Strengthening Talent Retention and Development
First written in FY2018. 6 of 9 entries say "Advanced", first in FY2022. Latest entry: 2026-10-09.
108 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「Material issue Strategy Target (fiscal year ending August 2026) Actual (current fiscal year) Employee development and recruitment Measures to retain personnel 5 e-learning courses completed per person annually 1 course (annual) Turnover rate among employees within 3 years of joining as new graduates: below 20% 11.1% Attendance at seminars on energy-saving calculations, energy-saving subsidies, BIM, ZEB and other topics: at least 5 times annually 14 times Promotion of diversity Workplace environment where diverse personnel can thrive Women in management: 5% 1.5% Women as a percentage of technical employees: 5% 4.5% Promotion of work-life balance Encouraging the use of paid leave Paid-leave utilization rate: at least 50% 49.6% Average number of paid-leave days used: at least 9 days 9 days Supporting the balancing of childcare and work Parental-leave uptake rate (men): 100% 100.0%」
The company specifically disclosed targets for the fiscal year ending August 2026 and actual results for the current fiscal year concerning employee development and recruitment, turnover, seminars, the proportion of women, paid leave and men's parental-leave uptake rate. - FY2024AdvancedAnnual report
「Issue Strategy Target (fiscal year ending August 2026) Actual (current fiscal year) Employee development and recruitment Measures to retain personnel 5 e-learning courses completed per person annually 1 course (annual) Turnover rate among employees within 3 years of joining as new graduates: below 20% 28.5% Attendance at seminars on energy-saving calculations, energy-saving subsidies, BIM, ZEB and other topics: at least 5 times annually 15 times Promotion of diversity Women in management: 5% 1.6% Women as a percentage of technical employees: 5% 1.9% Paid-leave utilization rate: at least 50% 51.2% Average number of paid-leave days used: at least 9 days 9 days Parental-leave uptake rate (men): 100% 100.0%」
The company specifically disclosed targets for the fiscal year ending August 2026 and actual results for the current fiscal year concerning employee development and recruitment, diversity, work-life balance and balancing childcare with work. - FY2023AdvancedAnnual report
「The company will develop a “total engineering group equipped with technical expertise and personnel” to understand customers' needs relating to facility-related projects and earn their satisfaction and trust. To achieve this, it will strengthen its business foundation by developing and securing diverse personnel and providing the necessary training and programs. It will also work to pass on technical expertise through OJT and support employees in developing their careers.」
The company has made its measures for recruiting and developing personnel more specific through the transfer of technical expertise, OJT, career development, training programs and the recruitment of diverse personnel. It has also disclosed targets for the fiscal year ending August 2026, including a 5% ratio of women in management, a 5% ratio of women among technical employees and a paid-leave utilization rate of at least 50%. - FY2022AdvancedAnnual report
「Amid the chronic shortage of skilled workers in the construction industry, the company will work to promote employee well-being with diversity and create an attractive workplace where employees can find purpose in their work. To pass its capabilities on to the next generation, the company will actively invest in education and develop “space specialists.”」
The company's measures for recruiting and developing personnel have been made more specific through diversity, creating a rewarding workplace, investment in education and the development of “space specialists.” - FY2020RestatedAnnual report
「As measures to address this risk, the company promotes the recruitment of new graduates and mid-career hires through visits to universities by human resources personnel, company information sessions, internships and other initiatives, and works to secure personnel. It also works to develop personnel through group training, on-the-job training and other programs.」
The company specifically identifies university visits, company information sessions, internships, group training and workplace training as measures for recruiting and developing personnel. - FY2019RestatedAnnual report
「At the company, securing and developing personnel with specialized knowledge and strong communication skills in the sales and construction divisions is necessary as the source of its basic management policy. The company will therefore enhance its in-house education and training programs.」
The company continues its policy of recruiting and developing personnel, explicitly identifying in-house education and training programs focused on the specialized knowledge and communication skills required in the sales and construction divisions. - FY2018First statedAnnual report
「To build a robust corporate structure that is resilient to changes in the business environment, the company will work to strengthen recruitment and employee development.」
The company has newly identified strengthening recruitment and employee development as measures to build a corporate structure that is resilient to changes in the business environment.