Developing Next-Generation Management Talent through Leadership Pipelines and Succession Planning
First written in FY2023. 3 of 4 entries say "Advanced", first in FY2024. Latest entry: FY2026.
2 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「As of 1 April 2026, 5 of these people, including 3 foreign nationals, were newly appointed as officers.」
Through the executive candidate system and other measures introduced in April 2025, the Company appointed 5 of 11 candidates as officers. It has progressed from visualizing and developing next-generation management talent to the appointment stage. - FY2025AdvancedAnnual report
「The internal succession rate was 65.3% in fiscal 2022, 84.6% in fiscal 2023 and 89.5% in fiscal 2024, with a target of 85% for fiscal 2025.」
The internal succession rate for key positions rose from 84.6% to 89.5%, exceeding the fiscal 2025 target of 85% as of fiscal 2024. The Company also disclosed rates of 57.9% for immediate succession readiness, 60.5% for readiness in 1–2 years and 50.0% for readiness in 3–5 years. - FY2024AdvancedAnnual report
「The internal succession rate rose from 65% in fiscal 2022 to 84.6% in fiscal 2023, with a target of 85% for fiscal 2025.」
For succession to key positions, the Company disclosed results including an internal succession rate of 84.6% and executive-candidate readiness of 59.8%, along with its fiscal 2025 targets, moving successor development into the measurement and operational phase. - FY2023First statedAnnual report
「The Company visualizes key positions across the Nidec Group, enabling executives to discuss the validity of succession plans, identify personnel who could become candidates for next-generation management and promote strategic early development initiatives.」
The Company provides detailed disclosure of a next-generation leadership development framework combining visualization of key positions, succession plans, the Talent Development Committee, Nomination Committee and Management Academy.