Human capital development, diversity and an employee-friendly workplace culture
First written in FY2023. 2 of 5 entries say "Advanced", first in 2026-05-14. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「Under the previous medium-term management plan, the focus was on establishing systems, and challenges remained in transforming operations and corporate culture. In light of this, the basic policy under the new medium-term management plan is to “change from an organization centered on routine operations to one centered on strategy execution and value creation.”」
The company’s human capital initiatives are evolving from a focus on establishing systems into organizational transformation through operational reform using DX, human resource development and mindset reform, and strategic recruitment and placement. - 2026-05-14AdvancedManagement plan
「IT化/DXを活用した業務改革 AI・データ活用により定型業務を極小化し、人財を戦略立案・価値創造業務へシフトする」
人的資本施策について、DX、意識改革教育、戦略的採用・配置を通じた組織変革の方向を具体化している。 - FY2025Update to fiscal 2024 human capital indicators and health and engagement initiativesAnnual report
「Category Item Fiscal 2024 results Enabling diverse talent to thrive Percentage of women among managers (Note) 1 2.0 % Employment rate for people with disabilities 2.6 % An employee-friendly workplace culture Paid leave usage rate 64.6 %」
For fiscal 2024, the company disclosed a 2.0% ratio of women in management positions, a 2.6% employment rate for people with disabilities, and a 64.6% paid leave usage rate. It also added descriptions of initiatives relating to engagement, health management, harassment training and EAPs. - FY2024Update to fiscal 2023 human capital indicatorsAnnual report
「Percentage of women among managers 2.0 % Employment rate for people with disabilities 2.2 % Paid leave usage rate 68.8 %」
For fiscal 2023, the company disclosed a 2.0% ratio of women in management positions, a 2.2% employment rate for people with disabilities, and a 68.8% paid leave usage rate. The paid leave usage rate increased from the previous 67.3%, while the employment rate for people with disabilities changed from 2.4% to 2.2%. - FY2023First statedAnnual report
「Amid these major changes in the business environment, developing the human resources that support further growth for our group is our most important theme. We have established “TRS WAY” as a code of conduct for realizing our management philosophy and corporate vision, and will continue to promote and embed it throughout the organization. Alongside efforts to change the mindset and develop the capabilities of each employee, we are working to build a bright, forward-looking workplace culture that is open and enables diverse talent to thrive across the organization. a. Promoting human resource development Improving technical skills at manufacturing sites, embedding TRS WAY, 360-degree surveys, and enhancing career plans (self-declaration system) b. Enabling diverse talent to thrive Appointing women to management positions, mid-career hiring, enhancing the reemployment system, and employing people with disabilities c. An employee-friendly workplace culture “Work-style reform” Enhancing the mentoring system, utilizing telework, supporting work and childcare or nursing care responsibilities, encouraging paid leave usage, and reducing long working hours」
The company has disclosed systematically for the first time measures relating to human capital and diversity, including embedding TRS WAY, skills and capability development, appointing women to management positions, mid-career hiring, employing people with disabilities, and telework and childcare and nursing care support. It also disclosed fiscal 2022 results, including a 2.0% ratio of women in management positions, a 2.4% employment rate for people with disabilities, and a 67.3% paid leave usage rate.