Delays in Developing Successors and Reduced Recruitment Competitiveness
First written in FY2020-Q2. 2 of 3 entries say "Restated". Latest entry: FY2022.
The whole theme swung hardest in 2026: 9 of 30 companies on the "Worse" side.
38 other companies' latest entry also says "Restated".
- FY2022RestatedAnnual report
「We aim to strengthen our competitiveness in the recruitment market, for both new graduates and experienced hires, by fostering an organizational culture that enables employees to maximize their capabilities, using remote work and implementing appropriate work-style reforms such as flexible time management. However, if we are unable to secure sufficient personnel with the skills our group requires, our group’s performance could be affected.」
The company is investing in human capital and organizational culture, while continuing to identify delays in replacing senior and core personnel and declining recruitment competitiveness as risks. - FY2020.Annual report
「We aim to strengthen our competitiveness in the recruitment market, for both new graduates and experienced hires, by enhancing personnel systems, using remote work and implementing appropriate work-style reforms such as flexible time management. However, if we are unable to secure sufficient personnel with the skills our group requires, our group’s performance could be affected.」
The company seeks to improve recruitment competitiveness through personnel systems, remote work and flexible time management, while continuing to identify delays in replacing senior and core personnel and recruitment difficulties as risks. - FY2020-Q2.Annual report
「If specific senior executives, including the representative director and directors responsible for divisions, division heads executing divisional operations, or core personnel responsible for key functions become unable or less able to perform their duties for any reason and cannot be replaced by suitable personnel in a timely manner, our group’s performance could be affected.」
The company identifies delays in replacing senior and core personnel with specialized knowledge and experience, as well as the possibility of failing to secure sufficient talent, as risks.