Strengthening the Management Foundation through Talent Development and Group Management
First written in FY2016. 5 of 11 entries say "Restated". Latest entry: FY2026.
- FY2026Updates to human capital metrics and extension of the retirement ageAnnual report
「Female representation among newly appointed managers: 10.6% (14.3% in fiscal 2024) Annual paid leave utilization rate: 85.9% (79.1% in fiscal 2024) Regular health checkup participation rate: 100.0% (100% in fiscal 2024) In fiscal 2025, the company changed its retirement benefit system in connection with, among other matters, extending the retirement age from 60 to 65.」
Female representation among newly appointed managers was 10.6%, exceeding the target of 10% or more but declining from 14.3% in the previous fiscal year. The annual paid leave utilization rate rose to 85.9%, and a system change extending the retirement age from 60 to 65 was also disclosed. - FY2025AdvancedAnnual report
「Target Female representation among newly appointed managers : 10 % or more (target under “CSR Targets 2025”) Result Female representation among newly appointed managers: 14.3 % (11.4% in fiscal 2023)」
Female representation among newly appointed managers was 14.3%, against the CSR Targets 2025 target of 10% or more. The annual paid leave utilization rate was 79.1%, and the regular health checkup participation rate was 100.0%. - FY2024AdvancedAnnual report
「Target Female representation among newly appointed managers : 10 % or more (target under “CSR Targets 2025”) Result Female representation among newly appointed managers: 11.4 % (13.6% in fiscal 2022) Result Annual paid leave utilization rate: 83.6 % (77.5% in fiscal 2022) Regular health checkup participation rate: 100.0 % (99.9% in fiscal 2022)」
New human capital results were disclosed: female representation among newly appointed managers was 11.4% against a target of 10% or more, the annual paid leave utilization rate was 83.6%, and the regular health checkup participation rate was 100.0%. - FY2023AdvancedAnnual report
「We aim to develop human resources who can demonstrate their full potential and whose capabilities are recognized both inside and outside the company. ・Human resources development is based on OJT supplemented by OFF-JT. Targets Female representation among newly appointed managers: 10% or more (target under “CSR Targets 2025”) Result Female representation among newly appointed managers: 13.6%」
The human resources development policy based on OJT and OFF-JT, and the result of 13.6% female representation among newly appointed managers against the CSR Targets 2025 target of 10% or more, were disclosed. - FY2022RestatedAnnual report
「In addition to working to secure and develop global talent, we will seek to improve labor productivity and create a comfortable workplace through work-style reform and the promotion of health management.」
The policy of strengthening human resources and the organization, including global talent, work-style reform, health management and higher labor productivity, continued. - FY2021RestatedAnnual report
「In addition to working to secure and develop global talent, we will seek to improve labor productivity and create a comfortable workplace through work-style reform and the promotion of health management.」
The policy of strengthening human resources and the organization, including global talent, work-style reform, health management and higher labor productivity, continued. - FY2020RestatedAnnual report
「In addition to working to secure and develop global talent, we will seek to improve labor productivity and create a comfortable workplace through work-style reform and the promotion of health management.」
The policy of strengthening human resources and the organization, including global talent, work-style reform, health management and higher labor productivity, continued. - FY2019RestatedAnnual report
「In addition to working to secure and develop global talent, we will seek to improve labor productivity and create a comfortable workplace through work-style reform and the promotion of health management.」
The policy of strengthening human resources and the organization, including global talent, work-style reform, health management and higher labor productivity, continued. - FY2018RaisedAnnual report
「In addition to working to secure and develop global talent, we will seek to improve labor productivity and create a comfortable workplace through work-style reform and the promotion of health management.」
In addition to the existing focus on human resources development and organizational strengthening, global talent, work-style reform, health management and labor productivity were added as specific initiatives. - FY2017RestatedAnnual report
「In addition, we will strengthen individuals and the organization from the perspectives of human resources development and group management, and work to establish a lean, resilient corporate structure.」
The policy of strengthening individuals and the organization and building a more resilient corporate structure through human resources development and group management continues. - FY2016First statedAnnual report
「In addition, we will strengthen individuals and the organization from the perspectives of human resources development and group management, and work to establish a lean, resilient corporate structure.」
Human resources development and group management are positioned as measures to strengthen individuals and the organization and improve the corporate structure.