Transforming into a Great Niche Top Company through Talent Development
First written in FY2022-Q1. 5 of 6 entries say "Advanced", first in FY2024. Latest entry: 2026-09-18.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
108 other companies' latest entry also says "Advanced".
- 2026-09-18AdvancedTimely disclosure
「We declare that, from the fiscal year ending March 2029, which is the fiscal year including the end of the subsidy project implementation period, through the fiscal year ending March 2032, which is the final fiscal year of the business plan period, we will increase the total amount of salary payments per employee involved in the subsidy project by an average of 6.2% annually.」
The company announced a specific time-bound target to increase total salary payments per employee involved in the subsidy project by an average of 6.2% annually from the fiscal year ending March 2029 through the fiscal year ending March 2032. - FY2026AdvancedAnnual report
「The company has designated the following 3 items as important measures: 1. Fostering leadership and organizational development; 2. Achieving growth by developing strengths; 3. Promoting health management and maintaining and improving occupational safety.」
The company organized its human-capital initiatives into 3 important measures and disclosed targets and indicators including improving the work-engagement score by at least 2 points by the end of fiscal 2030, providing cross-cultural communication training to at least 120 people, and achieving a female management ratio of at least 10% by the end of fiscal 2031. - 2026-05-15AdvancedManagement Planning
「We also position investment in human capital as foundational investment supporting our business strategy.」
The company redefined human-resource development as human-capital investment and incorporated the development of next-generation leaders, global personnel and personnel responsible for overseas locations into the GNT2030 initiatives. - FY2025AdvancedAnnual report
「Targets: Women in management positions: 10% at the end of the fiscal year ending March 2031; male employees taking childcare leave: 80% in fiscal 2025 (April 2025 to March 2026); paid leave utilization rate: 70% in calendar 2025 (January 2025 to December 2025)」
Regarding human capital, against time-bound targets of 10% for the percentage of women in management positions, 80% for the percentage of male employees taking childcare leave and 70% for the paid leave utilization rate, the figures at the end of the fiscal year ended March 2025 were 1.9%, 106.3% and 89.3%, respectively. - FY2024AdvancedAnnual report
「Targets: Women in management positions: 10% at the end of the fiscal year ending March 2031; male employees taking childcare leave: 80% in fiscal 2025 (April 2025 to March 2026); paid leave utilization rate: 70% in calendar 2025 (January 2025 to December 2025)」
For talent development and the enhancement of the internal environment, the company set time-bound targets for the percentage of women in management positions, the percentage of male employees taking childcare leave and the paid leave utilization rate. For the fiscal year ended March 2024, these figures were 1.3%, 100% and 72.8%, respectively. - FY2022-Q1First statedAnnual report
「The company formulated a new medium-term management plan, "GNT (Great Niche Top) 2025," ending in the fiscal year ending March 2026, under which it will pursue selective investment and concentration, human resources development, digitalization, and environmental initiatives toward 2030, with the aim of transforming into a "Great Niche Top company."」
Talent development was newly identified as a priority measure for the transformation toward 2030.