Increasing Difficulty in Securing and Developing Talent, Primarily Engineers

「After employees join the Company, it works to secure and develop personnel and prevent employee outflow through measures including onboarding training; a supporter program under which senior employees provide dedicated assistance; regular 1-on-1 meetings with supervisors to support employee development; training programs, including management and coaching training to improve the management skills of managers and employees who may become future executives; and career development support programs for skills acquisition and assistance with professional qualifications.」

「The Company works to secure and develop personnel and prevent employee outflow through measures including diversifying recruitment channels by using external recruitment agencies and job advertising platforms as well as internal employee referrals; recruiting personnel who fit the Company's corporate culture by incorporating its behavioral principles, “Mobilus Value,” into its hiring criteria; post-joining support through onboarding training and a supporter program under which senior employees provide dedicated assistance; training programs, including management training to improve the management skills of managers and employees who may become future executives; and career development support programs for skills acquisition and assistance with professional qualifications.」

「The declining birthrate, aging population and shrinking workforce are advancing rapidly. In particular, the growing need for engineers has depleted the labor market, increasing personnel mobility and creating a difficult environment not only for securing highly skilled personnel but also for developing and retaining existing personnel.」