Improving Employee Satisfaction and Working Conditions
First written in FY2016. 8 of 15 entries say "Advanced", first in FY2017-Q1. Latest entry: FY2026.
44 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「We will actively recruit young talent, particularly new graduates, strengthen internal training, and seek to improve employee satisfaction through wage increases and enhanced benefits.」
The company continues its human-capital initiatives of recruiting young employees, strengthening education, raising wages, and enhancing benefits. It disclosed results against its March 2030 targets of a 25.8% ratio of women in positions of responsibility, 35.5 hours of overtime for employees in such positions, a 60.0% male parental-leave uptake rate, and 554 hours of non-scheduled working hours. - 2026-06-01AdvancedGeneral Meetings of Shareholders
「We will actively recruit young talent, particularly new graduates, strengthen internal training, and seek to improve employee satisfaction through wage increases and enhanced benefits.」
In addition to recruitment and training, the company identified wage increases, benefits and the development of an environment in which a diverse workforce can thrive as priorities. - FY2026-H1AdvancedAnnual report
「At headquarters, we are securing personnel engaged in processing work and strengthening the organization so that it can respond to an increase in product categories, while focusing on sales of processed ingredients and other products to external distribution wholesalers.」
The company is securing personnel engaged in processing work and strengthening its organization to support an increase in product categories and sales to external distribution wholesalers. - FY2025RaisedAnnual report
「The targets are for women to account for at least 30% of employees in positions of responsibility by March 2030, overtime per employee in such positions to be no more than 30 hours per month by March 2030, the rate of parental-leave uptake among male employees to be at least 50% by March 2030, and non-scheduled working hours for all employees to be no more than 480 hours per year by March 2030.」
The company changed the targets from at least 20% women in management and no more than 40 hours of monthly managerial overtime to at least 30% women and no more than 30 hours of monthly overtime for employees in positions of responsibility. It also added targets for men's parental-leave uptake and non-scheduled working hours for all employees, with a March 2030 deadline. Actual results were a 20.5% ratio of women, 44.0 hours of overtime for employees in positions of responsibility, a 0.0% male parental-leave uptake rate, and 592.0 hours of non-scheduled working hours for eligible employees. - FY2025-H1AdvancedAnnual report
「Higher costs associated with pay raises and bonuses to improve employee compensation, and active recruitment regardless of whether candidates are new graduates or mid-career hires」
The company implemented pay raises and bonuses to improve employee compensation and actively recruited both new graduates and mid-career hires. - FY2024AdvancedAnnual report
「The target is for women to account for at least 20% of management by March 2025, with an actual ratio of 16.2%. The target for overtime per manager is no more than 40 hours per month by March 2025, with an actual 40.5 hours.」
The company disclosed current-year results against the targets set in the previous fiscal year for the ratio of women in management and managerial overtime. Women accounted for 16.2% of management, and overtime per manager was 40.5 hours. - FY2023AdvancedAnnual report
「In the current fiscal year, we will continue to strengthen both new-graduate and mid-career recruitment while diversifying recruitment channels through the use of recruitment agencies and referrals from acquaintances. We will develop an environment and organizational culture in which diverse employees of various nationalities can contribute by making use of their individual strengths and find fulfillment in their work, promote work-style reforms in anticipation of new working environments, and advance initiatives to support employees' self-realization in line with changes in their life stages, including promoting the participation of women in the workplace.」
The company has put into practice diversified recruitment channels, work-style reforms, the promotion of women's participation, and support tailored to employees' life stages. It set a target of at least 20% women in management by March 2025, compared with an actual 18.2% for the current fiscal year. - FY2022RestatedAnnual report
「We believe that meeting customers' expectations is possible only with excellent human resources. The Group will create a workplace where diverse employees of various nationalities can contribute by making use of their individual strengths and find fulfillment in their work, regardless of age or gender,」
The company continues its policy of creating a workplace where diverse employees can make use of their individual strengths and find fulfillment in their work. - FY2021RestatedAnnual report
「Under the theme of “Kanmonkai, where people are our capital,” the Group will focus on developing human resources across all employee levels. In addition to training in product knowledge, customer service, and management, it will work to strengthen human-resource development with both employee satisfaction and customer satisfaction in mind.」
The company continues its human-resources policy of training employees at all levels while pursuing both employee and customer satisfaction. - FY2020RestatedAnnual report
「Under the theme of “Kanmonkai, where people are our capital,” we will focus on developing human resources across all employee levels. In addition to training in product knowledge, customer service, and management, we will work to strengthen human-resource development with both employee satisfaction and customer satisfaction in mind.」
The company continues to pursue training for employees at all levels and the joint achievement of employee and customer satisfaction. - FY2017RestatedAnnual report
「We reviewed compensation including wages and benefits and promoted the conversion of employees to permanent status. As a result, staffing is now sufficient to ensure that there will be no problems with store operations going forward.」
The company continues its policy of securing staff and improving employee satisfaction through compensation reviews, benefits, and the promotion of permanent employment. - FY2017-Q3RestatedAnnual report
「In addition to improvements to the work environment, including base-pay increases」
The company continues its policy of improving the work environment, including through base-pay increases. - FY2017-Q2AdvancedAnnual report
「Personnel expenses increased by ¥18 million year on year as a result of base-pay increases, efforts to improve employee satisfaction through enhanced benefits, store-invitation programs to deepen understanding among employees' families, and stronger education and training.」
The company describes specific initiatives including base-pay increases, enhanced benefits, store-invitation programs for employees' families, and stronger education and training. - FY2017-Q1AdvancedAnnual report
「We improved employee compensation and sought to increase repeat customers by providing memorable, comfortable hospitality from employees with extensive product knowledge.」
The company describes measures to improve employee compensation and link employees' customer-service capabilities to store operations and increased repeat business. - FY2016First statedAnnual report
「We worked to improve employee satisfaction by analyzing employee satisfaction surveys, reviewing compensation including wages, and improving the work environment. As a result, conditions are now in place to ensure that there will be no problems with store operations going forward.」
The company cites survey analysis, compensation reviews, and work-environment improvements as measures to improve employee satisfaction.