Risk of insufficient staffing due to difficulties in securing and developing personnel and increased workload
First written in FY2016. 2 of 5 entries say "Restated". Latest entry: FY2023.
Generation Pass moved to the "Worse" side of this theme in 2024, the same year as the typical company in this theme.
The whole theme swung hardest in 2026: 27 of 104 companies on the "Worse" side.
7 other companies' latest entry also says "Reframed".
- FY2023ReframedAnnual report
「As part of its sustainability initiatives, the Group ensures equal opportunities for men and women, without distinction in terms of compensation or job responsibilities, and evaluates employees appropriately based on their capabilities and responsibilities. In occupational health and safety, the Group is strengthening initiatives to create a rewarding workplace, maintaining a good working environment through thorough workplace cleanliness, and seeking to improve working conditions while conducting stress checks and other measures to maintain employees' physical and mental health. It also encourages employees to obtain various qualifications, supports participation in external training to develop and improve their skills, and assigns employees to positions suited to their capabilities.」
In addition to the existing disclosure on risks related to securing and developing talent, the company describes human capital initiatives under its sustainability framework, including equal opportunities for men and women, occupational health and safety, health maintenance, and support for obtaining qualifications and attending external training. - FY2020RestatedAnnual report
「The company will continue recruiting experienced mid-career hires who can contribute immediately, as well as new graduates to establish a human resources base for building a sustainable company. It will also focus on securing talent by improving the workplace environment, enhancing employee benefits, introducing a performance management system, and diversifying its recruitment activities.」
The company has reconfirmed its measures to secure talent through mid-career and graduate recruitment, workplace improvements, employee benefits, a performance management system, and diversified recruitment activities. - FY2019-Q2WorsenedAnnual report
「Although personal consumption was trending gradually upward amid a continued gradual economic recovery, the operating environment became increasingly challenging due to higher logistics costs and labor costs resulting from labor shortages.」
Higher labor costs due to labor shortages have newly been identified as a factor that could worsen the business environment. - FY2018RestatedAnnual report
「However, if the market in which the Group operates expands and competition intensifies, competition for talent with other companies may also intensify, potentially resulting in the outflow of Group personnel and difficulties in securing talent.」
The risks of competition for talent, employee outflows, and shortages of personnel for shipping and customer service when orders increase continue to be disclosed. - FY2016First statedAnnual report
「However, if the market in which the Group operates expands and competition intensifies, competition for talent with other companies may also intensify, potentially resulting in the outflow of Group personnel and difficulties in securing talent.」
The company identifies competition for talent and employee outflows resulting from market expansion and intensifying competition, as well as shortages of personnel for shipping and customer service when orders increase, as risks.