Human Capital Strategy Centered on Each Employee's GROW
First written in FY2023. 5 of 6 entries say "Advanced", first in FY2024. Latest entry: FY2026.
98 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In the fiscal year ending March 2027, the company will accelerate the redesign of operations using AI and will prioritize reallocating the management resources created by replacing routine work with AI to enhance the skills required for core work performed by people, including skills for using AI.」
The company expanded its talent strategy based on ESCO and the skills map to distinguish work that can be replaced by AI from core work performed by people, invest in reskilling, and improve productivity through the use of AI. - FY2025AdvancedAnnual report
「Based on its business strategy and in accordance with the global standard ESCO*, the company has created an 8-level skills map and evaluates employee skill levels for 11 core occupations considered particularly important to achieving its business strategy, including sales/consulting, data analysis, product management and engineering.」
For its human capital strategy, the company expanded the number of core occupations from 10 to 11 and detailed an operating framework combining an 8-level skills map, training, on-the-job training, mentoring, retention and selective hiring. It also indicated an investment of ¥16 million for the fiscal year ending March 2026 and an expected increase in sales of approximately 4.4 times the investment in the sales function. - FY2024AdvancedAnnual report
「Based on its business strategy and in accordance with the global standard ESCO, the company has created an 8-level skills map and evaluates employee skill levels for 10 core occupations considered particularly important to achieving its business strategy.」
For its human capital strategy, the company introduced 10 core occupations and an 8-level skills map based on ESCO, measurement using GROW Flag, and analysis of the correlation with business performance. It also disclosed a plan to raise the proportion of employees with a skill level of 4 or higher from 53.85% to 80% within 3 years, as well as a ¥40 million talent strategy investment for the fiscal year ending March 2025. - FY2023First statedAnnual report
「For employees as well, the company has defined the ability to drive innovation that redesigns society as the core of its human capital, placed the GROW (growth) of each employee at the center of its talent strategy, and supports capability development.」
The company organized, for the first time, specific measures under its human capital strategy, including semiannual performance and behavioral objectives and career plans, 360-degree evaluations using GROW360, 1-on-1 meetings with managers, and support for obtaining qualifications.