Securing and Developing Human Resources and Enhancing Human Resources-Related Systems
First written in FY2018-Q2. 6 of 13 entries say "Advanced", first in FY2018. Latest entry: FY2026.
- FY2026Update of human capital KPI resultsAnnual report
「• Target female new graduate hiring rate: at least 25% • Target annual paid leave utilization rate: 100% • Target female management ratio: at least 5% • Target rate of male employees taking childcare leave or equivalent leave: 100% • Target disability employment rate: at least the statutory employment rate • Female new graduate hiring rate: 20.0% • Annual paid leave utilization rate: 77.0% • Female management ratio: 2.9% • Rate of male employees taking childcare leave or equivalent leave: 87.0% • Disability employment rate: 2.8%」
The company disclosed its human capital KPI results for the fiscal year ending March 2026, including a female new graduate hiring rate of 20.0%, a female management ratio of 2.9%, and a rate of 87.0% for male employees taking childcare leave or equivalent leave, updating the comparison with its targets. - FY2025Update of human capital KPI resultsAnnual report
「• Female new graduate hiring rate: 14.0% • Annual paid leave utilization rate: 76.5% • Female management ratio: 3.1% • Rate of male employees taking childcare leave or equivalent leave: 88.0% • Disability employment rate: 2.5%」
The company disclosed its human capital KPI results for the fiscal year ending March 2025, including a female management ratio of 3.1% and a rate of 88.0% for male employees taking childcare leave or equivalent leave, updating the comparison with its targets. - FY2024Disclosure of human capital KPI resultsAnnual report
「• Female new graduate hiring rate: 0.0% • Annual paid leave utilization rate: 73.4% • Female management ratio: 3.0% • Rate of male employees taking childcare leave or equivalent leave: 93.1% • Disability employment rate: 2.4%」
The company disclosed its human capital KPI results for the current fiscal year. The results can be compared with targets including a female hiring rate of at least 25%, a female management ratio of at least 5%, and a 100% rate for male employees taking childcare leave or equivalent leave. - FY2024-Q2RestatedAnnual report
「Against this backdrop, the Group launched the 3-year “Medium-Term Management Plan 2025” in April 2022 with “growth” and “sustainability” as its basic policies. It has identified its materialities, or key management issues, and established its Basic Sustainability Policy, Approach to Diversity, Equity & Inclusion, and Human Rights Policy, and is advancing specific initiatives under these policies and principles.」
The company continues to explain that it has established a policy incorporating its approach to diversity, equity and inclusion and is advancing specific initiatives under that policy. - FY2023AdvancedAnnual report
「[Enhancing human capital value] (Human capital development policy) • Recruit diverse talent regardless of attributes such as gender, race or nationality, disabilities, new graduate or experienced-hire status, area of expertise, and educational background. • Promote employee capability development by establishing diverse and systematic training programs based on business policies and employee needs.」
The human resources theme has been made specific through human capital development, diverse recruitment, systematic training, engagement, DEI and flexible employment arrangements. The company has also established KPIs including a new graduate female hiring rate of at least 25%, a female management ratio of at least 5%, and a rate of 100% for male employees taking childcare leave or equivalent leave. - FY2023-Q3AdvancedAnnual report
「Against this backdrop, the Group launched the 3-year “Medium-Term Management Plan 2025” in April 2022 with “growth” and “sustainability” as its basic policies. In the current fiscal year, the first year of the plan, it established the “Basic Sustainability Policy” and its “Approach to Diversity, Equity & Inclusion” and is advancing specific initiatives under these policies and principles.」
Regarding initiatives for human resources and diversity, the company has established its approach to diversity, equity and inclusion and moved to the stage of implementing specific measures. - FY2022AdvancedAnnual report
「Strengthening and developing global human resources is also an urgent priority, and the company will balance the accelerated development of personnel for overseas bases with local hiring.」
The human resources theme has been made specific through the strengthening and development of global talent, accelerated development of personnel for overseas bases, and local hiring. - FY2021RestatedAnnual report
「By extending the retirement age to 65 from April 2019, the company aims to address labor shortages and ensure the transfer of technical knowledge and skills. It also aims to raise employee incentives through a transformation to personnel systems that emphasize missions and results, thereby improving labor productivity and moving toward a highly profitable structure.」
The company continues to promote labor force security, skills transfer and productivity improvement through the extension of the retirement age to 65 and personnel systems emphasizing missions and results. - FY2020AdvancedAnnual report
「By extending the retirement age to 65 from April 2019, the company aims to address labor shortages and ensure the transfer of technical knowledge and skills. It also aims to raise employee incentives through a transformation to personnel systems that emphasize missions and results, thereby improving labor productivity and transforming the company into one with a highly profitable structure.」
The company has completed the extension of the retirement age to 65 and added a transformation to personnel systems emphasizing missions and results, advancing efforts to secure labor, transfer skills and improve productivity. - FY2019AdvancedAnnual report
「From April 2019, the company revised its compensation and personnel systems, centered on extending the retirement age to 65. Through these revisions, it aims to secure human resources, raise employee incentives and motivation beyond previous levels, improve labor productivity, and transform the company into one with a highly profitable structure.」
From April 2019, the company revised its compensation and personnel systems, centered on extending the retirement age to 65, linking the securing of human resources with improved labor productivity. - FY2018AdvancedAnnual report
「Secure and develop the right talent and enhance personnel-related systems in line with diversity to fully realize the value of our human resources and achieve our vision for the company.」
In addition to securing and developing human resources, the company has made the enhancement of diversity-oriented personnel systems a specific priority policy under its new medium-term management plan. - FY2018-Q3RestatedAnnual report
「Effective recruitment and development of human resources and enhancement of personnel-related systems」
The company continues to position the securing and development of human resources and enhancement of personnel-related systems as a key function of its medium-term management plan. - FY2018-Q2First statedAnnual report
「Effective recruitment and development of human resources and enhancement of personnel-related systems」
The company explicitly identifies securing and developing human resources and enhancing personnel-related systems for the first time as one of the five key functions of its medium-term management plan.