Improving Employee Capabilities Through Goal Management, Training and Support for Professional Qualifications
First written in FY2019. 3 of 6 entries say "Advanced", first in FY2023. Latest entry: FY2026.
The whole theme swung hardest in 2020: 3 of 9 companies on the "Worse" side.
31 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Company-provided e-learning completion rate for all employees: 100% / 89%; compliance education (Note 1) training completion rate: 100% / 90.6%; level-based training attendance rate: 80% / 100%; support for obtaining professional qualifications: at least 1 qualification holder / 1; health promotion events: at least 1 initiative per year / 2 per year; employee stress management, stress-check participation rate: 100% / 56.3%; communication promotion to foster employee engagement, internal newsletter issues: 12 per year / 12 per year; monitoring and analysis of turnover, turnover rate: no more than 15.4% / 4.2%」
Measurable targets and results were disclosed for employee capability development, training and qualification support, as well as e-learning, compliance education, health and stress management, the internal newsletter and turnover. - FY2025AdvancedAnnual report
「Business skills test (objective test administered by a third-party organization) participation rate: 100% / 78%; compliance education (repeated awareness training) e-learning completion rate: 100% / 100%; level-based training (executive management) attendance rate for classroom training: 80% / 100%; level-based training (managers) attendance rate for classroom training: 80% / 83%; support for obtaining professional qualifications: number of qualification holders, system renewal completed」
Measurable targets and results were disclosed for the business skills test, compliance education, level-based training and support for obtaining professional qualifications, covering performance management, training and qualification support. - FY2023AdvancedAnnual report
「We use the term “talent” to raise awareness of the importance of our people. Our talent development policy and workplace environment development policy are organised into 3 categories, with items selected from the perspectives of value enhancement and risk management.」
In addition to the existing performance management, training and support for obtaining professional qualifications, the company organised its human capital policy into 3 categories and disclosed targets and results such as the implementation rate for interviews, the training participation rate and the stress-check participation rate. - FY2021RestatedAnnual report
「Looking ahead, our policy is to improve capabilities through appropriate evaluations of each employee, training, and the recommendation of and support for obtaining various professional qualifications.」
The policy of improving employee capabilities through performance management, evaluations, training and support for obtaining professional qualifications has been maintained. - FY2020RestatedAnnual report
「Looking ahead, our policy is to improve capabilities through appropriate evaluations of each employee, training, and the recommendation of and support for obtaining various professional qualifications.」
The policy of improving capabilities through performance management, evaluations, training and support for obtaining professional qualifications has been maintained. - FY2019First statedAnnual report
「We believe it is urgent to clarify assessment methods, including goal setting, to ensure appropriate employee evaluations, and to establish a system for developing personnel able to keep pace with the speed of change accompanying rapid advances in IT. Looking ahead, our policy is to improve capabilities through appropriate evaluations of each employee, training, and the recommendation of and support for obtaining various professional qualifications.」
Evaluation systems, training and support for obtaining professional qualifications are used to improve employee capabilities.