Recruitment and Development of Specialist Talent and Digitalization of Operations
First written in FY2021. 11 of 12 entries say "Advanced", first in FY2022. Latest entry: 2026-08-12.
- FY2026AdvancedAnnual report
「As of the end of March 2026, women accounted for approximately 79% of employees on a consolidated basis, including contract employees and part-time employees, and women accounted for 48.5% of managers. The company will continue to promote the further advancement of women.」
The proportion of female managers rose to 48.5% on a consolidated basis, from approximately 30% in the previous disclosure. The company stated that the childcare-leave uptake rate and return-to-work rate after childcare leave among male employees were both 100%. - FY2026AdvancedAnnual report
「To address the aging of our core systems and improve operational efficiency, we plan to carry out the replacement of the system for which preparations have been under way during the fiscal year ending March 2027.」
The company stated that the renewal of its core system is scheduled for the fiscal year ending March 2027. - FY2026-H1AdvancedAnnual report
「The company is currently recruiting managers and specialized staff and working to establish an organization with a high level of expertise in both marketing and cell processing technology.」
Regarding its Singapore business, the company is recruiting managers and specialized staff and has made progress in establishing a specialized organization for marketing and cell processing technology. - FY2025AdvancedAnnual report
「Women account for approximately 79% of employees, including contract employees and part-time employees, and approximately 30% of managers. The ratio of compensation for women to men is 1:0.79. The company will continue to promote the further advancement of women.」
The company disclosed that women account for approximately 79% of its workforce, female managers approximately 30%, and the ratio of compensation for women to men is 1:0.79. It also invested ¥81.493 million in its core system, while completion of the customer management IT system is scheduled for December 2025. - FY2023AdvancedAnnual report
「① Human resources development policies and initiatives: enhancement of training for new graduate hires and career training by organizational level. ② Policies and initiatives relating to the internal work environment: promotion of digitalization, use of childcare leave, promotion of remote work and improvement of the office environment. ③ Policy for ensuring workforce diversity: increasing the proportion of female directors and female managers, and promoting staggered working hours and shorter working hours.」
In addition to existing recruitment, development and digitalization initiatives, the company specified human capital measures including training for new graduates, training by organizational level, childcare leave, remote work and increasing the proportion of female managers. It also stated targets of 50% for the proportion of female managers and 100% for the childcare-leave uptake rate for both men and women. - FY2022AdvancedAnnual report
「Customer management IT system」
A capital investment plan for the customer management IT system, with a total investment of ¥235 million and completion scheduled for March 2024, has newly been specified. This is a concrete plan under the themes of recruiting and developing specialized talent and digitalizing operations. - FY2021First statedAnnual report
「The company will continue to recruit and develop talented personnel with specialized knowledge to strengthen its organization, while promoting the digitalization of operations to improve efficiency. It will also enhance training programs and employee benefits to improve compensation and the work environment and raise employee motivation.」
The company identified recruitment and development, digitalization, and training and employee benefits as means of strengthening the organization.