Workstyle Reform, Four-Week, Eight-Day Rest at Worksites, and Strengthening Human Resource Development
First written in FY2018. 7 of 9 entries say "Advanced", first in FY2019. Latest entry: FY2026.
84 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「As of March 2029 ・New graduate hires 125 ・Experienced hires 31 As of March 2029 46 (Note: 1.5 times fiscal 2023) 95.0% 13.7 days」
The company disclosed its human resources strategy KPIs, comprising 99 new graduate hires, 16 experienced hires, 39 female technical employees, a 95.0% male parental leave uptake rate and 13.7 days of annual leave taken as of March 2026, and showed the gaps against its 2029 targets. - 2026-05-14AdvancedEarnings
「優秀な人材の確保と働き方満足度の向上に向けて、初任給の引き上げや継続的かつ適正なベースアップ、若手社員の早期抜擢、公募制異動、女性管理職・幹部候補の育成、技術系女性社員の採用強化、定年年齢引き上げ、ワークライフバランス向上のための子育て世代を支援する制度拡充等、各種施策に取り組んでまいりました。」
賃金、登用、女性人材、定年、子育て支援など、人材戦略の施策を継続・具体化した。 - FY2024AdvancedAnnual report
「The company expanded systems supporting diverse work styles and employees raising children, in addition to creating a comfortable, employee-friendly workplace and improving operations through work-style reform aimed at achieving a four-week, eight-day-off schedule and reducing working hours.」
The company expanded the four-week, eight-day-off schedule, reduced working hours and expanded systems supporting diverse work styles and employees raising children, and obtained the two-star Eruboshi certification in October 2023. It also implemented an increase in starting salaries, base-pay increases and health management initiatives. - FY2023AdvancedAnnual report
「The company also implemented wage increases, including base-pay increases, to secure personnel and improve employee satisfaction, as well as initiatives under its health management program, including introducing a dietary improvement app and holding walking events.」
In addition to work-style reform aimed at achieving a four-week, eight-day-off schedule and expanding systems supporting diverse work styles and employees raising children, the company implemented wage increases and health management initiatives. To promote women's participation, it also set a three-year target of increasing the number of female technical employees and female managers to 1.5 times their levels in March 2022. - FY2022AdvancedAnnual report
「The company expanded systems supporting diverse work styles and systems supporting employees raising children, in addition to creating a comfortable, employee-friendly workplace and improving operations through work-style reform aimed at achieving a four-week, eight-day-off schedule.」
In addition to work-style reform aimed at achieving a four-week, eight-day-off schedule, the company expanded systems supporting diverse work styles and employees raising children. - FY2021RaisedAnnual report
「Strengthening human resources New training center facilities Office relocation and improvements Introduction of work-style reform tools, including RPA ¥5 billion Creating a rewarding workplace ・Number of female engineers (versus fiscal 2020) ・Holiday-taking ・Doubling the number of female engineers ・100% achievement of the four-week, eight-day-off schedule」
For work-style reform and employee development, the company set measurable targets of doubling the number of female engineers and achieving a 100% four-week, eight-day-off schedule, in addition to investing in a new training center, RPA and other initiatives. - FY2020AdvancedAnnual report
「Construction of new training center ¥5,617 million ¥2,683 million Internal funds To be acquired by March 2022」
The company stated that its construction plan, including the acquisition of land for a new training center, had a total value of ¥5,617 million and was scheduled to be acquired by March 2022. - FY2019AdvancedAnnual report
「The company implemented various measures, including encouraging employees to take holidays, improving office environments, establishing a framework for worksite support programs and introducing RPA (Robotic Process Automation), to improve operational efficiency.」
The company implemented concrete measures for work-style reform and operational efficiency, including encouraging employees to take holidays, establishing worksite support programs and introducing RPA. - FY2018First statedAnnual report
「Achieving a four-week, eight-day-off schedule at worksites / Eliminating long working hours / Promoting women's participation / Rebuilding the education and training system, including construction of a new training center, through both software and hardware measures」
The company positioned work-style reform and employee development as independent themes under the Power Up Project, setting out a four-week, eight-day-off schedule at worksites, elimination of long working hours, promotion of women's participation, operational support tools and construction of a new training center.