Strengthening Global Talent, Corporate Governance and Internal Controls
First written in FY2016. 4 of 9 entries say "Advanced", first in FY2020. Latest entry: FY2025.
3 other companies' latest entry also says "Advanced".
- FY2025AdvancedAnnual report
「Realizing the development and active participation of personnel for further growth Our greatest asset is our people. Strengthening and developing our existing talent and acquiring new high-caliber personnel will determine our corporate value and serve as a major engine of growth. We are reviewing our personnel systems and developing evaluation systems to create an attractive working environment for employees.」
For talent development and utilization, the company specified the review of its personnel system and development of an evaluation system as key priorities in its new medium-term management plan. - FY2024Addition of policies on diverse talent and women's participationAnnual report
「We will continually promote organizational renewal and actively appoint new talent from diverse backgrounds. Personnel transfers are also intended to broaden the employee base, create a multilayered organization and help develop new capabilities. We will improve the working environment so that female employees can play an active role as a major source of strength in technical and management positions.」
In addition to its existing training, senior-employee utilization and foreign-national employee measures, the company added the appointment of diverse talent and the development of an environment enabling women to play active roles in technical and management positions to its talent policy. - FY2023AdvancedAnnual report
「3) By acquiring skills that enable them to play an active role on the front line through reskilling, we will become a company where people can work until age 70. We regard retraining senior employees so that they can make a meaningful contribution to society as the Company's mission. 4) We will develop global talent by increasing the hiring of foreign-national employees and providing young employees with more overseas experience. 5) We will continue to develop the tiered education and training system, comprising the Department Manager Academy, Section Manager Academy and Growth Academy, with the aim of developing personnel capable of managing the business from a multifaceted perspective.」
The company expanded its talent development policy into specific measures, including becoming a company where people can work until age 70, hiring foreign-national employees, increasing overseas experience for young employees, and continuing tiered training. - FY2022AdvancedAnnual report
「We will hold the "Department Manager Academy" and "Section Manager Academy" with external lecturers, as well as the "Growth Academy" for senior staff and section chiefs, focusing on the development of candidates for executive positions over the medium to long term. We will also provide retraining so that senior employees can continue working after reaching age 65 and can make a meaningful contribution to society, with the aim of becoming a company where they can continue working.」
In addition to the existing "Department Manager Academy," the company identified the "Section Manager Academy," "Growth Academy" and retraining for senior employees as specific talent development and utilization measures. - FY2020AdvancedAnnual report
「During the fiscal year, we held a talent development program called the "Department Manager Academy" for department managers and others, aimed at developing personnel with a high level of expertise and a broad perspective. As we pursue growth centered on our overseas business, we will actively appoint young and mid-career employees, build an organization where senior employees can work for longer, and work to improve operational efficiency using IT systems and other tools.」
The company held the "Department Manager Academy" talent development program and identified the appointment of young and mid-career employees, utilization of senior employees and operational efficiency improvements through IT systems as specific measures. - FY2019RestatedAnnual report
「As we pursue growth centered on our overseas business, we will work to actively appoint young and mid-career employees, build an organization where senior employees can work for longer, and introduce systems to improve operational efficiency and productivity.」
The company has specified its policy of supporting overseas business and growth through talent development and utilization, operational efficiency improvements and system implementation. - FY2018RestatedAnnual report
「We will continue to enhance corporate governance with the aim of increasing management transparency and becoming a company trusted by all stakeholders.」
The company continues to enhance management transparency, corporate governance, internal controls and its compliance framework. - FY2017RestatedAnnual report
「We will continue to enhance corporate governance with the aim of increasing management transparency and becoming a company trusted by all stakeholders.」
The company states its continuing policy of enhancing corporate governance, internal controls and its compliance framework. - FY2016First statedAnnual report
「As we expand our overseas business, we will establish a compliance framework by developing and strengthening global talent from a medium-term perspective, enhancing corporate governance, and building and promoting an internal control system.」
The company describes measures to strengthen the talent, governance, internal controls and compliance needed to support overseas business expansion.