Human capital management centered on diversity, market value and engagement
First written in FY2023. 7 of 9 entries say "Advanced", first in FY2024-Q3. Latest entry: 2026-08-07.
No other company in this theme has enough history to compare yet.
- 2026-08-07AdvancedEarnings
「In response to these circumstances, we will continue investing in human capital to strengthen engagement with working employees, improve retention and rehire rates, and focus on improving recruitment efficiency by securing broad-based demand for personnel through proactive sales activities and matching candidates with placement assignments.」
The company indicated a policy of continuing human capital investment aimed at improving engagement, retention and rehire rates, together with efforts to improve recruitment efficiency. - FY2026AdvancedAnnual report
「The labor market surrounding our Group remains favorable to job seekers, making the securing and retention of personnel important factors in corporate growth. Against this backdrop, under the principle that “working people take center stage,” our Group is promoting job-seeker membership with “Tamaru Work,” a platform that enables diverse workplace and career choices in manufacturing operations, as a core strategy.」
The policy of viewing human capital through diversity, market value and engagement has been translated into concrete initiatives through job-seeker membership on “Tamaru Work” and the expansion of workplace and career choices. - FY2026-H1AdvancedAnnual report
「In addition, to continuously improve the application matching rate, we are encouraging job seekers to become members and building long-term relationships with them.」
The human capital management framework has been developed into specific relationship-building initiatives, namely enrolling job seekers as members and continuously improving the application matching rate. - FY2025AdvancedAnnual report
「Increase in median annual income (vs. fiscal year ended March 2021) (Note 3) % 7.9 Fiscal year ending March 2026 20 % increase vs. fiscal year ended March 2021」
The company continued to use its framework of viewing human capital through diversity, market value and engagement, and disclosed 34,289 domestic technical personnel on staff, a monthly retention rate of 95.3% and a 7.9% increase in median annual income. - FY2024AdvancedAnnual report
「Our Group has developed its own approach to human capital based on 3 elements: “diversity,” “market value” and “engagement,” and is strengthening initiatives to enhance their value.」
The company disclosed the 3 elements of human capital management together with metrics for recruitment, development, career paths and workplace development. In the fiscal year ended March 2024, the number of domestic technical personnel on staff was 33,078, cumulative training participants totaled 79,465, and the monthly retention rate was 96.1%. - FY2024-Q3AdvancedAnnual report
「The cumulative growth of each individual leads to the growth of UT Group. This is the underlying concept of UT Group’s human capital management. By continuing to expand the product of “diversity (creating workplaces where diverse people can work comfortably)” × “market value (enhancing each individual’s value)” × “engagement (building long-term relationships with working people),” our Group can achieve sustainable growth and realize its purpose.」
The framework viewing human capital through the 3 elements of “diversity,” “market value” and “engagement” was placed at the foundation of the rolling plan concept, and its relationship with sustainable growth and purpose realization was clearly stated. - FY2023First statedAnnual report
「Our Group has developed its own approach to human capital based on 3 elements: “diversity,” “market value” and “engagement,” and is strengthening initiatives to enhance their value.」
The company presented its own framework comprising 3 elements of human capital and systematized recruitment, development, workplace development and engagement enhancement as human capital management.