems and structures(2) Change of consciousness from "student to working adult (Lawson employee)" and "working adult to business person" | Company profile and strategy, Group Philosophy, various personnel and labor systems, compliance, business manners, franchise business, The Three Essential Practices, commerce, etc. | 216 |
Training for new employees joining the company | New employees joining the company (first year) | 3 times a year | As a Lawson employee and member of society: (1) Improve and maintain attitude toward work and customers(2) Acquire business manners, knowledge and skills |
Sales floor development, hygiene management, money management, C&R management, communication, work procedures, labor management, etc. | 209 |
Initial training for new employees joining the company at other times of the year (STEP 1) |
New employees joining the company at other times of the year *All departments and positions |
7 times a year | (1) Understanding of the company organization, systems and Group Philosophy(2) Understanding of the franchise business(3) Understanding of store management | Company profile and strategy, Group Philosophy, various personnel and labor systems, business models, The Three Essential Practices, compliance, etc. | 73 |
Initial training for new employees joining the company at other times of the year (STEP 2 and STEP 3) |
New employees joining the company at other times of the year *SV candidates |
Twice a year | Acquire the basic knowledge and skills necessary to be a Lawson employee | The Three Essential Practices, sales floor development, labor management, money management, inventory, settlement sheets, monthly planning, etc. | Step 2 5 Step 3 10 |
Job-specific training | |||||
Training before promotion to SV | Assistant Supervisors (ASV) | 6 times a year | Acquire the knowledge and skills necessary to provide management guidance as a supervisor | Management guidance flow for solving individual franchise store issues, problem-solving techniques, practical guidance, and a test to confirm mastery | 160 |
AMD Training From the month of appointment to the following month |
Assistant Merchandisers (AMD) | Twice a year | Acquire the knowledge and skills necessary for product headquarters operations for newly assigned AMD staff | ・Confirmation of the roles and activities of each department within headquarters・Acquire specialized knowledge of related departments such as legal affairs related to operations・Process confirmation training at VDR and distribution centers (CDC, DDC, FDC) 4 weeks for all processes | 48 |
AMD Training (Follow-up consultation) 3 months after appointment |
Assistant Merchandisers (AMD) | Twice a year | To encourage employees to push forward with their assigned tasks after being assigned to the product headquarters (AMD and staff) by resolving problems such as work being out of their comfort zone or not knowing how to proceed with confirmation. | Organize assigned tasks, discuss issues, and explain AMD checklist items | 26 |
AMD Training (Follow-up consultation) 6 months after appointment |
Assistant Merchandisers (AMD) | Twice a year | To have employees who have been assigned to the Product Division (AMD Staff) for six months work to resolve issues in learning MD skills throughout the year. | Lecture on a series of MD tasks, and refresher course on essential knowledge (master, etc.) Inventory of skills checklist, confirmation of mastery on a yearly basis |
26 |
ARFC training | Assistant Recruitment Field Counselors (ARFC) | Twice a year | Acquisition of knowledge and skills required for promotion to RFC for newly assigned ARFCs | STEP 1: RFC business overview, area strategy, town layout, system and action management STEP 2: Property survey, property assembly and negotiation, request for approval and contract, process management |
Around 10 |
Training by job level | |||||
Training for new managers | Managerial appointees | Twice a year | (1) Further reinforcement of compliance and risk management systems(2) Acquire the roles, knowledge, and skills necessary to achieve goals through subordinates | What is expected of managers with subordinates, legal-related risk management, compliance and risk management, labor management, evaluation system, management | 61 *No. of participants in FY2020 |
Employee training | |||||
Career design training | Employees who reach the age of 53 | 2 to 4 times a year | Have employees reconsider their career from various perspectives, including work, health, leisure, and money, and think about their future career independently | About the personnel system that will apply to them in the future, as well as about life plans, money plans, health and leisure, and career plans | 39 *No. of participants in FY2020 |
Human rights and diversity training | All employees | Once a year | (1) Promoting correct understanding of discrimination, prejudice and harassment(2) Deepening understanding of diversity and enabling people to act with consideration for one another | Basic knowledge of human rights and diversity, understanding of diverse populations, harassment, unconscious bias, psychological safety | All employees |
SDGs training | All employees | Once a year | To understand the Lawson Group's efforts to realize the Sustainable Development Goals (SDGs) and link them to action | Basic knowledge about SDGs, issues and initiatives in the company | All employees |
Compliance and risk training | All employees | Once a year | To be aware of compliance and risk management in daily work and be able to act appropriately | Basic knowledge of compliance and risk management, sharing of case studies, how to be prepared and respond in work | All employees |
Labor management training | All employees | Once a year | Acquire basic knowledge of correct work styles and labor management | Basic knowledge of daily working style and working hours, work plans, work reports | All employees |
Labor management training for managers | Managers | Once a year | Acquire the mindset and basic knowledge of labor management for subordinates, and realize appropriate labor management | Basic knowledge of labor management, understanding of working hours, concept of overtime work, work plans | Managers |
Remote work training | Required for remote work applicants (All employees can take this course) |
Once a year | Understand the remote work system and learn how to work remotely | Purposes and effects of remote work, details of remote work system and how to apply for it, notes and rules on how to work remotely | 4,279 *No. of participants in FY2020 |
We provide BMC training for affiliate stores that are just starting out in business, to help them learn the principles, concepts, and operations for a smooth start in store management and sales. A total of 448 people take this course annually.