Development of ICT Specialists and Global Talent
First written in FY2016. 9 of 14 entries say "Advanced", first in FY2020. Latest entry: 2026-08-06.
108 other companies' latest entry also says "Advanced".
- FY2025Systematized human capital initiatives and disclosed fiscal year ending September 2025 targets, results and certification achievementsAnnual report
「[Key initiatives for talent development] ・Promoting and embedding behavioral principles CMC GROUP Way awareness and implementation activities ・Specialized education tailored to markets, functions and roles Product study groups, skills training and other programs ・Enhancing expertise CEO-directed selective training, next-generation talent development training and other programs」
The company provided a systematic account of talent development, specialized education, career development and support for self-directed learning. For the fiscal year ended September 2025, it disclosed a male childcare-leave uptake rate of 60%, a female childcare-leave uptake rate of 100% and a paid-leave uptake rate of 86%, among other figures. - FY2023Specified the human capital development policy, workplace environment initiatives, and numerical targets and resultsAnnual report
「In addition to talent responsible for research and development, business development and overseas expansion, the company is investing in human capital, including digital-native talent such as Generation Z. It is fostering a transformation mindset through awareness reform, promoting the acquisition of new literacy skills and improving job satisfaction by developing the workplace environment, thereby advancing the development of talent who will lead the next generation.」
In addition to investment in talent for research and development, business development and overseas expansion, as well as digital-native talent, the company disclosed initiatives including training, career development, women's advancement, working from home and childcare leave. For the fiscal year ended September 2023, it disclosed a male childcare-leave uptake rate of 56%, against a target of at least 15%; a female childcare-leave uptake rate of 100%, against a target of at least 90%; and a paid-leave uptake rate of 80%, against a target of 70%. - FY2023-Q3RestatedAnnual report
「During the nine-month cumulative period of the current fiscal year, the company advanced investment in talent and data and steadily pursued initiatives to strengthen the foundation of its business model.」
The company has reaffirmed its direction of strengthening the foundation of its business model through investment in talent and data. - FY2023-Q2RestatedAnnual report
「Going forward, the company will further promote investment in research and development and talent to strengthen the foundation of its business model.」
The company has reaffirmed its policy of investing in research and development and talent to strengthen the foundation of its business model. - FY2023-Q1AdvancedAnnual report
「Under its human capital strategy, the company will promote the development of next-generation talent who will lead the future by verifying education methods suited to the times, visualizing employee skills and achieving the right-person-for-the-right-position placement of talent, with a view to transforming its business model.」
For the development of next-generation talent, the company has added specific initiatives involving the verification of education methods, visualization of employee skills and right-person-for-the-right-position talent placement. - FY2022AdvancedAnnual report
「In addition to talent responsible for research and development, business development and overseas expansion, the company is investing in human capital, including digital-native talent such as Generation Z. It is fostering a transformation mindset through awareness reform, promoting the acquisition of new literacy skills and improving job satisfaction by developing the workplace environment, thereby advancing the development of talent who will lead the next generation.」
The company is investing in human capital, improving literacy and developing the workplace environment for talent in research and development, business development and overseas expansion, as well as digital-native talent. - FY2022-Q2AdvancedAnnual report
「As part of its ESG and SDGs initiatives, the company was certified as a Health and Productivity Management Organization for the second consecutive year and held a seminar to raise glaucoma awareness among the public jointly with the Japan Glaucoma Society.」
As part of its initiatives concerning human capital and work styles, the company obtained Health and Productivity Management Organization certification for the second consecutive year and is giving concrete form to its health and awareness-raising activities. - FY2021Expanded the scope of development to include next-generation digital talentAnnual report
「In addition to talent responsible for research and development, business development and overseas expansion, the company is advancing the recruitment and development of digital-native talent, including Generation Z, and promoting the utilization of next-generation talent.」
In addition to ICT and overseas talent, the company has made talent in research and development and business development, as well as digital-native talent, targets for recruitment and development. - FY2021-Q2AdvancedAnnual report
「In response to changes in the social environment, the company is promoting new ways of working, including remote work. It is also addressing employee mental and physical health management and was certified as a 2021 Health and Productivity Management Organization by the Ministry of Economy, Trade and Industry.」
As part of its human capital and organizational initiatives, the company introduced new ways of working, including remote work, and advanced employee health management. It was certified as a 2021 Health and Productivity Management Organization. - FY2020Implemented a new personnel system and initiatives to develop ICT and overseas-market talentAnnual report
「・Introduced a new personnel system to provide evaluation and compensation based on roles and performance ・Eliminated executive officer ranks to accelerate management decision-making Under its human capital strategy, the company will continue to secure outstanding talent, while also securing and developing talent with strengths in ICT and overseas markets and developing talent capable of handling planning functions with a view to future business expansion.」
While continuing to secure and develop talent with strengths in ICT and overseas markets, the company introduced a new personnel system based on roles and performance, giving its human capital initiatives greater specificity. - FY2019Expanded human capital initiatives from ICT and overseas talent to work styles, fairness and diversityAnnual report
「The company will work to secure and develop talent with strengths in ICT and overseas markets, as well as talent capable of handling planning functions with a view to future business expansion. It will also promote diversity management, which provides opportunities for diverse talent to demonstrate their abilities.」
In addition to securing and developing talent with strengths in ICT and overseas markets, the company has identified planning talent, diversity management, work-style reform, fairness initiatives and awareness reform as priorities. - FY2016First statedAnnual report
「The Group will continue developing the organization and structures needed to address management issues. In particular, it will promote the effective use of ICT in the content field and develop talent with the specialized knowledge and skills needed to organize and systematize information about client companies' products and operations. It will also strengthen the development of global talent to enhance and advance marketing activities overseas.」
As part of its organizational development, the company has identified the development of specialists responsible for ICT-based content management and global talent responsible for overseas marketing as priorities.