Enhancing human capital, flexible workstyles, and quantitative personnel evaluations
First written in FY2023. 2 of 3 entries say "Advanced", first in FY2025. Latest entry: FY2026.
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- FY2026AdvancedAnnual report
「Under the evaluation system, we clarify achievement criteria by quantifying target setting and conduct fair, transparent, and highly acceptable evaluations by analyzing variations in evaluation results and differences in rating standards among departments.」
Regarding human capital initiatives, the filing described quantified target setting, centralized personnel information, and mentoring and personnel follow-up programs. It also disclosed indicators including a 6.5% proportion of women in management positions, an 83.3% male rate of taking childcare leave, and a 2.02% pay increase for fiscal 2025. - FY2025AdvancedAnnual report
「The retention rate for new university graduate hires has been 100% for 4 consecutive years (2020–2024). We have implemented a mentoring program to promote communication between senior and new employees, as well as a personnel follow-up program centered on regular personnel interviews.」
Regarding human capital initiatives, the filing described a 100% retention rate for new university graduate hires for 4 consecutive years, a mentoring program, and a personnel follow-up program. It also disclosed a 6.7% proportion of women in management positions, a 6.11% pay increase including a 4% base-pay increase, and certification as a Health and Productivity Management Outstanding Organization. - FY2023First statedAnnual report
「At our Nara headquarters and Osaka Kitahama office, we have introduced a free-address system that allows employees to choose where they sit and work freely rather than using fixed desks. Together with satellite and hybrid work, this flexible working environment is intended to improve employee engagement, increase productivity, and achieve a better work-life balance for employees.」
The filing independently described, for the first time, a policy of introducing flexible workstyles through free-address, satellite, and hybrid work arrangements, with the aim of improving employee engagement, productivity, and work-life balance. It also disclosed recruitment regardless of gender, age, or nationality, measures to reduce employee turnover, talent development, a quantitative personnel evaluation system introduced in April 2022, and a 5.8% proportion of women in management positions.