Creating a Rewarding Workplace
First written in FY2018. 5 of 11 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2020: 3 of 9 companies on the "Worse" side.
33 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「In fiscal 2025, the company newly launched career education and strengthened support for employees' career development. Annual investment in education increased 318% from the previous fiscal year, significantly exceeding the target of an increase of at least 50% year on year. In fiscal 2026, the company will review the organisational structure of its education division, strengthen its education framework and expand opportunities to acquire skills.」
The company launched career education, and education investment increased 318% year on year, exceeding the target of an increase of at least 50%. - 2026-06-01AdvancedGeneral Meetings of Shareholders
「We view our people as capital and will further strengthen our human capital management by investing in people and pursuing human resources reforms to support employees' skills development and growth and bring out the full potential of each individual.」
The Company outlined a policy to strengthen human capital management through investment in people, human resources reforms, and skills development. - FY2025AdvancedAnnual report
「For fiscal 2024, the rate reached 85.7%, exceeding the target of 50%.」
Regarding its human capital initiatives, the company has disclosed progress by indicator: the rate of men taking childcare leave was 85.7%, exceeding the 50% target, while education investment increased 24% year on year, falling short of the target of an increase of at least 50%, and the engagement score improved 0.2% year on year, below the target improvement of 5%. Targets including a 20% proportion of women in management and 12 days of paid leave remain in place. - FY2023AdvancedAnnual report
「Under its human capital management initiatives, the company has set the following key indicators and targets and is implementing related measures.」
The company is giving concrete form to the creation of a rewarding workplace through human capital management, setting targets including a 20% proportion of women in management, a 50% rate of men taking childcare leave, 12 days of paid leave and a 5% improvement in the engagement score. - FY2020AdvancedAnnual report
「As part of work-style reform, we will thoroughly implement equal pay for equal work and the elimination of harassment, while accelerating digital transformation (DX) to improve operations through RPA and make telework permanent. We will also strengthen employee engagement by promoting talent development and investment in human resources, and foster a workplace with open communication where all employees can feel that they are growing and find fulfillment in their work.」
The company is giving concrete form to the creation of a rewarding workplace through equal pay for equal work, the elimination of harassment, RPA, telework, DX, investment in human resources and employee engagement. - FY2020-Q2RestatedAnnual report
「⑩Talent development and creation of rewarding workplaces」
Talent development and the creation of rewarding workplaces have been reiterated as basic strategies. - FY2020-Q1RestatedAnnual report
「⑩Talent development and creation of rewarding workplaces」
The company has reiterated the creation of a rewarding workplace, together with talent development, as a basic strategy. - FY2019RestatedAnnual report
「Pillar 4: Creating a rewarding workplace」
The company has reiterated the creation of a rewarding workplace as the fourth pillar of its 20 Medium-Term Management Plan. - FY2019-Q3RestatedAnnual report
「Pillar 4: Creating a rewarding workplace」
The company has reiterated the creation of a rewarding workplace as the fourth pillar of its 20 Medium-Term Management Plan. - FY2019-Q2RestatedAnnual report
「Pillar 4: Creating a rewarding workplace」
The company has reiterated the creation of a rewarding workplace as one of the pillars of its 20 Medium-Term Management Plan. - FY2018First statedAnnual report
「The aim of the 20 MTP is to establish the TPR Group as a company that, based on Technology, Passion and Reliance, establishes four pillars: 1) pursue the unequivocal No. 1 position in powertrain products, 2) accelerate the aggressive expansion of new businesses, 3) ensure safety, environmental protection and disaster preparedness, and 4) create rewarding workplaces.」
Creating rewarding workplaces is identified for the first time as one of the four pillars of the 20 Plan.