Recruitment, Development and Retention of Highly Specialized Personnel
First written in FY2016. 3 of 7 entries say "Restated". Latest entry: FY2024.
The whole theme swung hardest in 2026: 34 of 109 companies on the "Worse" side.
- FY2024AdvancedAnnual report
「We have established a Compensation Committee (since February 2021) and a Nominating Committee (since November 2022) as advisory bodies to the Board of Directors, with a majority of members comprising independent outside directors.」
The company systematically discloses its human resources systems supporting recruitment, development and retention, its Nominating and Compensation Committees, and its succession metrics, and is moving its human capital initiatives into the implementation stage. - FY2023MitigatedAnnual report
「To achieve sales of ¥10 trillion in fiscal 2030, NIDEC is advancing 3 human resources system reforms—performance evaluation, job grades and compensation—in stages, and has completed their introduction and begun operating them at its major domestic Group companies.」
The company has disclosed the completion of the rollout of reforms to its evaluation, grading and compensation systems at major group companies, in response to the need to recruit, develop and retain specialist and executive talent. - FY2022RestatedAnnual report
「To achieve sales of ¥10 trillion in fiscal 2030, NIDEC is advancing 3 human resources system reforms: performance evaluation, job grades and compensation.」
It continues to recruit specialised personnel and secure and develop executive talent through reforms to the performance evaluation, job-grade and compensation systems. - FY2021AdvancedAnnual report
「To achieve sales of ¥10 trillion in fiscal 2030, NIDEC is advancing 3 human resources system reforms: performance evaluation, job grades and compensation.」
It discloses 3 reforms to the performance evaluation, job-grade and compensation systems in connection with the ¥10 trillion fiscal 2030 sales target, aimed at recruiting, developing and retaining specialised personnel. - FY2018RestatedAnnual report
「Because competition to acquire such personnel is extremely intense worldwide, NIDEC may be unable to attract and retain these additional personnel.」
It reconfirms the risks associated with recruiting, developing, aligning and retaining highly specialised personnel. - FY2017RestatedAnnual report
「Because competition to acquire such personnel is extremely intense worldwide, NIDEC may be unable to attract and retain these additional personnel.」
It reconfirms the risks associated with recruiting, developing and retaining highly specialised personnel. - FY2016First statedAnnual report
「Because competition to acquire such personnel is extremely intense worldwide, NIDEC may be unable to attract and retain these additional personnel.」
It identifies securing specialised personnel in management, engineering, manufacturing, sales and marketing as a risk.