Talent Development and Organizational Vitality
First written in FY2016. 4 of 9 entries say "Advanced", first in FY2020. Latest entry: FY2026.
The whole theme swung hardest in 2022: 2 of 20 companies on the "Worse" side.
11 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Implementation period: 1 April 2026 to 31 March 2031」
Talent development and organisational revitalisation initiatives have expanded into human capital measures accompanied by a women's participation action plan running from April 2026 to March 2031 and targets for women's recruitment, continued employment, overtime work and the ratio of women in management positions. - FY2025AdvancedAnnual report
「● Increase in the number of women assigned to operations predominantly staffed by men — Target: 40% increase from March 2021 — Actual: 36 people (achievement rate: 200.0%)」
For the number of women assigned to operations predominantly staffed by men, actual results of 36 people and an achievement rate of 200% were disclosed against the target of a 40% increase from March 2021. - FY2024AdvancedAnnual report
「● Increase in the number of women assigned to operations predominantly staffed by men — Target: 40% increase from March 2021 — Actual: 83.3% increase (achievement rate: 183.3%) / ● Number of training sessions by employee level (FY2022–FY2024) — Target: 40 sessions (3-year total) — Actual: 28 sessions (achievement rate: 70%)」
The number of women assigned to operations predominantly staffed by men increased 83.3% against the target of a 40% increase from March 2021, while training by employee level reached 28 sessions against the 3-year target of 40 sessions. - FY2023AdvancedAnnual report
「● Increase in the number of women assigned to operations predominantly staffed by men — Target: 40% increase from March 2021 — Actual: 33.3% increase (achievement rate: 83.2%)」
Progress in expanding the number of women assigned to operations predominantly staffed by men was disclosed as a 33.3% increase against the target of a 40% increase from March 2021, representing an achievement rate of 83.2%. - FY2021RestatedAnnual report
「In addition to strengthening graduate recruitment, we are working to recruit and develop talented personnel who will lead the company in the future, while promoting diversity by expanding the placement of women in occupations and operations previously dominated by men and taking other measures.」
Initiatives to secure talent and revitalise the organisation, including mid-career recruitment, development of employees with multiple skills and expanded placement of women, continue. - FY2020AdvancedAnnual report
「In April 2019, we revamped our personnel system and have worked to retain employees by promoting and maintaining motivation through measures including multiple career paths, differentiated treatment based on performance, appropriate placement of personnel and a review of the post-retirement reemployment system.」
Talent development and organisational revitalisation initiatives progressed to implementation through the revamp of the personnel system, career paths, employee treatment, personnel placement and review of the reemployment system. - FY2018RaisedAnnual report
「Rebuilding recruitment policies, strategies and measures suited to the times, actively recruiting mid-career employees, planning and rolling out measures to improve retention of younger employees, reviewing the treatment of employees rehired after reaching retirement age, and promoting women's participation」
The scope of talent development and organisational revitalisation has expanded to recruitment strategy, mid-career recruitment, retention of younger employees, treatment of rehired employees and women's participation. - FY2017RaisedAnnual report
「We recognise the importance of pursuing high-quality management underpinned by higher corporate ethics by making opportunities to foster a sense of unity, job fulfilment and self-realisation a regular feature.」
The scope of talent development and organisational revitalisation has expanded to include the work environment, job fulfilment and regular opportunities for self-realisation. - FY2016First statedAnnual report
「Planning and developing measures for talent development and organisational revitalisation」
Listed as one of the key policy issues for FY2016.