Securing the Number and Quality of Personnel to Support New Store Openings
First written in FY2016. 20 of 21 entries say "Advanced", first in FY2017-Q3. Latest entry: FY2026.
The whole theme swung hardest in 2020: 8 of 26 companies on the "Worse" side.
1 other company's latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「The workforce increased by 122 from the end of the previous fiscal year. The main reason was an increase in in-period hiring accompanying the expansion of the business.」
The workforce increased by 122 from 1,110 at the end of the previous fiscal year to 1,232. The company also indicated plans to continue hiring and training in preparation for expanded store openings in the fiscal year ending June 2027. - FY2024AdvancedAnnual report
「Employees (people) 1,041 [ 44 ]」
As of 30 June 2024, the workforce totaled 1,041, up from 959 at the end of the previous fiscal year. With a plan to open more than 30 stores in the fiscal year ending June 2025, the company continues to secure and train personnel, including new graduates and mid-career hires. - FY2024-Q3AdvancedAnnual report
「The company expects to open 16 new stores during the current fiscal year and plans to open more than 30 in the next fiscal year, with further store expansion planned thereafter. Personnel are needed to achieve this expansion, and new store managers must be developed. Accordingly, the company began taking action early in the current fiscal year, actively recruiting talented people and working to strengthen its staffing.」
To support plans to open 16 stores this fiscal year and more than 30 next fiscal year, the company began early in the current fiscal year to recruit talented personnel and develop new store managers. Efforts to secure personnel supporting store expansion have taken concrete shape. - FY2024-Q2AdvancedAnnual report
「The workforce increased from 847 as of December 2022 to 1,076 in December 2023, accompanied by a ¥741 million increase in personnel expenses.” “As noted above, the workforce increased by 229, including an increase of 211 in the LABO operations business. This was to strengthen staffing for the 15 new stores planned for the current fiscal year and to replenish personnel in line with higher revenue at existing stores.」
The workforce increased by 229 from 847 in December 2022 to 1,076 in December 2023, including an increase of 211 employees in the LABO operations business. This was explained as upfront personnel reinforcement to support 15 new store openings and higher revenue at existing stores. - FY2024-Q1AdvancedAnnual report
「The workforce increased from 809 in September last year to 1,053 in September this year, while personnel expenses increased by ¥418 million.” “To support new store openings and growth at existing stores, the company hired 46 mid-career employees in the first quarter. As of now, 98 new graduates are confirmed to join the company in April 2024.」
The workforce increased by 244 from 809 in September of the previous year to 1,053, including an increase of 232 employees in the LABO operations business. The company secured 46 mid-career hires and 98 new graduates scheduled to join in April 2024, advancing upfront personnel investment for new store openings and existing-store growth. - FY2023AdvancedAnnual report
「The workforce increased by a net 232 people, including 111 new graduates, enabling the company to limit the increase in labor productivity per person-hour to 1.3% year on year, to ¥7,328 per hour.」
The workforce increased by a net 232 people, including 111 new graduates. Through increased staffing, additional work bays and improved operating efficiency, the company limited the rise in labor productivity per person-hour to 1.3% year on year. - FY2022AdvancedAnnual report
「In addition, the company plans to hire 181 new graduates and mid-career employees. It will enhance its existing recruitment methods, increase the staff involved in hiring, review and strengthen its use of recruitment channels, actively hire women, and, in the Kanto region, supplement its employee-centered structure with greater use of part-time staff while preserving its corporate culture.」
The company plans to hire 181 new graduates and mid-career employees during the current fiscal year. It identified increasing recruitment staff, reviewing recruitment channels, hiring women and using part-time staff in Kanto as specific measures to secure personnel. The workforce at fiscal year-end was 727, up 83 from the end of the previous fiscal year. - FY2022-Q3AdvancedAnnual report
「In addition, 73 new graduates joined the company on 1 April. They have been assigned to individual locations and are undergoing training based on the education program with the aim of becoming KeePer coating technicians. The company will also actively recruit additional capable personnel, anticipating continued strong growth at existing stores, so as not to fall behind rising demand. It will focus on creating a work environment in which employees can concentrate on customer satisfaction while avoiding excessively high labor productivity as far as possible.」
The company accepted 73 new graduates on 1 April and began training at each location based on its education program. It indicated plans to continue hiring to keep pace with rising demand and to create a work environment focused on customer satisfaction. - FY2021AdvancedAnnual report
「The workforce increased by 154 from the end of the previous fiscal year. The main reason was an increase in in-period hiring accompanying the expansion of the business.」
The workforce increased by 154 from 490 at the end of the previous fiscal year to 644, indicating progress in hiring accompanying business expansion. - FY2021-Q3AdvancedAnnual report
「On 1 April, 70 new employees joined the company, bringing the number of field staff to 544. The average number of staff per location consequently rose to 6.4, an increase of more than 1 from 5.3 in the previous fiscal year.」
After 70 new employees joined, field staff totaled 544 and averaged 6.4 per location. Staffing increased from 5.3 in the previous fiscal year, advancing the personnel structure needed to support store expansion and higher demand. - FY2021-Q2AdvancedAnnual report
「Regarding staffing, the company anticipated the strong demand for KeePer coatings entering a new phase and achieved its target of hiring 100 mid-career employees, a program launched in August last year, by December. This brought the number of staff working in the field to approximately 500 as the company entered December, its peak demand period.」
The company achieved its target of hiring 100 mid-career employees in December and established a workforce of approximately 500 field staff. It also indicated plans for 70 new graduates to join in April 2021 and for additional hiring to support future store openings and business expansion. - FY2020AdvancedAnnual report
「In addition, the company hired 52 new graduates in April 2020, the same level as through the previous fiscal year.」
The company hired 52 new graduates in April 2020. The workforce also increased from 417 at the end of the previous fiscal year to 490 at the end of June 2020, and personnel reinforcement to support new store openings and business expansion is continuing. - FY2019AdvancedAnnual report
「In addition, the company hired 52 new graduates in April 2019, the same level as through the previous fiscal year.」
The company hired 52 new graduates in April 2019, increasing the workforce from 385 at the end of the previous fiscal year to 417. Personnel recruitment to support new store openings and expansion of delivery services is progressing with tangible results. - FY2019-Q2AdvancedAnnual report
「In addition, 65 new graduates are scheduled to join the company in April 2019. The company is also continuing to hire several mid-career employees each month, and can be said to be in a highly favorable position in an environment of growing difficulty in recruiting personnel.」
The company secured 65 new graduates scheduled to join in April 2019 and continues to hire several mid-career employees each month. Concrete hiring plans to secure personnel supporting store expansion are progressing. - FY2018AdvancedAnnual report
「The workforce increased by 47 from the end of the previous fiscal year. The main reason was an increase in in-period hiring accompanying the expansion of the business.」
The workforce increased by 47 from the end of the previous fiscal year to 385 at fiscal year-end. Hiring to support business expansion is taking concrete shape. - FY2018-Q2AdvancedAnnual report
「Moreover, by April this year, acceptance letters had already been received from 62 new graduates. The company is also hiring several mid-career employees each month and expects to replenish staff for store expansion at an appropriate pace.」
Acceptance letters have been received from 62 new graduates scheduled to join the company in April, while mid-career hiring is proceeding at a pace of several people per month. This demonstrates concrete progress in securing personnel for store expansion. - FY2017AdvancedAnnual report
「Regular hiring consists of new graduates from universities, vocational schools and high schools, and the company hired a total of 64 people for the fiscal year ended June 2017.」
The company secured 64 new graduates. The workforce increased by 54 from the end of the previous fiscal year to 338 employees. - FY2017-Q3AdvancedAnnual report
「On 1 April, immediately after the end of the third-quarter accounting period, 63 new employees joined the company, bringing the workforce to more than 400 people, at 403.」
On 1 April, 63 new employees joined the company, bringing the workforce to 403. The company demonstrated concrete progress in securing personnel for new store openings, although it did not disclose the technical proficiency achieved after training. - FY2016First statedAnnual report
「To secure the number and quality of employees needed to support new store openings at a rapid pace, we are hiring ahead of schedule based on longer-term business plans, including three-year plans, and securing the personnel required to execute those plans.」
Sets out a workforce plan involving advance hiring ahead of the new-store opening schedule.