Strengthening human resources and organizational capabilities and improving the workplace through a human capital strategy
First written in FY2023. 4 of 6 entries say "Advanced", first in FY2024. Latest entry: 2026-10-07.
The whole theme swung hardest in 2020: 2 of 9 companies on the "Worse" side.
82 other companies' latest entry also says "Advanced".
- 2026-10-07AdvancedGovernance
「特に、「エンゲージメントの発展的連鎖」の起点となる「社員エンゲージメントの向上」を主たる目標に据え、「多様な人財の活躍を最大化する人財ポートフォリオの構築」「社員が能力と挑戦意識を最大限発揮できる企業文化の醸成」を重点施策として推進します。」
人的資本戦略について、人財ポートフォリオ、タレントマネジメント、キャリア形成、次世代経営人財育成などの施策を具体化した。 - FY2026AdvancedAnnual report
「In FY2025, the company established the new position of “Executive Fellow,” treating specialist talent who contribute specialised skills to enhance the value of business divisions as the highest employee grade. It will further develop its treatment of specialist talent and promote clearer dual-track career paths.」
The company put its talent strategy into practice by introducing or planning measures including the highest grade for specialist talent, one-on-one meetings, career preference declarations, and internal internships. The employee engagement score was 3.76, with targets of 3.80 for FY2028 and at least 4.00 for FY2035. - FY2024AdvancedAnnual report
「Based on the three frameworks of the transformation programme in Nishimatsu-Vision2030 and Medium-Term Management Plan 2025, namely “reform of mindsets and behaviour,” “strengthening organisational capabilities,” and “creating growth resources,” the company has set short- and medium-term targets and is advancing specific initiatives.」
For human capital, the company disclosed FY2023 results including 967 participants in dialogue with the president, a 36% progress rate for visualising talent data, 29 career hires, women accounting for 0.4% of management positions, a remote-work implementation rate of 34.1%, and a rate of 75.8% for men taking leave for childcare purposes. It also presented targets including a women-in-management ratio of at least 2%, a remote-work implementation rate of 100%, and a voluntary turnover rate below 1.5% for FY2025. - FY2023First statedAnnual report
「Going forward, to expand value co-creation activities from “developing social infrastructure” to “rebuilding social functions” in order to create new opportunities, the company will establish the direction of its talent development and advance specific initiatives based on the three frameworks of Nishimatsu-Vision2030 and the transformation programme in Medium-Term Management Plan 2025: “transforming talent mindsets and behaviour,” “strengthening organisational capabilities,” and “creating growth resources that enable employees to take on new challenges.”」
The company established indicators and targets including a female hiring rate of at least 20%, at least 20 career hires, a voluntary turnover rate below 1.5% in FY2025, a follow-up examination rate of at least 80% after regular health checkups, and a remote-work implementation rate of 100%. It aims for women to account for 2% of management positions in 2025 and for the rate of parental leave utilisation to be 100% from FY2024 onward.