Talent Recruitment and Development and a Supportive Working Environment
First written in FY2019. 4 of 9 entries say "Advanced", first in FY2020. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「In addition, from the fiscal year ending March 2027, we introduced a new personnel evaluation system, clarified roles and responsibilities, and revised the system to encourage autonomous growth and challenges.」
As part of its talent strategy, the company introduced a new personnel evaluation system from the fiscal year ending March 2027, giving concrete form to a system that clarifies roles and responsibilities and encourages autonomous growth. For its human capital metrics, the company disclosed a 30.3% percentage of women in management positions and a 100% rate of men taking childcare leave. - FY2025Annual Update of Human Capital MetricsAnnual report
「Percentage of women in management positions 27.4% Equal to the gender ratio of employees Return-to-work rate after maternity and childcare leave for women 100% Maintain 100% Rate of men taking childcare leave 0.0% 100% E-learning hours completed (per person) 1 hour 04 minutes 20 hours」
The company updated its human capital results for the fiscal year ended March 2025 and disclosed a 27.4% percentage of women in management positions, a 100% return-to-work rate after maternity and childcare leave, a 0.0% rate of men taking childcare leave and 1 hour 04 minutes of e-learning completed per person. - FY2024Annual Update of Human Capital MetricsAnnual report
「Percentage of women in management positions 29.7% Equal to the gender ratio of employees Return-to-work rate after maternity and childcare leave for women 100% Maintain 100% Rate of men taking childcare leave —% 100% E-learning hours completed (per person) 1 hour 25 minutes 20 hours」
The company updated the actual results for the fiscal year ended March 2024 and the medium-term targets for the percentage of women in management positions, the return-to-work rate after maternity and childcare leave, the rate of men taking childcare leave and e-learning hours completed. - FY2023Disclosure of human capital metrics and medium-term targetsAnnual report
「Item Fiscal year ended March 2023 (actual) Medium-term target Percentage of women in management positions 22.3% (Women accounted for 37.8% of employees) Equal to the gender ratio of employees Return-to-work rate after maternity and childcare leave for women —% Maintain 100% Rate of men taking childcare leave —% 100% E-learning hours completed (per person) 2 hours 32 minutes 20 hours」
In addition to its existing policies on recruitment and diverse work styles, the company disclosed actual results and medium-term targets for women in management positions, return to work after childcare leave, men taking childcare leave and e-learning. - FY2023-Q1RestatedAnnual report
「At the same time, to accelerate medium-term growth, we continued to actively make upfront investments in human capital, including recruitment, and in initial development associated with service expansion.」
The policy of continuing to invest in human capital, including recruitment, to support medium-term growth was reaffirmed. - FY2022AdvancedAnnual report
「With regard to securing the workforce supporting these business activities, in addition to actively promoting new recruitment throughout the Group, we will further strengthen our internal systems by using digital transformation to improve the efficiency of remote work introduced across all Group companies and to develop and provide more diverse working environments.」
The company outlined a policy of actively promoting new recruitment and digitally transforming remote work across all Group companies. The Group’s number of employees reached 184. - FY2022-Q3AdvancedAnnual report
「In addition, to accelerate medium-term growth, we have actively made upfront investments in human capital, including recruitment, as well as in development, including the launch of new products, and in data and other areas.」
In addition to its existing policy on securing and developing personnel, the company invested in human capital through recruitment to accelerate medium-term growth. - FY2020AdvancedAnnual report
「Since late February 2020, our company has generally required all Group employees to work remotely. As existing services and new service launches, as well as administrative operations including the annual closing, have generally proceeded smoothly through the use of IT, we will continue promoting remote work to ensure the safety of officers and employees in anticipation of the prolonged spread of COVID-19 and to offer more diverse work styles.」
The company introduced remote work as the general policy for all employees and advanced to the stage of continuing to promote diverse work styles and work environments. - FY2019First statedAnnual report
「We will continue promoting the development of an environment in which employees can work with high motivation, including by establishing diverse work styles and enhancing employee benefits and internal training programs.」
The recruitment, retention and development of personnel who identify with the company’s理念 and are motivated to contribute form the foundation for autonomous growth.