Talent Development and Engagement
First written in FY2016. 4 of 10 entries say "Restated". 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
「As part of our human resources strategy, rather than being bound by uniform frameworks such as the “membership-based” or “job-based” models, we will carefully develop employees hired as new graduates over the medium to long term in line with their individual characteristics. Our key policy is to strengthen organizational capabilities by fostering the corporate culture while also improving each employee’s expertise. Ensuring diversity through employee development Percentage of female workers in managerial positions At least 15% 14.6%」
The company provided more detail on its human resources strategy, including medium- to long-term development, corporate culture and improving expertise, and disclosed an actual female management ratio of 14.6% against a target of at least 15% for the fiscal year ending March 2028. This was up from the 12.8% disclosed the previous year. - 2026-06-03AdvancedGeneral Meetings of Shareholders
「Ⅲ Focus on developing and invigorating human resources」
The company continues to treat the development and activation of human resources as an important issue, and also reports that it was selected as a Health and Productivity Management Outstanding Organization 2026, White 500, and received the Human Capital Management Quality 2025, Gold designation. - FY2025AdvancedAnnual report
「As part of our human resources strategy, rather than being bound by uniform frameworks such as the “membership-based” or “job-based” models, we will carefully develop employees hired as new graduates over the medium to long term in line with their individual characteristics. Our key policy is to strengthen organizational capabilities by fostering the corporate culture while also improving each employee’s expertise. Female management ratio At least 15% 12.8% Male employees taking childcare leave and similar leave 100% 96.8% Paid leave utilization rate 100% 85.6%」
The company provided more detail on its policies concerning human resource development, diversity and working arrangements, and disclosed targets and actual results for March 2028 for the female management ratio, the rate of male employees taking childcare leave and similar leave, and the paid leave utilization rate. The female management ratio rose from 11.2% in the previous disclosure to 12.8%. - FY2024AdvancedAnnual report
「With regard to gender diversity, we will continue our efforts to increase opportunities for the development of female employees, using a female management ratio of at least 15% as one indicator. Indicator Target (March 2028) Actual (current consolidated fiscal year) Female management ratio At least 15% 11.2%」
The company provided more detail on its previous disclosure regarding human resource development and engagement, disclosing a target female management ratio of at least 15% for March 2028 and an actual ratio of 11.2% for the current fiscal year. - FY2022ReframedAnnual report
「Key issues related to corporate activities Human resources: recruitment and training Hiring new graduates and developing employees from the ground up Assessing and improving employee engagement through feedback systems covering business performance and work processes Ensuring diversity through employee development Developing diverse core personnel through a direct-sales structure Establishing broad-based education, training and skills-development programs tailored to employees’ characteristics, including IT, accounting and industry expertise Achieving work-life balance for employees Promoting flexible working arrangements, including hourly paid leave, staggered working hours and remote work」
The scope has expanded from the previous focus on human resource development and engagement to include human resource initiatives covering new graduate recruitment, engagement, diversity, education and training, and flexible working arrangements. - FY2021RestatedAnnual report
「III. We will focus on developing and energizing our human resources.」
The company continues to identify a focus on developing and energizing human resources as a priority. - FY2019RestatedAnnual report
「III. We will focus on developing and energizing our human resources.」
The company continues to identify a focus on developing and energizing human resources as a key issue. - FY2018RestatedAnnual report
「III. We will focus on developing and energizing our human resources.」
The company continues to identify a focus on developing and energizing human resources as a key issue. - FY2017RestatedAnnual report
「III. We will focus on developing and energizing our human resources.」
The company continues to identify a focus on developing and energizing human resources as a key issue. - FY2016First statedAnnual report
「We will focus on developing and engaging our human resources.」
The company identifies the development and engagement of human resources as a key priority.