Talent Development and Support for Self-Directed Growth Through Enhanced Training
First written in FY2017. 3 of 8 entries say "Raised", first in FY2020. Latest entry: 2026-05-14.
101 other companies' latest entry also says "Advanced".
- 2026-05-14AdvancedFinancial Results Presentation
「Improving individual capabilities and behavior Creating a workplace where employees can experience psychological safety, job satisfaction and personal growth Transforming the organizational culture and improving employee satisfaction」
In addition to previous training, health-management and personnel-system initiatives, the Company specified psychological safety, organizational culture reform and employee satisfaction as initiatives to energize its workforce. - FY2025AdvancedAnnual report
「The company was certified as a Health and Productivity Management Outstanding Organization in the large-enterprise category of the Health and Productivity Management Outstanding Organizations Certification Program, jointly selected by the Ministry of Economy, Trade and Industry and the Japan Health Council. This marked the fourth consecutive year of certification since 2021.」
The company achieved four consecutive years of certification as a Health and Productivity Management Outstanding Organization since 2021. Initiatives including the Human Resources Development Committee, personnel system reforms and career development are also continuing. - FY2024AdvancedAnnual report
「The company was certified as a 2024 Health and Productivity Management Outstanding Organization in the large-enterprise category of the Health and Productivity Management Outstanding Organizations Certification Program, jointly selected by the Ministry of Economy, Trade and Industry and the Japan Health Council. This marked the third consecutive year of certification since 2021.」
The company reported three consecutive years of certification since 2021 under the Health and Productivity Management Outstanding Organizations program. Initiatives including the Human Resources Development Committee, personnel system reforms and the mandatory retirement age of 65 are also continuing. - FY2023RaisedAnnual report
「To energize, develop and educate its human resources, the Group established the Human Resources Development Committee in October 2017 and has been advancing initiatives for systematic employee development, with meetings held approximately once every 1 to 2 months. In particular, it is working to establish career development systems by department and to formulate specific initiatives for developing core personnel in line with career plans. In addition, to address work-style reforms, equal pay for equal work, childcare and nursing-care leave, and other matters, the Group began reforming its personnel systems in October 2020 and aims to achieve sustainable growth, including through the introduction of a mandatory retirement age of 65.」
Human resources initiatives have expanded from conventional training and self-development support to include career development systems, core personnel development, personnel system reforms and a mandatory retirement age of 65. - FY2021RaisedAnnual report
「We will also rebuild our personnel systems and work to establish systems that enable employees to feel a sense of purpose and growth in their work. We will continue to regard improving employee health and developing employees as important management issues, and strive to further improve productivity.」
The scope has expanded beyond conventional training and self-development support to include human resources initiatives covering the rebuilding of personnel systems, employee health promotion, and employees’ sense of purpose and growth. - FY2020RaisedAnnual report
「While rebuilding our personnel and performance evaluation systems to create an environment in which employees can find purpose in their work, we will further enhance our training programs and develop employees who can independently put our guiding principle, “The Maruyama Spirit,” into practice. We will also establish various systems to enable employees to maintain and improve productivity amid the COVID-19 pandemic, and promote work-style reforms so that our diverse workforce, including overseas talent, can thrive.」
The scope has expanded beyond conventional training and self-development support to include rebuilding personnel and evaluation systems, maintaining productivity during the COVID-19 pandemic, enabling diverse employees, including overseas talent, to thrive, and promoting work-style reforms. - FY2018RestatedAnnual report
「The Maruyama Group will further enhance its proprietary in-house training programs and develop employees who can independently put its guiding principle, “The Maruyama Spirit,” into practice by supporting each employee’s voluntary growth, including the improvement of specialized knowledge through self-development and the exercise of a spirit of challenge.」
The company continues to develop talent through enhanced in-house training programs, support for self-development and improved specialized knowledge. - FY2017First statedAnnual report
「The Maruyama Group will further enhance its in-house training programs and actively develop employees who can put its guiding principle, “The Maruyama Spirit,” into practice by supporting each employee’s voluntary, self-directed growth, including the improvement of specialized knowledge and self-development.」
The medium-term management plan identifies, for the first time in specific terms, talent development through enhanced training programs, improved specialized knowledge and support for self-development as key priorities.