Risk of gaps in the age structure and securing technical and skilled personnel
First written in FY2016. 4 of 6 entries say "Materialised", first in FY2018. Latest entry: FY2020-Q3.
Namura Shipbuilding moved to the "Worse" side of this theme in 2018, 6 years before the typical company in this theme (2024).
The whole theme swung hardest in 2018: 5 of 16 companies on the "Worse" side.
1 other company's latest entry also says "Materialised".
- FY2020-Q3MaterialisedAnnual report
「At 佐世保重工業株式会社, it took time to optimize staffing, including personnel at on-site partner companies, and fundamentally review the production system.」
The time required to optimize staffing and review the production system was linked to delays in rationalizing production schedules and costs. - FY2020-Q2MaterialisedAnnual report
「At 佐世保重工業株式会社, reductions in excess personnel at partner companies have not proceeded as planned because priority is being given to securing delivery schedules.」
It was indicated that reductions in excess personnel at partner companies have not proceeded as planned while priority is being given to securing delivery schedules. - FY2019MaterialisedAnnual report
「The loss of many experienced employees through several rounds of substantial rationalization in the past, the inability to meet European shipowners' high-specification and high-quality requirements, and aging facilities resulted in production-schedule disruptions and delivery delays, ultimately leading to lower sales and deteriorating profitability.」
The company continues to state that the loss of personnel led to an inability to meet high-specification requirements, production-schedule disruptions and delivery delays. - FY2018MaterialisedAnnual report
「The company recognizes that the loss of many employees through several rounds of rationalization in the past, along with delays in updating facilities, has contributed to disruptions in production schedules.」
The loss of personnel through past rationalization was specifically identified as a factor behind production-schedule disruptions at 佐世保重工業株式会社. The risk of securing and developing personnel has become apparent in connection with production-schedule and cost issues. - FY2017RestatedAnnual report
「During the shipbuilding downturns in the Showa 50s and 60s, the company implemented a career-transition assistance program and, at times, did not conduct regular hiring. This resulted in gaps in certain age groups, and a certain number of employees will continue to reach the mandatory retirement age.」
The company continues to identify gaps in its age structure, mandatory retirements, and the securing and development of personnel as risks. - FY2016First statedAnnual report
「During the shipbuilding downturns in the Showa 50s and 60s, the company implemented a career-transition assistance program and, at times, did not conduct regular hiring. This resulted in gaps in certain age groups, and a certain number of employees will continue to reach the mandatory retirement age. The company is implementing various training programs in each division to pass on technical knowledge and skills, but if it is unable to secure or adequately train personnel because of the hiring environment or other circumstances, this may adversely affect its future operating results and financial position.」
The company identifies gaps in its age structure resulting from past hiring restraints, mandatory retirements, and the securing and development of personnel as risks.