Changing the Mindsets of Management and Employees by Sharing the Group Philosophy
First written in FY2022. 5 of 9 entries say "Advanced", first in FY2023. Latest entry: FY2026.
0 other companies' latest entry also says "Reframed".
- FY2026ReframedAnnual report
「On 14 August 2026, the Company revised its Group philosophy and established the “Group Philosophy,” “Vision” and “Guiding Principles for Conduct” as the basic policies for managing the Group.」
The Group revised its Group philosophy, explicitly stating the autonomy and collaboration of regional companies as its purpose, and established the guiding principles for conduct of “Will,” “Reverse Planning,” “Courage,” “Effort,” “Price” and “Respect.” It reorganized the previous themes of sharing its philosophy and changing mindsets as basic management policies. - FY2026-H1AdvancedAnnual report
「To strengthen post-merger integration (PMI) in anticipation of an increase in the number of Group companies, the Company focused on building an organisational foundation for improving profitability over the medium to long term. Measures included launching new training to instil common Group values and beginning to standardise core systems to improve operational efficiency.」
The Group philosophy and common values were introduced as new training within the post-M&A integration process. Standardisation of core systems was also initiated. - FY2024AdvancedAnnual report
「As its human resources development policy, the Company seeks to increase proactive and self-directed employees and create a sustainable, growing company by putting the Meiho Philosophy into practice. Philosophy-based training can bring out employees' initiative and creativity and foster a sense of unity and belonging throughout the organisation. Through the development of proactive and self-directed employees, the Company aims to produce the next generation of leaders who will lead the business in the future.」
Sharing the Group philosophy was given concrete form as a human resources development policy linking initiative, creativity and a sense of belonging with the development of the next generation of leaders. - FY2023AdvancedAnnual report
「Specifically, personnel responsible for training in the Company's Human Resources Department visit each Group company twice a year and hold study sessions. In addition, the Company generally holds online study sessions for managers once a week, connecting its locations online, to develop the next generation of leaders who will manage the business over the medium to long term.」
Specific operating measures were added for sharing the Group philosophy and reforming mindsets: visiting each company twice a year and generally holding online study sessions for managers once a week. - FY2022First statedAnnual report
「The Group places importance on building a group of regional companies that share its aspirations and identify with the Group's principles. To this end, it is working to share the Group philosophy through management study sessions and to hold monthly performance review meetings. Through these opportunities, it is also working to reform the mindsets of management and employees and create an environment in which regional companies and their employees can demonstrate their inherent ability to generate earnings.」
Management study sessions and monthly performance review meetings were presented as a newly independent initiative to share the Group's principles and reform the mindsets of management and employees.