Grand Central to Release Details of Unique Onboarding Policies and Details of the Performance-Linked HR System [Part 2 0% turnover rate of new graduates within 3 years*1 Increased retention rate of young employees through "Quality Supremacy" and thorough management

2025.05.16 15:15

株式会社Grand Central

Grand Central Corporation (Headquartered in Minato-ku, Tokyo; Takumi Kitaguchi, CEO; hereinafter referred to as "Grand Central") has maintained a 100% new graduate retention rate since its establishment. Following the first part of the report published on May 12, 2025, we will publish the second part, which details the company's onboarding policy and performance-linked personnel system based on the "Quality Supremacy Principle" behind the policy.

*1 As of May 7, 2025. Based on our company's data.

Part 1: https://www.atpress.ne.jp/news/435629

Grand Central、新卒3年以内離職率0％を継続

Grand Central Continues 0% Turnover Rate of New Graduates within 3 Years

1. a closer look at Grand Central's management style

One element that increases engagement is "management. Grand Central's management, which aims to be an infrastructure company, defines the highest quality as "improving the client's sales results" and "continuing to execute until success regardless of the request" and places "quality supremacy" at the core of its management.

In order to clearly differentiate ourselves from our competitors, we embody this highest quality in every aspect of our work, including service content, appearance (suits), speedy response, and language, and we emphasize an attitude of "not doing anything special, but rather continuing to thoroughly and honestly work on the basics.

As the number of members increases in line with corporate growth, we need to maintain and improve our high quality standards and continue to meet our clients' expectations. To this end, we are working to instill our unique culture of "thoroughness in sales," "quality supremacy," and "customers first" throughout the company.

We would like to introduce some of the training that our 25 graduate members receive.

Grand Central's training program alternates between "input and output. In the basic skills for working adults, we invite outside lecturers to help participants learn the skills that will serve as the foundation for acquiring specialized skills. In the sales aspect, manager-level employees serve as instructors for approximately one month, providing direct guidance on their own know-how and knowledge and deepening their understanding of Grand Central's culture as well as knowledge and skills that will enable them to become immediately competitive.

The following are two of the most unique aspects of the program.

(1) DX human resource development

Regardless of where you are assigned, you will acquire the Salesforce Certified Administrator certification. In the process of acquiring the certification, they will gain a deep understanding of "how Salesforce is designed to support sales activities" and "how to use it more efficiently," so that when they go out into the field, they will be able to promote operational efficiency and data-driven decision making in sales activities on their own, and contribute to improving sales performance. This is expected to contribute to the improvement of sales performance by promoting operational efficiency and data-driven decision making in sales activities on their own.

(2) Many practical environments

In the training program, participants input the basics of the company and sales and sales skills, and then consolidate their skills through rope-playing. In the final stage, the trainees are challenged with practical work such as making phone calls and selling at exhibitions in actual project teams, where they can experience how well their skills are used, how responsive they are, and the results they have achieved.

In addition, the number of appointments made is ranked in real time on Salesforce, creating a highly transparent environment that stimulates a sense of competition, motivates each individual to improve, and fosters a culture of friendly competition among the members.

These training programs are the foundation for working adults and for the embodiment of our "Quality Supremacy" philosophy. It is this generous support in the initial stages that directly leads to new graduate members breaking customer sales records.

CEO Kitaguchi believes that "rather than one person scoring 100 points, it is better for everyone to score 80 points, which leads to the growth of the entire organization," and has developed a system for coming to work and an office that is easy to work in. We believe that in order for new graduates to work with confidence, it is important to have an environment where they can absorb the skills of their supervisors, have their questions answered immediately, and take on challenges without fear of failure.

Since we have people from a wide variety of industries on our staff, we actively set up opportunities to share know-how and knowledge and devote ourselves to our motto of "sharing the light" every day.

25卒メンバー

25 graduate members

2. summary

While many companies are facing the so-called "3 years and 30% problem" of new graduates leaving early, Grand Central Inc. has maintained a 0% turnover rate of new graduates within 3 years since its establishment. This is due not only to our systems and benefits, but also to our unique culture and strong commitment to employee development.

The "Quality Supremacy" principle that we uphold is not only the value we provide to our clients, but also the basis of our employee training. We thoroughly instill basic skills as a member of society and Grand Central's values through manner training in the early stages of employment, instillation of our corporate philosophy, and practical rope-playing. This is an important process for developing human resources who can play an active role from an early stage and lead to a sense of job satisfaction and growth.

In addition, as evidenced by the employee interviews, the "growth-enhancing environment" is the source of high employee engagement. A culture in which efforts are fairly evaluated and challenges are encouraged, and a spirit of "sharing the light" in which employees inspire each other and share learnings, stimulate the desire for individual growth.

These efforts allow new graduates to start their careers with peace of mind, without feeling a gap after joining the company, and to maximize their individual abilities, Grand Central will continue to grow together with its employees through human resource development based on a "quality first" philosophy and a culture that encourages challenges.

株式会社Grand Central