Strengthening the Talent Base Through Talent Mobility and Work-Style Reform
First written in FY2017. 6 of 10 entries say "Advanced", first in FY2021. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Through these initiatives, the company will continue to produce talent capable of succeeding in Japan and overseas and creating the company's distinctive "outstanding value."」
The company organized its talent strategy into 6 areas: recruitment, personnel systems, work-engagement reform, talent development, wellness and DE&I, and globalization, and specified a shift toward frontline operations. In addition to strengthening training for local staff at overseas locations, it began dispatching participants to the Japan Overseas Cooperation Volunteers program in partnership with JICA. - FY2025AdvancedAnnual report
「The company is implementing cross-company initiatives to establish a standing pool of approximately 50 candidates for next-generation management talent. Each fiscal year, it selects potential talent from each business division and deploys effective development measures centered on ongoing coaching, with the aim of developing them into management talent (80 next-generation management talent candidates cumulatively).」
The company continues measures aimed at maintaining a pool of approximately 50 candidates for next-generation management talent and disclosed cumulative results of 80 candidates. - FY2024AdvancedAnnual report
「The ratio of women in management rose to above 4.3% in fiscal 2023. The company has also achieved a 100% male parental leave uptake rate for 4 consecutive years since fiscal 2020.」
The ratio of women in management rose to 4.3%, and the company achieved a 100% male parental leave uptake rate for 4 consecutive years. In fiscal 2023, it also introduced personnel and compensation systems linked to positions and grades, as well as a retirement age extension system. - FY2023AdvancedAnnual report
「The company is implementing cross-company initiatives to establish, within 3 to 5 years, a standing pool of approximately 50 candidates for next-generation management talent.」
The company organized its talent strategy into 5 areas: talent development, renewal of personnel systems, work-engagement reform, diversity, and globalization. It set a target of continuously selecting approximately 50 next-generation management talent candidates within 3 to 5 years and presented ongoing coaching as a development measure. - FY2022AdvancedAnnual report
「The company selected 50 potential employees and provided ongoing coaching by career coaches to develop the next generation of management talent. Starting in fiscal 2022, this program will cover approximately 500 employees aged 30, 40, 50, and 55.」
The company specified its talent-development program through coaching for 50 potential employees, interviews with 220 employees in their 50s who wished to participate in fiscal 2021, and career interviews and reskilling for approximately 500 employees from fiscal 2022. It also disclosed diversity measures including a 100% male parental leave uptake rate. - FY2021AdvancedAnnual report
「To create value through human resources, the Group is focusing on developing self-directed personnel so that it can continuously produce management talent capable of taking on important roles.」
The company specified talent-development measures including awards for self-directed personnel, a self-directed personnel forum, and career coaching for potential talent. It also described diversity, global talent development, and health management as measures to strengthen organizational capabilities. - FY2020RaisedAnnual report
「The company will develop and secure diverse and talented personnel, improve the working environment, promote work-style reform, and strengthen organizational capabilities.」
The company linked its talent mobility and work-style reform policies to targets including average total actual working hours of 1,900 hours or fewer in fiscal 2024, a foreign employee ratio of at least 1.5%, and a construction career advancement registration rate of 100%. - FY2019RestatedAnnual report
「Through talent mobility (rotation) and work-style reform, the company aims to diversify its employees, broaden their capabilities, and enhance their potential.」
The company continues to describe measures to strengthen its talent base through rotation and work-style reform. - FY2018RestatedAnnual report
「Through talent mobility (rotation) and work-style reform, the company aims to diversify its employees, broaden their capabilities, and enhance their potential.」
The company continues to pursue measures to strengthen its talent base through rotation and work-style reform. - FY2017First statedAnnual report
「Through talent mobility (rotation) and work-style reform, the company aims to diversify its employees, broaden their capabilities, and enhance their potential.」
The company described measures to diversify employees and improve their capabilities through rotation and work-style reform as new measures to strengthen its management foundation.