Human resource development through online training, reskilling and education budgets

「Each year, we conducted a company-wide engagement survey twice to gain a multifaceted understanding of employees’ views on workload, job responsibilities, opportunities for growth, supervisors, personnel evaluations, physical and mental health, welfare benefits and other matters.」

「In November 2023, we conducted an engagement survey of our employees to understand their views on workload, job responsibilities, opportunities for growth, supervisors, colleagues and subordinates, recognition and rewards, personnel evaluations, the medium-term management plan, corporate culture, intention to leave, physical and mental health, welfare benefits and other matters. We provided feedback to the heads of each division and implemented improvements in areas receiving many requests. From the fiscal year ending March 2025 onward, we will introduce a survey system to improve operational efficiency and increase the survey frequency, enabling us to appropriately identify changes in employee sentiment and continuously improve the organization.」

「In addition to the conventional externally provided training, we established an online video training program in October 2021. Employees take the training designated for their position 3 times a year, and during the designated 3-month period, we provide an environment in which they can freely take training suited to their individual interests, thereby promoting employee skill development and reskilling. In addition, from the fiscal year ending March 2023, we allocated an education budget of ¥5,000 per employee per year to each division, making active investments in employee education by allowing the funds to be used for external courses, textbooks for qualification examinations and examination fees.」