Recruiting and Developing Talent and Improving Employee Motivation and Capabilities
First written in FY2017. 7 of 16 entries say "Restated". Latest entry: 2026-10-14.
- FY2026Updating Results for the Target Fiscal YearAnnual report
「Return-to-work rate after parental leave (Note 2): Fiscal year ending February 2026 — maintain 100.0%; actual 100.0%. Gender pay gap (Note 2): Fiscal year ending February 2026 — target of at least 80.0%; actual 73.2%. Percentage of women in management (Note 3): Fiscal year ending February 2026 — maintain at least 40.0%; actual 44.1%.」
For the fiscal year ending February 2026, the company disclosed a 100.0% return-to-work rate after parental leave, a 73.2% gender pay gap and a 44.1% percentage of women in management. The return-to-work rate met the maintained target, and the percentage of women in management exceeded the target of at least 40.0%, while the gender pay gap fell short of the target of at least 80.0%. - 2026-04-03AdvancedEarnings presentation
「We launched a new personnel system, including a dual-track personnel and evaluation system, together with a systematic training program.」
Measures to recruit and develop personnel were specified as the launch of a new personnel system and training program. - FY2025Update to target year and actual resultsAnnual report
「Return-to-work rate after parental leave (Note 2): Fiscal year ending February 2026 — maintain 100.0%; actual 100.0%. Gender pay gap (Note 2): Fiscal year ending February 2026 — target of at least 80.0%; actual 75.2%. Percentage of women in management (Note 3): Fiscal year ending February 2026 — maintain at least 40.0%; actual 36.8%.」
For personnel and the workplace environment, the target year was updated to the fiscal year ending February 2026, and actual results of a 100.0% return-to-work rate, a 75.2% gender pay gap and a 36.8% percentage of women in management were disclosed. - FY2024AdvancedAnnual report
「Return-to-work rate after parental leave (Note 2): Fiscal year ending February 2025 — maintain 100.0%; actual 100.0%. Gender pay gap (Note 2): Fiscal year ending February 2025 — target of at least 80.0%; actual 74.4%. Percentage of women in management (Note 3): Fiscal year ending February 2025 — maintain at least 40.0%; actual 43.2%.」
For personnel and the workplace environment, the company disclosed targets and current-period results for the return-to-work rate, gender pay gap and percentage of women in management for the fiscal year ending February 2025. - FY2024-Q1Trend toward lower initial costs, including hiring costsAnnual report
「The business of サムポローニア, which newly joined our group as a subsidiary in October 2022, is also progressing smoothly, and the burden of initial investments in infrastructure and hiring personnel in anticipation of business expansion is showing a tendency to decline.」
The company explained that, as the サムポローニア business progresses smoothly, the burden of initial infrastructure investments and hiring personnel in anticipation of business expansion is trending lower. - FY2021RestatedAnnual report
「Recruiting and developing personnel to support the sustainable growth of our group is one of our key challenges. In particular, we need to secure personnel with sufficient knowledge and experience in financial transactions or real estate transaction administration.」
The company identified the recruitment and development of personnel as a key challenge and explicitly stated that securing personnel with knowledge and experience in financial transactions and real estate transaction administration is a prerequisite. - FY2020-Q3RestatedAnnual report
「Meanwhile, personnel expenses increased as the company strengthened its business base by advancing the recruitment and development of personnel, resulting in higher sales but lower operating income in the real estate auction business.」
The company continues to strengthen its business base through the recruitment and development of personnel. The increase in personnel expenses was also identified as a factor behind the decline in profit in the real estate auction business. - FY2020-Q2RestatedAnnual report
「Meanwhile, personnel expenses increased as the company strengthened its business base by advancing the recruitment and development of personnel, resulting in higher sales but lower operating income in the real estate auction business.」
The company continues to strengthen its business base through the recruitment and development of personnel in its real estate auction business. Sales increased due to higher personnel expenses, while operating income declined. - FY2019RestatedAnnual report
「We will continue to pursue active, ongoing hiring, work to recruit and develop talented personnel, and proactively enhance employee motivation and capabilities through improved employee benefit programs and the development of training programs.」
The policy of strengthening talent and employee capabilities through active hiring, development, employee benefits and training programs remains in place. - FY2019-Q3RestatedAnnual report
「Although net sales increased slightly year on year due to an increase in consolidated subsidiaries and the associated expansion of the BPO business, operating income, ordinary income and quarterly net income attributable to owners of the parent declined year on year as a result of changes in the sales mix by segment and the front-loading of system investments and other spending to recruit personnel and strengthen the management structure.」
The performance analysis explains that the company continued hiring and front-loaded system investments to strengthen its management structure. - FY2019-Q2RestatedAnnual report
「During the six-month period under review, we did not receive any orders for large-scale projects of the kind secured in the previous fiscal year, but the number of completed transactions increased. With a view to the future expansion of the inheritance market, we worked to expand our human resources through new hiring and training, while further strengthening sales activities focused on the balance of real estate supply and demand in major metropolitan areas, including the “2022 problem” involving productive green spaces.」
The company continues to expand its human resources through new hiring and training in its real estate auction business, in anticipation of growth in the inheritance market. - FY2019-Q1RestatedAnnual report
「At the same time as pursuing sales activities focused on the balance of real estate supply and demand in major metropolitan areas, including the “2022 problem” involving productive green spaces, we worked to expand our human resources and strengthen our internal structure.」
The company is expanding its human resources and strengthening its internal structure in its real estate auction business. - FY2017First statedAnnual report
「The company will continue to conduct active, ongoing recruitment, secure and develop outstanding human resources, and proactively work to further improve employee motivation and capabilities by enhancing employee benefits and establishing training programs.」
Measures were outlined to recruit and develop talent and enhance employee capabilities through hiring activities, employee benefit programs and training programs.