Delays in securing, developing and retaining human resources
First written in FY2020. 5 of 7 entries say "Advanced", first in FY2024. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「From April 2026, we will revise our personnel systems and work to expand opportunities for diverse personnel to play an active role and promote the transfer of skills by extending the retirement age and introducing a dual-track personnel system.」
The company has translated its response to the recruitment, development and retention of personnel into certification as a 2026 Certified Health and Productivity Management Outstanding Organization, extending the retirement age to 65, an expert job track, a dual-track personnel system and the transfer of skills. - FY2025AdvancedAnnual report
「Under the theme of “lifelong development,” we provide employees at every level, from new hires to veteran employees, with a range of opportunities for growth. For technical employees, we have established an education program covering the first 6 years after joining the company.」
The company has translated its response to the recruitment, development and retention of personnel into lifelong development, education through the sixth year after joining the company, supervisor development, women’s advancement, telework and employee surveys, and has also disclosed results including a 1.6% female management ratio and a 91.4% male parental-leave utilization rate. - FY2024AdvancedAnnual report
「Under the theme of “lifelong development,” we provide employees at every level, from new hires to veteran employees, with a range of opportunities for growth.」
The company has translated its response to the recruitment, development and retention of personnel into human capital initiatives including lifelong development, technical training through the sixth year after joining the company, supervisor training, the recruitment and development of women, and telework. - FY2021MitigatedAnnual report
「Regarding the recruitment of personnel, in addition to hiring new graduates, we are actively recruiting experienced professionals, while also actively hiring and developing female employees and promoting workforce diversity. We are also working on the early development of personnel, including planned training and increases in staffing, including the acquisition of professional qualifications, and the use of senior personnel as instructors to develop mid-level employees and those at the managerial level.」
The company has translated its response to the recruitment, development and retention of personnel into specific measures, including new-graduate and experienced hiring, the recruitment and development of women, diversity initiatives, the acquisition of professional qualifications and the use of senior personnel. - FY2020First statedAnnual report
「As securing personnel becomes more difficult amid a sellers’ labor market and labor shortages, it is important to continue actively recruiting and developing talented personnel to further expand the business and strengthen earnings capacity through the management integration. We are also working to retain personnel by raising employees’ sense of belonging through fair evaluations based on various personnel systems and enhanced compensation and benefits, and by building other such systems.」
Separate from the shortage of construction workers and soaring wages, the company has, for the first time, explicitly identified the securing, development and retention of talented personnel needed to expand the business after the management integration as a management risk.