Recruiting and Developing High-Quality Talent and the Risk of Attrition
First written in FY2016. 8 of 18 entries say "Restated". Latest entry: FY2025.
Netyear Group moved to the "Worse" side of this theme in 2022, 2 years before the typical company in this theme (2024).
The whole theme swung hardest in 2026: 25 of 106 companies on the "Worse" side.
109 other companies' latest entry also says "Restated".
- FY2025RestatedAnnual report
「Meanwhile, competition to acquire digital talent across all industries has become increasingly intense as companies' willingness to invest in DX has increased. Although we have positioned securing and developing personnel as our highest priority and are accelerating our response, recruitment continued not to progress as planned.」
The recognition that competition to acquire digital talent, recruitment shortfalls and the securing and development of personnel are the highest-priority issues was reaffirmed. - FY2024MaterialisedAnnual report
「Meanwhile, competition to acquire digital talent across all industries has become increasingly intense as companies' willingness to invest in DX has increased. Although we have positioned securing and developing personnel as our highest priority and are accelerating our response, recruitment continued not to progress as planned.」
Recruitment of digital talent continued not to progress as planned. - FY2024-Q3MaterialisedAnnual report
「Regarding performance for the cumulative third quarter, revenue declined year on year as projects for existing customers ended or were reduced in scale and orders failed to progress as planned due to constraints including limited human resources and capabilities.」
Constraints on human resources led to orders falling short of plan and were actually identified as a factor behind the decline in revenue. - FY2024-Q2MaterialisedAnnual report
「Regarding performance for the cumulative second quarter, revenue declined year on year due to overlapping project completions and reductions in project scale among existing customers, as well as resource-related issues constraining the acquisition of orders.」
Resource-related issues actually constrained the acquisition of orders and were identified as a factor behind the decline in revenue. Increases in personnel acquisition and development costs and lower utilization rates were also disclosed. - FY2024-Q1WorsenedAnnual report
「During the cumulative first quarter, we actively proposed services to customer companies in line with this policy, and revenue increased year on year. However, as competition for digital talent has become increasingly intense alongside companies' growing willingness to invest in DX, resource shortages could constrain the acquisition of orders. We will accelerate our efforts to secure and develop personnel.」
The increasing intensity of competition for digital talent was identified, with resource shortages described as a potential constraint on acquiring orders. The risk of growth constraints due to recruitment competition has become more specific than before, but the disclosure does not state that a decline in orders actually occurred during the quarter. - FY2023RestatedAnnual report
「Employee mobility is high in the digital industry, and the risk of our personnel leaving the company is also high. In addition, as demand for investment in DX has increased, acquiring talented personnel has become increasingly difficult, making the securing and development of personnel an urgent priority for our future growth.」
The recognition that securing and developing personnel is an urgent priority, against a backdrop of high employee mobility, the risk of personnel outflow and intensifying recruitment competition, was reaffirmed. - FY2022MaterialisedAnnual report
「As companies' willingness to invest in digital transformation (DX) has increased, competition to recruit digital talent across all industries has become increasingly intense. Recruitment has therefore not progressed as planned, creating issues including constraints on winning new business.」
Intensified competition for digital talent has actually resulted in recruitment falling short of plan and constrained the acquisition of new business. - FY2022-Q3WorsenedAnnual report
「While revenue has remained firm due to the expansion of projects for major customers, intensified competition for digital talent has prevented the recruitment of new personnel from progressing as planned, creating issues including adverse effects on efforts to win new projects and increased burdens on existing staff.」
Intensified competition for digital talent has resulted in recruitment falling short of plan, adverse effects on efforts to win new projects and increased burdens on existing staff, all of which have emerged as specific issues. - FY2021RestatedAnnual report
「To address this risk, the Group is implementing measures including a middle-management development program, a merit-based promotion system and enhancements to its personnel evaluation system.」
Measures to address the risks related to securing and retaining personnel, including development programs, merit-based personnel decisions and enhancements to the personnel evaluation system, were reaffirmed. - FY2020RestatedAnnual report
「The Group is implementing measures including a middle-management development program, a merit-based promotion system and enhancements to its personnel evaluation system.」
Measures to address the risk of losing talented personnel, including middle-management development, merit-based personnel decisions and enhancements to the personnel evaluation system, were described. - FY2020-Q3RestatedAnnual report
「More companies from the consulting, advertising and systems integration industries are entering the digital marketing industry. Competition across the industry is intensifying, making service differentiation gradually more difficult, while labor shortages are becoming apparent throughout the industry.」
The emergence of labor shortages across the digital marketing industry was reaffirmed. - FY2019WorsenedAnnual report
「Meanwhile, employee mobility is high in the internet industry, and the risk of our personnel leaving the company is also high. It is becoming increasingly difficult to sustain growth over the medium to long term through personnel alone.」
The high level of employee mobility and risk of personnel outflow were explicitly identified, and the difficulty of sustaining medium- to long-term growth through personnel alone was newly stated. - FY2019-Q1RestatedAnnual report
「Against this business backdrop, the Group transitioned to a new organization effective 1 April 2018 and implemented measures including strengthening sales capabilities, improving profitability by strengthening its project management system as in the previous fiscal year, and improving productivity through enhanced employee training and a better work-life balance for employees.」
The continued implementation of measures to improve productivity through employee training and enhanced work-life balance was reaffirmed. - FY2018RestatedAnnual report
「However, if the acquisition of talented personnel does not progress as planned or current employees leave the Group, this could reduce our competitiveness or constrain business expansion, potentially affecting the Group's business development, operating performance and financial position.」
The risks related to securing, developing and retaining talented personnel were reaffirmed. - FY2018-Q3RestatedAnnual report
「Meanwhile, against a backdrop of strong corporate demand, shortages of personnel responsible for digital marketing consulting, design and implementation have become increasingly pronounced across the industry.」
The pronounced shortage of personnel for digital marketing consulting, design and implementation amid strong demand was reaffirmed. - FY2018-Q2WorsenedAnnual report
「While demand for the digital marketing services we provide is also expanding, labor shortages, particularly in system development, are becoming more severe, and the recruitment environment is growing increasingly challenging.」
The worsening labor shortage and increasingly difficult recruitment environment were explicitly identified, providing greater specificity to the existing risks related to securing and retaining personnel. - FY2018-Q1WorsenedAnnual report
「While demand for the digital marketing services we provide is also increasing, rising personnel costs due to labor shortages and difficulties in recruitment, particularly in system development, have become apparent.」
Rising personnel costs and recruitment difficulties due to labor shortages were identified as part of the business environment, providing greater specificity to the existing risk related to securing personnel. - FY2016First statedAnnual report
「If the acquisition of talented personnel does not progress as planned or current employees leave the Group, this could reduce our competitiveness or constrain business expansion.」
Key risks related to human resources measures.