Improving Productivity and Employee Satisfaction through Work-Style Reform and Operational Streamlining
First written in FY2017. 5 of 6 entries say "Advanced", first in FY2021. Latest entry: FY2026.
43 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Metric Actual Target Fiscal 2022 Fiscal 2023 Fiscal 2024 Fiscal 2025 Fiscal 2027 Number of advanced-level sales personnel trained 122 87 93 106 187 (cumulative over 3 years) Percentage of management positions held by women 16.6% 18.1% 21.6% 22.4% 24.6%」
As outcome measures for work styles and organizational development, the Company disclosed 106 advanced-level personnel trained and a 22.4% percentage of management positions held by women in fiscal 2025, along with the fiscal 2027 targets. - FY2025AdvancedAnnual report
「Sales personnel 2,395 2,510 Solution revenue per employee ¥107 million ¥153 million Company's overall attractiveness 3.40 3.40 or higher」
Actual results for fiscal 2024 and targets for fiscal 2027 were disclosed, establishing a framework for managing human capital investment through measures of sales workforce strength, solution profitability and employee engagement. - FY2024AdvancedAnnual report
「Through these initiatives, we aim by fiscal 2027 to achieve a sales workforce ratio of approximately 60%, a 10% increase in solution revenue per employee from fiscal 2021, and an improvement from fiscal 2021 in the Company's overall attractiveness as measured by the employee awareness survey.」
The human capital strategy was systematized around targets including a sales workforce ratio of approximately 60% in fiscal 2027 and a 10% increase in solution revenue per employee from fiscal 2021, together with measures such as training, internal job postings and personnel rotations. - FY2023AdvancedAnnual report
「We are further promoting DEI by expanding various programs, including support programs for returning to work after maternity and parental leave, to achieve work-life balance. We are also supporting the development of second careers so that everyone working across the Group can thrive.」
Measures to reform work styles and improve employee satisfaction were advanced through specific expansions of programs, including support for returning to work after maternity and parental leave, DEI initiatives and second-career support. - FY2021AdvancedAnnual report
「To strengthen the development of a strong organization and its people to support sustainable growth, we will foster a corporate culture that encourages employees to take on new challenges and grow, and raise each employee's sense of purpose and engagement, through measures including embedding the new personnel system introduced in fiscal 2020, strengthening the recruitment and promotion of professionals with advanced expertise, and further advancing work-style reform through the active use of flextime and telework.」
The previous policy on work-style reform and productivity improvement was translated into specific measures involving the new personnel system, the recruitment and promotion of professionals, flextime and telework. - FY2017First statedAnnual report
「We will raise individual productivity by promoting work-style reform, streamlining and improving operational efficiency, and improving employees' work-life balance and satisfaction.」
Work-style reform, operational streamlining, work-life balance, employee satisfaction and productivity improvement were first explicitly identified as an integrated set of initiatives.