Securing and Developing Management Talent to Support Future Growth
First written in FY2019. 5 of 7 entries say "Advanced", first in FY2023. Latest entry: 2026-10-01.
48 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「As a result, the promotion rate after the personnel system revision (fiscal 2025) rose to 18.0%, from 11.3% before the revision (fiscal 2024).」
The promotion rate in fiscal 2025 after the personnel system revision rose from 11.3% to 18.0%. In addition, the company operates Shin-Nihon University's IBC and Junior Board Conference, personnel KPIs and talent management as mechanisms for developing and allocating talent. - FY2024AdvancedAnnual report
「In August 2024, the company launched "Shin-Nihon University" as an in-house university. It will quickly develop the core talent needed to realise its future management strategy, focusing on managers and younger employees.」
The company gave concrete form to its efforts to secure and develop talent through an in-house university, a new personnel system, strategic job rotation, 1-on-1 meetings and talent management. In April 2024, it also implemented a base-pay increase equivalent to approximately 5% on an annual income basis. - FY2023AdvancedAnnual report
「The group recognises that developing and securing diverse talent is an important challenge in achieving sustainable corporate growth going forward. It is developing management talent to lead its growth strategy, strengthening its management structure through the optimal allocation of talent, and recruiting and developing diverse talent. To this end, it is working to create an environment that raises employee morale and enables employees to maximise their capabilities by deliberating succession plans, conducting selective training for executive-level employees as part of those plans, and reviewing its personnel evaluation system and organisational structure.」
The company gave concrete form to the development of management talent through succession planning, selective training for executive-level employees, and reviews of its personnel evaluation system and organisational structure. It has also separately set a target of raising the percentage of female managers to 30% by fiscal 2030. - FY2021RestatedAnnual report
「The company will continue to review its personnel evaluation system and organisational structure as part of its efforts to create an environment that raises employee morale and enables employees to maximise their capabilities.」
The company continues to develop and secure management talent, develop and recruit diverse talent, and review its personnel evaluation system and organisational structure. - FY2019First statedAnnual report
「The company will continue to secure and develop talent who share and embody its management philosophy, while working to secure and develop outstanding talent with business acumen who can operate globally. It will also review its personnel evaluation system and organisational structure as part of its efforts to create an environment that raises employee morale and enables employees to maximise their capabilities.」
The company is pursuing initiatives to foster shared commitment to its philosophy, secure and develop global talent, and review its personnel evaluation system and organisational structure.