Challenges in securing personnel and retaining employees
First written in FY2016. 7 of 15 entries say "Mitigated", first in FY2018-Q1. Latest entry: 2026-10-15.
TETSUJIN Holdings moved to the "Worse" side of this theme in 2022, the same year as the typical company in this theme.
The whole theme swung hardest in 2022: 5 of 10 companies on the "Worse" side.
8 other companies' latest entry also says "Restated".
- FY2026-H1WorsenedAnnual report
「Although this business performed steadily as demand for eating out recovered, intensifying recruitment competition and rising labor costs due to chronic labor shortages, together with higher raw-material and logistics costs, are putting pressure on profits.」
The food-service business continues to face chronic labor shortages and intensifying recruitment competition, which, together with rising labor costs, are presented as risks putting pressure on profits. - FY2025WorsenedAnnual report
「However, labor shortages have become increasingly serious in society in recent years, and if the planned recruitment of these personnel cannot be achieved as scheduled, it may affect future business expansion.」
While the company describes the recruitment of 100 new graduates and the continuation of recruitment activities, it explicitly identifies the risk that labor shortages in the karaoke and food-service businesses are becoming increasingly serious in society. - FY2022WorsenedAnnual report
「Within salon operations in the group's beauty business, the eyelash-extension service requires the recruitment or engagement of beauticians with national qualifications, and the business's performance depends on the skills of beauticians who are highly regarded by customers.」
As the beauty business expands, securing nationally qualified beauticians and the business's dependence on highly regarded beauticians' performance have newly emerged as personnel-related risks. - FY2022-Q1WorsenedAnnual report
「As the business is staffed predominantly by women, net sales declined as the number of employees available for work decreased due to maternity leave and other factors.」
In the beauty business, the decline in the number of employees available for work due to maternity leave and other factors has actually emerged as a factor behind the decline in net sales. - FY2020-Q1MitigatedAnnual report
「Granting stock options to increase employee motivation to contribute, improve personnel retention, and further promote management that places greater emphasis on shareholders」
Regarding the grant of stock options aimed at improving personnel retention, the company progressed to a resolution at the November 2019 shareholders' meeting and subsequent grants. - FY2019-Q3MitigatedAnnual report
「In addition, for the purpose of further increasing motivation to contribute and morale, improving the retention rate of talented personnel, and further promoting management that places greater emphasis on shareholders, we issued stock options to directors and employees in December 2018 and May 2019.」
Regarding stock options aimed at improving personnel retention, the company states that it issued them in May 2019 in addition to December 2018. - FY2019-Q2MitigatedAnnual report
「In addition, for the purpose of further increasing motivation to contribute and morale, improving the retention rate of talented personnel, and further promoting management that places greater emphasis on shareholders, we issued stock options to directors and employees」
The company states that it issued stock options to directors and employees to improve personnel retention. - FY2019-Q1MitigatedAnnual report
「While further increasing the motivation and morale of directors and employees to contribute to enhancing corporate value and working to improve the retention rate of talented personnel」
The company has added a measure to address personnel-retention challenges by using stock options for directors and employees to improve their motivation to contribute, morale, and retention rate. - FY2018MitigatedAnnual report
「The group is implementing the following initiatives to improve the retention rate of talented personnel.」
The company specifically lists measures to address recruitment and retention challenges, including objective evaluations, individual interviews, training, improvements to personnel systems, and labor management. - FY2018-Q3MitigatedAnnual report
「While working to restore store profitability by recruiting store employees, repairing stores, and strengthening promotional activities」
The company continues to address personnel-related challenges through recruitment, training and personnel-system reforms, and the placement of store employees. No actual improvement in the retention rate is presented. - FY2018-Q1MitigatedAnnual report
「Recruitment and appropriate placement of approximately 20 store employees」
The company states that it is recruiting and appropriately placing approximately 20 store employees to address challenges in securing and retaining personnel. No results, such as improved retention after recruitment, are presented. - FY2017WorsenedAnnual report
「As a result, this led to the normalization of increases in the turnover rate, declines in net sales, and deterioration in the operating margin」
The company states that increases in the turnover rate became persistent against a backdrop of insufficient investment in employee development, linking issues in securing and retaining personnel to deteriorating performance. - FY2016First statedAnnual report
「During the consolidated fiscal year, the number of employees who left was 38, including 3 within one year, resulting in a turnover rate of 27.7%.」
The company states that, against a backdrop of long operating hours and night shifts, failure to meet recruitment targets and low employee retention could affect future business expansion.