Risk of declining construction skills and difficulty securing specialist talent and leaders
First written in FY2024. 4 of 6 entries say "Worsened", first in 2026-05-12. Latest entry: 2026-10-07.
Nishimatsu Construction moved to the "Worse" side of this theme in 2026, 1 year after the typical company in this theme (2025).
The whole theme swung hardest in 2026: 34 of 109 companies on the "Worse" side.
29 other companies' latest entry also says "Worsened".
- 2026-10-07WorsenedGovernance
「30代後半から40代の社員が極端に少ない現状で基盤事業の規模を拡大するには、人数だけでなく必要な能力を備えた人財の確保も必要です。」
専門人財・建設技能者不足に加え、30代後半から40代の層の不足と所長候補・中間層人財の確保を構造的課題として具体化した。 - FY2026WorsenedAnnual report
「A shortage of candidates for site manager positions caused by imbalances in the employee composition by age group and changing values could significantly hinder the continuity and growth of the business in the future.」
In addition to the existing shortage of specialist talent and construction workers, the company separately identified a shortage of candidates for site manager positions caused by an imbalanced age structure as a long-term risk. - FY2025-H1RestatedAnnual report
「During the interim consolidated accounting period, there were no new major risks or significant changes to the business risks described in the annual securities report that management recognized as potentially having a material effect on the financial position, operating results, or cash flows of the consolidated companies, among the matters concerning business conditions and financial matters described in this Semiannual Report.」
No material changes were identified regarding the risks of securing and developing specialist talent and leaders and a decline in construction workers. - FY2024First statedAnnual report
「If the company is unable to secure and develop talent with the expertise required for its business and leaders, this could affect the execution of its management plan. A future decline in the number of people working in construction due to a shrinking working-age population and the ageing of construction workers could also affect the company's results of operations.」
The company identified as major risks, separately, the inability to secure and develop specialist talent and leaders, the decline in the working-age population, and the ageing of construction workers, which could lead to talent shortages. Its response measures include training, strengthening its recruitment structure, training for partner companies, and improving productivity through smart worksites and DX.