Expanding the Workforce for Medium-Term Growth
First written in FY2016-Q4. 8 of 14 entries say "Advanced", first in FY2017. Latest entry: FY2026.
26 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Beginning with the fiscal year ending June 2027, the company will introduce the ACCEL share-based evaluation and development program for directors and executive officers of the Group's operating subsidiaries and other personnel, developing the next generation of management while delegating responsibility and authority.」
Personnel development has taken concrete form not only through training for all employees but also through the ACCEL program, which from the fiscal year ending June 2027 will target directors and executive officers of operating subsidiaries and other personnel. - FY2025AdvancedAnnual report
「For the fiscal year ending June 2025, the company is focusing on developing the next generation of management by providing 12 intensive 4-hour training sessions under the "CMG TOP GUN" program to 7 members selected from an even more exclusive group than the members selected in the prior fiscal year.」
The personnel development initiative was implemented as 12 intensive training sessions for 7 members of the next generation of management. Consolidated headcount also increased from 1,491 in the prior fiscal year to 1,535. - FY2024-Q3AdvancedAnnual report
「The company expects that stronger collaboration within the Group and CRI's proprietary engineer development structure will further expand its engineering talent base.」
Through the consolidation of CRI as a subsidiary, the company has specifically indicated that it will expand its talent base by using CRI's proprietary engineer development structure in addition to its existing recruitment and development policies. - FY2023AdvancedAnnual report
「In April 2023, the Group distributed the booklets "CMG Culture Book (Second Edition)" and "CMG Technical Book (First Edition)" to all employees. In addition, in February 2023, the Group launched the BASIC (Business Ability School In Cross Marketing Group) project to foster a culture in which people grow and build systems for developing people within the Group. Over the next 3 years, the Group will roll out initiatives built around 3 pillars: (a) restructuring training programs, (b) personnel development and the formation of a development culture, and (c) promoting career self-direction.」
The previous recruitment and training policy has been given concrete form through distribution of the CMG Culture and Technical Books, renewal of the personnel evaluation system, and training, development, and career initiatives over the next 3 years under the BASIC project. - FY2019RestatedAnnual report
「To secure talented personnel who can contribute immediately, the company will actively recruit both new graduates and experienced hires. As it expands overseas, it is also recruiting personnel to lead business development, local business development, and administrative oversight in each region. In addition, for personnel development, the company will continue to provide marketing training for all employees to improve their skills, as well as the specialized training required in each department, while periodically reviewing its personnel evaluation and compensation systems to align them with the size of the Group and thereby improve employee motivation.」
The company has set out specific plans for the full fiscal year to continue recruiting new graduates and experienced hires, hiring personnel for overseas operations, training all employees, and reviewing its personnel evaluation and compensation systems. - FY2018-Q4RestatedAnnual report
「Segment profit (operating profit) was below the prior-year level, as recruitment for business expansion was brought forward.」
The company continues to prioritize recruitment aimed at business expansion. - FY2018-Q3RestatedAnnual report
「Segment profit (operating profit) was below the level in the same quarter of the prior year, as recruitment for business expansion was brought forward.」
The company continues to prioritize recruitment aimed at business expansion. The profit burden from front-loaded hiring has separately worsened. - FY2017AdvancedAnnual report
「To secure talented personnel who can contribute immediately, the company will actively recruit both new graduates and experienced hires. As it expands into Asia, it is also recruiting personnel to lead business development, local business development, and administrative oversight in each region.」
In addition to recruiting new graduates and experienced hires, the company has specified measures including recruiting personnel to support its expansion in Asia, training all employees, and reviewing its personnel evaluation and compensation systems. Consolidated headcount also increased from 1,222 to 1,254. - FY2018-Q1RestatedAnnual report
「Segment profit (operating profit) was broadly unchanged from the same period of the prior year, as personnel expenses, recruitment costs and other expenses increased in line with headcount growth aimed at medium-term growth.」
The company continues to increase headcount and invest in recruitment for medium-term growth, with the resulting burden on profit also indicated. - FY2017-Q1RestatedAnnual report
「Segment profit (operating profit) was below the prior-year level because personnel expenses, recruitment costs and other expenses increased in line with headcount growth aimed at medium-term growth.」
The company continues to increase headcount and invest in recruitment for medium-term growth, while the resulting burden on short-term profit remains evident. - FY2016-Q4First statedAnnual report
「Segment profit (operating profit) was below the prior-year level because personnel expenses, recruitment costs and other expenses increased in line with headcount growth aimed at medium-term growth.」
The company is increasing headcount and investing in recruitment with the aim of achieving medium-term growth.