Recruiting and developing talent and enhancing job satisfaction
First written in FY2016. 3 of 7 entries say "Restated". Latest entry: FY2026.
15 other companies' latest entry also says "Other".
- FY2026Some human capital KPIs achieved; lost-time injury frequency rate worsenedAnnual report
「Percentage of women in career-track positions (%) 15.0 FY2026 12.6 14.2 16.3 Percentage of female workers in management positions (%) 3.0 or higher FY2026 3.0 3.6 3.7 Paid leave utilization rate (%) 85.0 FY2026 81.5 80.8 84.6 Training and education costs per employee (¥10 thousand) 15.0 FY2026 9.7 10.7 14.4 Lost-time injury frequency rate 0.00 FY2026 0.40 1.66 3.76」
The percentages of women in career-track positions and management positions were 16.3% and 3.7%, respectively, exceeding their targets, while the paid leave utilization rate of 84.6% and training and education costs of ¥144 thousand fell short of their targets. The lost-time injury frequency rate was 3.76. - FY2023Some human capital KPIs achieved; some targets missedAnnual report
「Percentage of women in career-track positions (%) 11.0 2023 8.7 10.2 12.0 Percentage of women in management positions (%) 3.0 2026 1.9 2.8 3.5 Paid leave utilization rate (%) 80.0 2023 65.5 70.4 74.7 Lost-time injury frequency rate 0.00 2023 0.00 1.19 1.62」
The company disclosed targets and results for human capital. The percentage of women in career-track positions was 12.0%, against the 2023 target of 11.0%, and the percentage of women in management positions was 3.5%, against the 2026 target of 3.0%. Meanwhile, the paid leave utilization rate was 74.7%, against the target of 80.0%, and the lost-time injury frequency rate was 1.62, against the target of 0.00. - FY2022RestatedAnnual report
「In addition, to strengthen employee capabilities and develop talent, the company will continue to recruit diverse talent and enhance its education and training programs, while also working to create a workplace where women can thrive and expand employment opportunities for people with disabilities.」
The company continues to pursue talent initiatives including the recruitment of diverse talent, education and training, an environment where women can thrive, and employment of people with disabilities. - FY2021RaisedAnnual report
「To strengthen employee capabilities and develop talent, the company will continue to recruit diverse talent and enhance its education and training programs, while also working to create a workplace where women can thrive and expand employment opportunities for people with disabilities.」
The company expanded the scope of its initiatives by adding an environment where women can thrive and expanded employment of people with disabilities to its talent development and job satisfaction policies. - FY2018RestatedAnnual report
「The company will actively recruit and develop diverse talent, including women, and aims to build an organization that turns diversity into a strength.」
The company continues to pursue initiatives concerning workforce diversity, its training structure, and enhanced job satisfaction. - FY2018RestatedAnnual report
「The group will work to develop the talent that will drive its growth and enhance employees' motivation and job satisfaction.」
The company has reaffirmed talent development and job satisfaction as growth initiatives. It continues to pursue a safe workplace, a diverse workforce, and an enhanced training structure. - FY2016First statedAnnual report
「④ Recruiting and developing talent and enhancing job satisfaction The group will work to develop the talent that will drive its growth and enhance employees' motivation and job satisfaction.」
The company identifies as challenges recruiting and developing talent to drive growth, the workplace environment, safety, a diverse workforce including women, and its training structure.