Talent Development and Succession Planning and a Supportive Internal Work Environment
First written in FY2023. 2 of 3 entries say "Advanced", first in FY2024. Latest entry: FY2026.
56 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Under its newly established personnel system, the company clarifies the expectations and roles of each employee regardless of age, gender, ability or values, while employees work to develop into self-directed people who make use of their individuality and think and act independently. Specifically, based on the company’s medium- to long-term human resource development plan and career development sheets prepared by employees, younger employees rotate through 3 divisions over approximately 10 years, developing across divisions and within the business with the aim of becoming people capable of working globally.」
The company provided details of its new personnel system, medium- to long-term human resource development plan, career development sheets, and approximately 10 years of job rotations across 3 divisions. - FY2024AdvancedAnnual report
「Specifically, the company aims to create a workplace where everyone can work equitably by developing telework and flexible-working systems and promoting the digital transformation of operations. It is also improving the workplace environment to support employees in balancing work with childcare, nursing care and other life events. Based on 湖池屋 Group’s human rights policy, the company conducts regular surveys and online training to respect the human rights of all people and eliminate all forms of unjust discrimination and harassment.」
In addition to its policies on human resource development and succession planning, the company disclosed telework, flexible working, digital transformation, work-life balance support, and human rights and anti-harassment measures as specific initiatives to improve the workplace environment. - FY2023First statedAnnual report
「The group believes that individual growth leads to corporate growth and is working to develop self-directed employees who make use of their individuality and think and act independently, regardless of age, gender, ability or values. Specifically, based on a medium- to long-term human resource development plan, younger employees rotate through 3 divisions over approximately 10 years, aiming to grow through experience across divisions and within the business. From the mid-career level onward, employees choose either a management or specialist path and build careers as managers or professionals while taking on various projects. In establishing succession plans, the group uses a personnel system that eliminates seniority-based advancement and provides employees capable of taking on roles with early management opportunities, enabling them to gain experience as future members of management.」
On 19 June 2023, the company established its human resource development policy and provided details of succession planning, including approximately 10 years of rotations across 3 divisions for younger employees, career choices for mid-career and more senior employees, and early promotion.