Generational Transition in Management and the Transfer of Technologies and Skills
First written in FY2016. 4 of 11 entries say "Advanced", first in FY2019-Q3. Latest entry: FY2026.
0 other companies' latest entry also says "Raised".
- FY2026Expansion of eligibility for retirement and employment extensions and reform of personnel systemsAnnual report
「From April 2025, the retirement age for all domestic group companies was set at 65. The system provides for mandatory retirement at 65 and employment extensions until age 70. The company will change the current reemployment system, which extends to a maximum age of 70, with the aim of further extending employment.」
The company introduced the mandatory retirement age of 65 across all domestic group companies and broadened the scope of workforce utilization by extending employment until age 70 and considering reemployment beyond age 70. It also reviewed its personnel system in April 2026 and established a professional-track system. - FY2024RaisedAnnual report
「To activate and retain its workforce, the company will provide diverse working arrangements, consider systems enabling employees to work until age 75, enhance programs for employees raising children or providing nursing care, and otherwise create an environment in which individual employees can work comfortably, while also working to improve employee engagement.」
In addition to the existing mandatory retirement at age 65, skills transfer and recruitment initiatives, the company has broadened the scope of its human-resources measures to include considering systems enabling employees to work until age 75, diverse working arrangements, childcare and nursing-care programs, and improving engagement. - FY2021ReframedAnnual report
「Our group has an uneven age distribution because regular hiring in the shipbuilding business was reduced during downturns. In the M&T business, securing immediately productive personnel is an issue as the company pursues its growth strategy. For the past 10 years, the group has hired a certain number of new graduates regardless of economic conditions and has also focused on hiring experienced personnel mid-career.」
In addition to the existing focus on skills transfer and extending the retirement age, the company has identified the uneven age distribution, securing immediately productive personnel needed for growth in the M&T business, and hiring new graduates and experienced personnel as key human-resources issues. - FY2020-Q2RestatedAnnual report
「As one solution to this issue, the company introduced a mandatory retirement system at age 65 from April 2019, extending the retirement age from 60.」
To address workforce retention and the transfer of skills, the company continues to disclose the introduction of a system extending the retirement age from 60 to 65. - FY2020-Q1RestatedAnnual report
「As one solution to this issue, the company introduced a mandatory retirement system at age 65 from April 2019, extending the retirement age from 60.」
To address workforce retention and the transfer of skills, the company continues to disclose the introduction of a system extending the retirement age from 60 to 65. - FY2019AdvancedAnnual report
「From April 2019, the company introduced a mandatory retirement system at age 65, extending the retirement age from 60, and is working to leverage veteran employees and transfer skills from veterans to mid-career and younger employees.」
To address workforce retention and the transfer of skills, the company progressed to the stage of introducing a system extending the retirement age from 60 to 65 in April 2019. - FY2019-Q3AdvancedAnnual report
「In recent years, the decline in the younger population and the continued strength of the Japanese economy have turned the employment market into a seller's market, making it more difficult to secure a stable workforce. For our group, the transfer of skills from veteran employees to mid-career and younger employees is also an issue. As one measure to address these issues, on 31 October 2018 the company resolved to introduce a mandatory retirement system at age 65, extending the current retirement age of 60 from April 2019.」
To address workforce retention and the transfer of skills, the company resolved to introduce a system extending the retirement age from 60 to 65. - FY2017RestatedAnnual report
「With regard to human resources, the most important factor in transforming the management of each business, the company will promote generational change in its management ranks while giving the highest priority to the transfer of the technology and skills that form the foundation of a manufacturer.」
Generational change in management and the transfer of technology and skills continue to be key human-resources issues. - FY2016First statedAnnual report
「With regard to human resources, the most important factor in transforming the management of each business, the company will promote generational change in its management ranks while giving the highest priority to the transfer of the technology and skills that form the foundation of a manufacturer.」
The company has identified generational change in management and the transfer of its manufacturing technology and skills as key human-resources issues.