Utilizing and Developing Human Resources
First written in FY2016. 3 of 9 entries say "Reframed", first in FY2017. Latest entry: FY2026.
Nok moved to the "Worse" side of this theme in 2020.
The whole theme swung hardest in 2025: 1 of 10 companies on the "Worse" side.
11 other companies' latest entry also says "Advanced".
- FY2026AdvancedAnnual report
「Under the internal job-posting system introduced in fiscal 2024 under the name “Career Challenge,” approximately 90 employees have transferred to departments of their choice by taking the initiative to make that move.」
Transfers under the internal job-posting system increased from 15 in the first round to approximately 90. Human-capital initiatives also expanded globally through Global Career Challenge, human-resources policies and global grades. - FY2025AdvancedAnnual report
「We also introduced an internal job-posting system, “Career Challenge,” under which 15 employees transferred during the first round.」
In addition to the new personnel system, an internal job-posting system was introduced, resulting in 15 transfers during the first round. The Company also launched “Learning Station” for human-resource development and began DE&I training for all managers. - FY2024AdvancedAnnual report
「In April 2024, we introduced a personnel system for managers based on the principles of enabling each employee to demonstrate initiative and a willingness to take on challenges, experience a sense of contribution to the Company and personal growth, strengthening the link between contribution and compensation, and supporting diverse ways of working. We are proceeding toward introducing the system for general employees in October 2024.」
The foundation for leveraging diverse talent included the introduction of a new personnel system for managers in April 2024 and its planned introduction for general employees in October 2024. - FY2023ReframedAnnual report
「During the period of the medium-term management plan beginning in fiscal 2023, we will work to “Build a Foundation for Leveraging Diverse Talent.” The priority initiatives are the introduction of a new personnel system, investment in human-resource development, and initiatives related to DE&I.」
The previous policies of management that respects people and flexible working were restructured under the medium-term management plan as a foundation for leveraging diverse talent, comprising a new personnel system, investment in human-resource development, and DE&I. - FY2020ReframedAnnual report
「(5) Practicing Management That Respects People — Developing Energetic People and Introducing Flexible and Diverse Ways of Working」
The introduction of flexible and diverse ways of working was added to the existing policy of “Management That Respects People,” expanding its scope. - FY2019RestatedAnnual report
「(4) Practicing Management That Respects People — Developing Energetic People and Workplaces」
The policy of “Management That Respects People,” including human-resource development, continued. - FY2018RestatedAnnual report
「(4) Practicing Management That Respects People — Developing Energetic People and Workplaces」
The policy of “Management That Respects People,” including human-resource development, continued. - FY2017ReframedAnnual report
「Practicing Management That Respects People — Developing Energetic People and Workplaces」
The wording and scope expanded from “Utilizing and Developing Human Resources” to “Management That Respects People” and “Developing People and Workplaces.” - FY2016First statedAnnual report
「4. Utilizing and Developing Human Resources」
Initiatives involving the personnel supporting sustainable growth were explicitly identified as a policy.