Securing and Developing Human Resources and Promoting Workstyle Reform
First written in FY2017. 14 of 24 entries say "Restated". Latest entry: 2026-09-17.
108 other companies' latest entry also says "Advanced".
- 2026-09-17AdvancedShare Issuance and Disposal
「The Company resolved to introduce this system to encourage employees to contribute to enhancing corporate value and further share value with shareholders, and to encourage greater participation in the employee stock ownership association as a means of supporting employees’ asset formation.」
Regarding the existing themes of securing and developing human resources and work-style reforms, the Company specified the introduction of a restricted stock plan through the employee stock ownership association as a concrete measure. - FY2026AdvancedAnnual report
「The company began operating its new personnel and compensation system in April 2025. It introduced referral-based hiring from fiscal 2026. It implemented a wage revision with an average pay increase of approximately 10.94%. The company also set the starting salary for university graduates joining in April 2026 at ¥300,000.」
The company gave specific form to its human resources and work-style reform initiatives through a new personnel and compensation system, referral-based hiring and reforms to its training system. It disclosed an average pay increase of approximately 10.94% and a starting salary of ¥300,000 for university graduates joining in April 2026. - FY2024AdvancedAnnual report
「The company is building a construction system based on 3 pillars, “strengthening engagement,” “employee development” and “DX and research and development,” while reviewing staffing plans for worksites, achieving “8 days off over each 4-week period” and complying with statutory overtime caps subject to penalties.」
The company reorganized its human resources and work-style reform initiatives around 3 pillars: strengthening engagement, employee development, and DX and research and development, and is moving toward a construction system that achieves 8 days off over each 4-week period and complies with statutory overtime caps. It disclosed an achievement rate of 90.7% for 8 days off over each 4-week period and an engagement score of 41.5. - FY2022-Q3RestatedAnnual report
「The company will promote work-style reform, including a two-day weekend system at worksites, the requirement to take 5 days of paid leave annually and reductions in overtime work, and will work to improve the working environment for site engineers and skilled workers.」
The company continues to promote work-style reform and improvements to the working environment through a two-day weekend system, 5 days of paid leave annually and reductions in overtime work. - FY2022-Q2RestatedAnnual report
「The company will promote work-style reform, including a two-day weekend system at worksites, the requirement to take 5 days of paid leave annually and reductions in overtime work, and will work to improve the working environment for site engineers and skilled workers.」
The company continues to promote work-style reform and improvements to the working environment through a two-day weekend system, 5 days of paid leave annually and reductions in overtime work. - FY2022-Q1RestatedAnnual report
「The company will promote work-style reform, including a two-day weekend system at worksites, the requirement to take 5 days of paid leave annually and reductions in overtime work, and will work to improve the working environment for site engineers and skilled workers.」
The company continues to promote work-style reform and improvements to the working environment through a two-day weekend system, 5 days of paid leave annually and reductions in overtime work. - FY2021RestatedAnnual report
「From the perspective of securing human resources, the company will work on improved benefits and work-style reform, with employee development centered on “an environment where everyone can take on challenges and thrive,” “work-style reform” and “improving work efficiency through IT infrastructure.”」
The company continues to pursue employee development and work-style reform through 3 pillars: an environment where employees can take on challenges and thrive, work-style reform and IT infrastructure development. It also promotes the transfer of technical expertise through deepening and evolving its core technologies, applying them to new fields, taking on challenges involving new technologies and integrating them with IT technologies. - FY2021-Q3RestatedAnnual report
「From the perspective of securing human resources, the company will focus on employee development and the transfer of technical expertise, while working on employee capability development, education and training, and improved benefits. It will also strive to strengthen its financial position and maintain stable dividends for shareholders as its most important management priorities.」
The company reiterated its policy of securing human resources, capability development, education and training, and improved benefits centered on employee development and the transfer of technical expertise. - FY2021-Q2RestatedAnnual report
「From the perspective of securing human resources, the company will focus on employee development and the transfer of technical expertise, while working on employee capability development, education and training, and improved benefits. It will also strive to strengthen its financial position and maintain stable dividends for shareholders as its most important management priorities.」
The company reiterated, without significant changes, its policy of securing human resources, capability development, education and training, and improved benefits centered on employee development and the transfer of technical expertise. - FY2021-Q1ReframedAnnual report
「From the perspective of securing human resources, the company will focus on employee development and the transfer of technical expertise, while working on employee capability development, education and training, and improved benefits. It will also strive to strengthen its financial position and maintain stable dividends for shareholders as its most important management priorities.」
The company reorganized its measures for securing human resources, from the previous focus on capability development, education, improved benefits and work-style reform, around employee development and the transfer of technical expertise. - FY2020ReframedAnnual report
「From the perspective of securing human resources, the company is working on improved benefits and work-style reform, with employee development centered on “an environment where everyone can take on challenges and thrive,” “work-style reform” and “improving work efficiency through IT infrastructure.”」
The company reorganized its existing capability development, education and training, improved benefits and work-style reform into 3 pillars of employee development, and added improvements in work efficiency through IT infrastructure. - FY2020-Q3RestatedAnnual report
「Against this backdrop, concerns remain over shortages of engineers and skilled workers and rising material costs, and trends need to be monitored going forward. In addition, the Group needs to promote work-style reforms, including a five-day workweek at worksites, mandatory use of 5 days of paid annual leave, and reductions in overtime, while working to improve the working environment for site engineers and skilled workers.」
The company continues to promote a two-day weekend system, the requirement to take 5 days of paid leave annually, overtime reduction and improvements to working conditions at worksites as measures to secure human resources and reform work styles. - FY2020-Q2RestatedAnnual report
「To secure human resources, the Company will work on employee skills development, education and training, improving employment conditions, and work-style reform, while making the strengthening of its financial position and maintaining stable dividends for shareholders its most important management priorities.」
The company reiterated capability development, education and training, improved benefits and work-style reform to secure human resources. It also described a two-day weekend system, the requirement to take 5 days of paid leave annually and overtime reduction as measures for worksites. - FY2020-Q1RaisedAnnual report
「Against this backdrop, concerns remain over shortages of engineers and skilled workers and rising material costs, and trends need to be monitored going forward. In addition, the Group needs to promote accelerated work-style reforms, including a five-day workweek at worksites, mandatory use of 5 days of paid annual leave, and reductions in overtime, while working to improve the working environment for site engineers and skilled workers.」
In addition to the existing policy of a two-day weekend system, overtime reduction and the ultimate goal of closing worksites for 8 days over each 4-week period, the company explicitly stated the requirement to take 5 days of paid leave annually, thereby broadening the scope of its work-style reform measures. - FY2019RaisedAnnual report
「The company must promote improvements to the working environment for site engineers and skilled workers, including implementing a two-day weekend system with the ultimate goal of closing worksites for 8 days over each 4-week period and reducing overtime work.」
In addition to the existing two-day weekend system and overtime reduction, the company explicitly stated the ultimate goal of closing worksites for 8 days over each 4-week period, making the targets for work-style reform more specific. - FY2019-Q3RestatedAnnual report
「To secure human resources, the Company will work on employee skills development, education and training, improving employment conditions, and work-style reform, while making the strengthening of its financial position and maintaining stable dividends for shareholders its most important management priorities.」
The company continues to promote capability development, education and training, improved benefits and work-style reform to secure human resources. - FY2019-Q2RestatedAnnual report
「It will also be necessary to promote work-style reform, including implementing a two-day weekend at worksites and reducing overtime, and to work to improve the working environment for site engineers and skilled workers.」
The company continues to promote policies for securing human resources and work-style reform, specifically describing a two-day weekend system, reductions in overtime work and improvements to working conditions at worksites. - FY2019-Q1RestatedAnnual report
「It will also be necessary to promote work-style reform, including implementing a two-day weekend at worksites and reducing overtime, and to work to improve the working environment for site engineers and skilled workers.」
The company continues to promote policies for securing human resources and work-style reform, specifically describing a two-day weekend system, reductions in overtime work and improvements to working conditions at worksites. - FY2018-Q3RestatedAnnual report
「To secure human resources, the Company will work on employee skills development, education and training, improving employment conditions, and work-style reform, while making the strengthening of its financial position and maintaining stable dividends for shareholders its most important management priorities.」
The company reiterated its emphasis on capability development, education and training, improved benefits and work-style reform to secure human resources, as well as strengthening its financial position and maintaining stable dividends. - FY2018-Q2RestatedAnnual report
「To secure human resources, the Company will work on employee skills development, education and training, improving employment conditions, and work-style reform, while making the strengthening of its financial position and maintaining stable dividends for shareholders its most important management priorities.」
The company reiterated its emphasis on capability development, education and training, improved benefits and work-style reform to secure human resources, as well as strengthening its financial position and maintaining stable dividends. - FY2018-Q1RestatedAnnual report
「To secure human resources, the Company will work on employee skills development, education and training, improving employment conditions, and work-style reform, while making the strengthening of its financial position and maintaining stable dividends for shareholders its most important management priorities.」
The company reiterated its emphasis on capability development, education and training, improved benefits and work-style reform to secure human resources, as well as strengthening its financial position and maintaining stable dividends. - FY2017First statedAnnual report
「From the perspective of securing human resources, the company will work on employee capability development, education and training, improved benefits and “work-style reform,” while striving to strengthen its financial position and maintain stable dividends for shareholders as its most important management priorities.」
To secure human resources, the company presented employee capability development, education and training, improved benefits and work-style reform together as specific measures for the first time.