Building the Foundation for Talent Development and Skills Transfer
First written in FY2018. 8 of 14 entries say "Advanced", first in FY2020. Latest entry: 2026-07-30.
- 2026-07-30RestatedEarnings
- FY2026AdvancedAnnual report
「Alongside efforts to improve employee engagement, including continuing to raise employee salary levels and introducing systems to enhance flexibility in work arrangements as part of strengthening human capital, the Osaka Steel Group Human Rights Policy was formulated.」
The company raised compensation levels, introduced flexible working arrangements and formulated a human rights policy. It has also disclosed figures for fiscal 2025, including a 2.4% ratio of women in management positions, a 64.3% rate of male employees taking childcare leave and an 81% average paid-leave utilization rate. - FY2026-H1AdvancedAnnual report
「The company is also promoting initiatives to strengthen human capital, including the introduction of systems that enhance flexibility in working arrangements.」
As a specific measure to strengthen human capital, the company introduced a system to enhance flexibility in working arrangements. - FY2025AdvancedAnnual report
「The Group regards human capital as the most important value comprising corporate value and has established the following guiding principle in its management philosophy: “We will direct all our efforts toward human resource development and strengthening technical capabilities, and contribute to society through self-realization.”」
The Company has specified human resource development and skills transfer through training, rotations, human resource portfolios and the development of overseas and DX talent for technical staff, administrative staff and managers. Its human capital KPIs disclosed a 64.7% childcare-leave usage rate among male employees, an 84% average paid-leave utilization rate and a 100% training implementation rate. - FY2024AdvancedAnnual report
「With respect to human capital and diversity, the following indicators are managed as materiality KPIs. Indicator Target Fiscal 2023 results Percentage of female employees in management positions (Note 1) 2025: 2x the fiscal 2021 level (approximately 3%) 2030: 3–4x the fiscal 2021 level (approximately 4.5–6%) 1.2% Percentage of male employees taking childcare leave (Note 1) 80% or higher 52.6% Average paid-leave utilization rate 80% or higher 80% Human resource activation training implementation rate 100% 100%」
In addition to initiatives for human resource development and skills transfer, the Company has established and manages time-bound, quantified KPIs and results for the percentage of female managers, the rate of childcare-leave usage, the paid-leave utilization rate and the training implementation rate. - FY2021AdvancedAnnual report
「The Company has also sought to respond to changes in the social environment, including the declining birthrate and aging population, by promoting various measures to recruit and develop human resources, enhancing employee welfare facilities, implementing web conferences and telework, and introducing a mandatory retirement age of 65.」
In addition to continuing human resource development and skills transfer, the Company has implemented measures including enhanced employee welfare facilities, web conferences, telework and the introduction of a mandatory retirement age of 65. - FY2021-Q2RestatedAnnual report
「In addition to further strengthening quality and product competitiveness and pursuing energy and power savings, the company is advancing measures to ensure thorough compliance, secure and develop human resources capable of supporting sustainable business growth, pass on technical skills, and establish foundations for occupational health and safety, environmental and disaster-prevention measures,」
The Company continues to recruit and develop human resources, transfer skills and establish the foundation needed for sustainable business development. - FY2020AdvancedAnnual report
「To recruit and develop human resources and transfer skills, the Company is steadily implementing human resource development programs, including training by employee level, while promoting specific initiatives to improve labor productivity through rapidly advancing IT technologies such as AI and RPA.」
In addition to human resource development programs such as training by employee level, the Company is advancing specific initiatives to improve labor productivity through AI and RPA. - FY2019RestatedAnnual report
「In this business environment, based on the Fiscal 2020 Consolidated Medium-Term Plan: “A New Leap Forward,” formulated last March, the Group has actively pursued initiatives centered on people and equipment, including thorough compliance, particularly in quality control; further enhancement of quality and product capabilities; the recruitment and development of human resources and the transfer of skills; and the establishment of a foundation for occupational health and safety, environmental protection and disaster prevention.」
The Group continues to establish a foundation for recruiting and developing human resources, transferring skills, and addressing occupational health and safety, environmental protection and disaster prevention. - FY2018First statedAnnual report
「While thoroughly implementing compliance, including quality control, we will further strengthen risk management relating to occupational health and safety, the environment and disaster prevention, and promote the establishment of a foundation for human resource development and skills transfer.」
The Group has, for the first time, explicitly identified the establishment of a foundation including human resource development and skills transfer as a means of addressing medium-term management issues.