Human Capital Development, Skills Development and Talent Strategy KPIs
First written in FY2023. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2020: 2 of 12 companies on the "Worse" side.
103 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「KPI FY2025 results Target (FY2026) Ratio of women in career-track positions hired as new graduates 19.0% 25% or higher Ratio of women in management positions 6.0% 15% or higher Turnover rate within 3 years of joining for new graduates 11.2% 5% or lower Employment rate of people with disabilities 2.64% 2.7% or higher」
FY2025 results and FY2026 targets for human capital and diversity KPIs were disclosed, and measures including the Global DX Center, human resources development and succession planning were specified. - FY2025AdvancedAnnual report
「The Company’s basic policy is to secure and develop personnel who can help create a company where diverse employees respect one another, work energetically and feel that they are growing, as well as personnel who practice sustainability and serve as a true global general contractor and personnel who respond to customer needs and the demands of society with foresight, courage and speed.」
The human capital policy was organized into three areas: DE&I, securing and developing personnel, and well-being. Measures including quarterly reporting to the Board of Directors, OJT, Off-JT, SDS, reskilling and succession planning were specified. - FY2023First statedAnnual report
「The Company promotes individual capability development through three core pillars: workplace training (OJT, or on-the-job training), group training (Off-JT) and support for self-development (SDS). With an emphasis on opportunities for communication, it develops the knowledge, technical skills, goal orientation and ability to act that contribute to stronger site and technical capabilities.」
The human resources strategy was described systematically, covering quarterly reporting to the Board of Directors, the Human Resources Committee and Human Resources Systems Operations Committee, OJT, Off-JT, self-development support, support for obtaining qualifications and reskilling support. KPIs were also established, including a turnover rate of no more than 5% within 3 years of joining for new graduates, a ratio of women in career-track positions hired as new graduates of at least 25%, and a ratio of women in management positions of at least 15%.