HR Reforms to Secure Specialist Talent
First written in FY2019. 3 of 6 entries say "Advanced", first in FY2023. Latest entry: FY2025.
111 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「Share of management positions held by women, foreign nationals and experienced hires 21% 50%」
For the human capital value creation KPI, the combined share of management positions held by women, foreign nationals and experienced hires was 21% in fiscal 2024, and progress toward the 2030 target of 50% was disclosed. - FY2024AdvancedAnnual report
「Share of management positions held by women, foreign nationals and experienced hires ※ 20% 50%」
For the non-financial KPIs for human capital value creation, the combined share of management positions held by women, foreign nationals and experienced hires was 20% in fiscal 2023, and progress toward the 2030 target of 50% was disclosed. - FY2023AdvancedAnnual report
「The indicators, targets and results for human capital value creation are as follows. Non-financial KPIs: 2030 target; 2022 result. Average training expenditure (per person, unconsolidated): 2 times the 2021 level (2021 result: ¥53 thousand per person per year); ¥66 thousand per person per year. Share of management positions held by women, foreign nationals and experienced hires: 50%; 19%.」
For human capital value creation, we disclosed 2022 training expenditure of ¥66 thousand per person per year and a 19% share against the 2030 target of twice the 2021 training expenditure and a 50% management ratio. - FY2023-Q3RaisedAnnual report
「Creating human capital value Through Denka's core values of “Challenge,” “Integrity” and “Empathy,” we aim to be a company where each individual can feel their own growth Share of management positions held by women, foreign nationals and experienced hires 50%」
Human capital value creation was positioned as a pillar of the next management plan, and a new 2030 KPI was presented for a 50% share of management positions held by women, foreign nationals and experienced hires. - FY2021RestatedAnnual report
「<Initiatives> ① Set KPIs for securing specialty talent, promoting diversity and work-style reform ② Reform systems for evaluation, recruitment, development and the working environment ③ Provide talent development for early cultivation of future management candidates and pursue bold organisational and talent renewal ④ Promote health management, including creating an environment in which employees can fully demonstrate their abilities for sustainable growth」
The initiatives for Human Capital Value-Up have been made concrete, including securing specialty talent, reforming human resources systems, promoting diversity and work-style reform, and advancing health management, including the setting of KPIs. - FY2019First statedAnnual report
「The second transformation is the implementation of human resources reforms aimed at securing the specialty talent essential to achieving Denka Value-Up. In addition to reviewing the job-category and personnel evaluation systems, we will enhance talent development programmes and promote diversity to create an environment in which the diverse talent of the Denka Group can fully demonstrate its abilities and grow together with the company.」
The human resources reform comprises a review of the job-category and evaluation systems, enhancement of talent development programmes, and the promotion of diversity.