Human-capital management and talent strategy covering succession planning, women's advancement and DX
First written in FY2024. 2 of 3 entries say "Advanced", first in 2026-06-03. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「このため、2026年度からサクセッションプランの制度化および運用に着手いたします。」
主要部門の後継者計画について、ガバナンス・制度基盤の整備段階から、2026年度にキーポジション、人財要件、候補者プール、育成介入、定期モニタリングを含む制度の運用開始段階へ進める方針を明示した。なお、当年度の次世代幹部候補研修受講者数は0名で、2026年度から段階的に実施予定としている。 - 2026-06-03AdvancedGeneral Meetings of Shareholders
「Based on these initiatives, from fiscal 2026 we will establish and begin operating a succession planning framework covering the definition of key positions, clarification of talent requirements, management and development of the candidate pool, and regular monitoring.」
Regarding succession planning, the company has moved from preparing the framework to establishing and operating the system in fiscal 2026. The original thread is unchanged. - FY2024First statedAnnual report
「As part of developing the human resources that support our technology-driven company, we will strengthen succession plans for key divisions, develop the careers of women and minorities, and accelerate human-resources development to promote DX. Through these initiatives, we will create a diverse and creative workplace and maximize human capital.」
The company describes measures including a human-resources development council, aptitude assessments, engagement surveys, health management and talent-management systems, recruitment, training and rotations, remote work, childcare support, women's advancement, LGBTQ+ awareness, and mental-health programs.