Creating an environment in which employees can thrive and providing industry-leading compensation
First written in FY2017-Q1. 10 of 19 entries say "Advanced", first in FY2017-Q2. Latest entry: 2026-08-28.
108 other companies' latest entry also says "Advanced".
- 2026-08-28AdvancedOther Disclosures
「当社は、人的資本経営の強化を重要な経営課題の一つと位置付け、従業員の資産形成支援および中長期的な企業価値向上への意識醸成を目的として、社員持株会への奨励金付与率を引き上げることを決定いたしましたので、お知らせいたします。」
従業員の資産形成支援と企業価値向上への意識醸成を目的に、社員持株会の奨励金付与率を5％から20％へ、奨励金上限額を給与分2,500円から10,000円、賞与分7,500円から30,000円へ引き上げる具体的な人的資本施策を示した。canonicalスレッド自体は変更していない。 - FY2026RestatedAnnual report
「We formulate detailed workforce plans aligned with store-opening plans and other factors through regular graduate recruitment and year-round recruitment, including a system for appointing part-time employees as permanent employees. After employees join the company, we will continue developing talent through “HUB University,” which systematizes education and training programs suited to each stage. We will also continue to improve the workplace environment to make it easier for people engaged in the food service industry to work.」
The company continues to disclose human resources initiatives, including recruitment, employee appointments, training by employee level through “HUB University,” and support for diverse working arrangements. - FY2026-H1RestatedAnnual report
「We are promoting the recruitment and retention of capable human resources through improvements to compensation.」
Recruiting and retaining capable human resources through improved compensation continues to be stated as an existing human resources initiative. No new system names or numerical targets are indicated. - FY2025AdvancedAnnual report
「We formulate detailed workforce plans aligned with store-opening plans and other factors through regular graduate recruitment and year-round recruitment, including a system for appointing part-time employees as permanent employees. After employees join the company, we will continue developing talent through “HUB University,” which systematizes education and training programs suited to each stage. We will also continue to improve the workplace environment to make it easier for people engaged in the food service industry to work.」
Detailed measures for human resource development and workplace improvement were disclosed, including recruitment and employee appointments, training by employee level through “HUB University,” training in the UK, a personnel evaluation system, health management, a region-limited permanent employee system, a 3-day workweek system, and a comeback program. - FY2025-H1AdvancedAnnual report
「As business performance recovered and we looked ahead to future expansion, we established a system for recruiting region-limited employees and a comeback (re-employment) program to secure human resources. We also implemented improvements to compensation, including base pay increases, and are working on long-term revisions to our personnel systems.」
Specific measures implemented and established regarding securing human resources and improving compensation include recruitment of region-limited employees, a comeback program, base pay increases, and long-term revisions to personnel systems. - FY2024AdvancedAnnual report
「Securing capable human resources is essential to achieving sustainable growth and enhancing corporate value over the medium to long term. Accordingly, we are focusing not only on new graduate recruitment, but also on appointing part-time employees as employees and on local mid-career recruitment in regions where we have newly opened stores.」
Specific measures disclosed for securing and developing human resources include new graduate recruitment, local recruitment in regional areas, appointing part-time employees as employees, a comeback program, training by employee level, a region-limited permanent employee system, and a 3-day workweek system. - FY2023RestatedAnnual report
「As business operations normalised, we pursued recruitment activities with securing human resources as a key priority. We expanded opportunities for crew members to become permanent employees and proceeded with hiring permanent employees who have a strong understanding of our business and high operational skills.」
We continue to expand opportunities for crew members to become permanent employees and expand the workforce for the recovery phase through crew recruitment. - FY2023-Q3AdvancedAnnual report
「Meanwhile, to address rising socioeconomic costs, including soaring prices, we implemented a price revision on 1 November. Amid a difficult business environment, we aim to continuously return profits to stakeholders and improve employee compensation by revising prices to appropriate levels to improve our earnings structure.」
A price revision was implemented on 1 November, with improving the earnings structure, returning profits to stakeholders, and improving employee compensation explicitly stated as its objectives. - FY2023-Q2AdvancedAnnual report
「Meanwhile, amid an ongoing difficult business environment, we pursued recruitment activities with securing human resources as a key priority. We significantly expanded opportunities for crew members (part-time staff) to become employees and promoted the recruitment of employees with a strong understanding of our company and high operational skills. At the same time, we made company-wide efforts to recruit crew members, who are essential to store operations, and expanded our workforce to meet the needs of the recovery phase ahead.」
Regarding existing recruitment and employee appointment measures, opportunities for crew members to become employees were significantly expanded, company-wide crew recruitment was conducted, and the workforce was expanded for the recovery phase ahead. - FY2022RestatedAnnual report
「We will continue recruitment and training in preparation for resuming operations after the respective requests are lifted, and enhance “human services.”」
Crew recruitment and training and improvements to human services continue in preparation for the resumption of operations. - FY2022-Q2AdvancedAnnual report
「We will resume recruiting and training crew members (part-time staff) and enhance human services in preparation for resuming operations after the state of emergency is lifted.」
Specific progress was disclosed: crew recruitment and training were resumed in preparation for the resumption of operations. - FY2019RestatedAnnual report
「We formulate detailed workforce plans aligned with store-opening plans and other factors through regular graduate recruitment and year-round recruitment, including a system for appointing part-time employees as permanent employees. After employees join the company, we will continue developing talent through “HUB University,” which systematizes education and training programs suited to each stage.」
Regular recruitment, the system for appointing part-time employees as permanent employees, education and training through “HUB University,” and development of a more comfortable workplace environment continue to be pursued. - FY2018AdvancedAnnual report
「We formulate detailed workforce plans aligned with store-opening plans and other factors through regular graduate recruitment and year-round recruitment, including a system for appointing part-time employees as permanent employees. After employees join the company, we will continue developing talent through “HUB University,” which systematizes education and training programs suited to each stage. We will also continue to improve the workplace environment to make it easier for people engaged in the food service industry to work.」
Specific measures were disclosed, including regular and year-round recruitment, a system for appointing part-time employees as permanent employees, systematic education through “HUB University,” and development of a more comfortable workplace environment. - FY2018-Q2RestatedAnnual report
「As part of these efforts, we are enhancing Q・S・C・A through crew (part-time employee) training via group sessions at headquarters and by strengthening quality and hygiene management」
Crew training at headquarters continues, but no new numerical targets or measures regarding compensation or recruitment are indicated. - FY2018-Q1RestatedAnnual report
「Crew (part-time employee) training through group sessions at headquarters」
Crew training continues to be conducted, but no new numerical targets were indicated regarding compensation levels or recruitment. - FY2017AdvancedAnnual report
「Regarding the recruitment of permanent employees, recruitment is progressing as planned despite the difficult hiring environment, as we have explained the details of our initiatives, including the employee training on which we are focusing, and gained understanding. We have also secured the required number of capable crew members by reviewing hourly wages amid continued increases in hourly wages for crew members (part-time employees), without compromising on quality.」
Recruitment of permanent employees is progressing as planned, and the required number of crew members has also been secured through a review of hourly wages. Specific progress was disclosed regarding employee compensation and recruitment measures. - FY2017-Q3RestatedAnnual report
「In the fiscal year serving as its first year, we established “Taking on the challenge of creating an environment in which employees can thrive” as our annual policy, with measures aimed at achieving industry-leading compensation as the core focus, and are pursuing initiatives aimed at “Establishing our position as a leading company, using a 100-store network as our strength.”」
Creating an environment in which employees can thrive and providing industry-leading compensation continue to be stated as the annual policy. No new compensation measures or numerical targets are indicated in this disclosure. - FY2017-Q2AdvancedAnnual report
「In the fiscal year serving as its first year, we established “Taking on the challenge of creating an environment in which employees can thrive” as our annual policy, with measures aimed at achieving industry-leading compensation as the core focus, and pursued initiatives aimed at “Establishing our position as a leading company, using a 100-store network as our strength.” During the cumulative second quarter, net sales were ¥4,989 million, up 5.6% year on year, operating profit was ¥333 million, down 12.2%, ordinary profit was ¥332 million, down 12.1%, and net profit for the quarter was ¥208 million, down 9.8%, mainly due to the impact of raising crew hourly wages as a measure to improve the hiring environment.」
A specific measure to improve employee compensation was disclosed: crew hourly wages were raised to improve the hiring environment. - FY2017-Q1First statedAnnual report
「In the fiscal year serving as its first year, we established “Taking on the challenge of creating an environment in which employees can thrive” as our annual policy, with measures aimed at achieving industry-leading compensation as the core focus」
The annual policy calls for creating an environment for employees, with improving compensation as the core initiative. No specific measures or figures are provided.