Transition to a knowledge-intensive business model and a focus on human resources
First written in FY2017. 3 of 9 entries say "Restated". Latest entry: 2026-09-07.
No other company in this theme has enough history to compare yet.
- FY2025RaisedAnnual report
「Metric Target (July 2028) Actual (current consolidated fiscal year) Percentage of women in management positions 13.0% 11.5% Percentage of male employees taking childcare leave 60.0% 42.9%」
The target for the percentage of women in management positions in July 2028 was raised from the previous 8.0% to 13.0%. The actual percentage was 11.5%, while the percentage of male employees taking childcare leave was 42.9%, against a target of 60.0%. - FY2024AdvancedAnnual report
「Metric Target (July 2028) Actual (current consolidated fiscal year) Percentage of women in management positions 8.0% 9.4% Percentage of male employees taking childcare leave 60.0% 59.3%」
Regarding its focus on human resources, the company newly specified metrics and targets of 8.0% for the percentage of women in management positions and 60.0% for the percentage of male employees taking childcare leave, with July 2028 as the deadline. - FY2023AdvancedAnnual report
「As the “2025 digital cliff” becomes a growing concern, we conduct year-round recruitment to increase the number of highly capable, immediately productive engineers. In recent years, more people have joined the company because of its ease of working rather than its salary levels.」
Based on its knowledge-intensive business model and focus on human resources, the company has specified personnel initiatives including year-round recruitment of immediately productive engineers, training centered on on-the-job training, monthly reporting meetings, and an evaluation system. It also disclosed a turnover rate of 3.4%. - FY2022RestatedAnnual report
「We believe that improving the skills of each employee is essential to achieving the initiatives described above. For technical skills, we have established standard skill requirements by job type and level, and are working to enhance our employee training system by preparing skill maps and training curricula. We also provide ongoing employee development using proprietary materials and course content, beginning with new-employee training at the time of joining, for the human skills that our group considers even more important than technical skills.」
The company continues to develop human resources through standard skills, skill maps, training curricula, and new-employee training, based on its knowledge-intensive business model and focus on human resources. - FY2019RestatedAnnual report
「Our group believes that achieving an “all-in-one, one-stop” service connecting the “real” world and the “Web” requires a shift from a labor-intensive model to a “knowledge-intensive business model,” and that human resources are therefore our most important management asset.」
The company continues its transition to a knowledge-intensive business model and its policy of treating human resources as an important management asset in pursuit of an all-in-one, one-stop service. Its employee training initiatives also include standard skills by job type, skill maps, and training curricula. - FY2018RestatedAnnual report
「We believe that improving the skills of each employee is essential to achieving the initiatives described above. For technical skills, we have established standard skill requirements by job type and level, and are working to enhance our employee training system by preparing skill maps and training curricula. We also provide ongoing employee development using proprietary materials and course content, beginning with new-employee training at the time of joining, for the human skills that our group considers even more important than technical skills.」
The company continues its knowledge-intensive business model and focus on human resources, and has specified implementation measures including standard skills by job type, skill maps, training curricula, and new-employee training. - FY2017First statedAnnual report
「Our group believes that achieving an “all-in-one, one-stop” service connecting the “real” world and the “Web” requires a shift from a labor-intensive model to a “knowledge-intensive business model,” and that human resources are therefore our most important management asset. Based on our corporate philosophy that “a company is its people,” our basic management policies are to develop employees who form a strong management foundation, foster an attitude of doing ordinary things properly, cultivate the thinking and sensitivity needed to identify the essence of matters, create an environment that fosters autonomy and responsibility in each employee, and build our own distinctive corporate culture.」
For the first time, the company presented as a separate basic policy its transition to a knowledge-intensive business model to achieve an all-in-one, one-stop service, together with its policy of treating human resources as an important management asset.