Recruiting and developing diverse talent and creating a supportive work environment
First written in FY2023. 1 of 3 entries say "Softened", first in FY2024. Latest entry: FY2026.
The whole theme swung hardest in 2018: 1 of 11 companies on the "Worse" side.
0 other companies' latest entry also says "Other".
- FY2026Human resources strategy organised around 3 initiatives to improve labour productivity and secure talentAnnual report
「Based on the above purpose and its understanding of the business environment, the company positions “improving labour productivity and securing talent” as its most important human resources strategy and is promoting initiatives including ① talent development: measures to maintain and improve capabilities at the worksite, ② talent utilisation: creating a work environment in which diverse talent can work with confidence, and ③ securing talent: improving attractiveness through work-style reforms, better employment conditions and other measures. In addition, to improve labour productivity, the company is promoting measures on both the hardware and software sides, including capital investment and DX initiatives.」
The human resources strategy explicitly identifies 3 core initiatives—talent development, talent utilisation and securing talent—and adds measures to improve labour productivity through capital investment and DX. - FY2024Shift toward a policy of setting no numerical human capital targetsAnnual report
「Regarding the setting of target values for each item of human capital information, the group has not established any specific targets at this time, taking into account the importance of the items and the relatively small scale of its workforce. The group will establish appropriate targets as necessary while monitoring changes in its business environment and future trends.」
The specific target previously disclosed, namely a cumulative utilisation rate of at least 80% for the reduced-hours work arrangement through 31 March 2025, was not included this time, and a policy of not establishing specific human capital targets at this time was presented. - FY2023First statedAnnual report
「・Actively encouraging employees to improve their skills by supporting opportunities and costs for external seminars and professional qualifications ・Developing multi-skilled workers through job rotation in manufacturing, and improving skills by creating opportunities to gain experience through changes in product responsibility and sales territories, including transfers, in the sales division ・Promoting exchanges of personnel among group companies to share their respective know-how and invigorate the organisation ・Operating a system under which outstanding performance and achievements by departments and individuals are recognised each fiscal year, with the aim of raising employee motivation ・Promoting the use of childcare leave and reduced-hours work arrangements ・Considering the introduction of flextime and telework The company has introduced a reduced-hours work arrangement under which employees with children from their third birthday until they reach 5 years of age may, if they wish, reduce their daily working hours by up to 1 hour, while employees with children from their fifth birthday until they reach 9 years of age (the end of the fiscal year in which they complete the third year of elementary school) may, if they wish, reduce their daily working hours by 30 minutes or 1 hour. The company has set a target of maintaining a cumulative utilisation rate of at least 80% through 31 March 2025.」
External seminars and professional qualification support, job rotation, personnel exchanges, awards, childcare leave, flextime and telework were listed as specific measures. A target of a cumulative utilisation rate of at least 80% for the reduced-hours work arrangement through 31 March 2025 was stated for the first time.