Recruitment and development of diverse talent and support for work-life balance
First written in FY2023. 1 of 3 entries say "Reframed", first in FY2026. Latest entry: FY2026.
- FY2026ReframedAnnual report
「Our group operates an online replacement service for residential equipment (the Residential Equipment DX Business). We recognize that acquiring, developing and retaining outstanding talent is our most important management issue in order to achieve sustainable business expansion and maintain high customer satisfaction (CX). Accordingly, our group positions investment in people as a driving force for growth and is pursuing its human resources strategy based on the following basic policies.」
The existing recruitment, training and workplace initiatives were systematized as a human resources strategy positioning investment in people as a driving force for growth, with in-house development of replacement technicians, multiskilling and post-M&A organizational integration identified as basic policies. - FY2024Expansion of human resources and workplace initiativesAnnual report
「We are working to secure and retain talent by improving both the working environment and employees' sense of purpose through measures including base pay increases, a review of personnel systems, reduced overtime resulting from work-style reforms, and the development of a culture in which employees can feel a sense of fulfillment in their daily work.」
In addition to the existing recruitment, training and work-life balance support measures, initiatives were described for base pay increases, a review of personnel systems, reduced overtime and employee retention. - FY2023First statedAnnual report
「We are actively recruiting with a focus on securing a diverse workforce by combining the appointment of mid-career hires to core positions with regular recruitment of new graduates. We also conduct regular training to support employees' career development and strive to develop professional talent. In addition, we place importance on work-life balance and are enhancing our employee benefits, including by creating an environment in which female employees can more easily return to work after maternity and childcare leave and establishing an employee stock ownership plan.」
The policies for developing human resources and the internal work environment, including mid-career and new-graduate recruitment, regular training, support for returning to work after maternity and childcare leave, and enhanced employee benefits, were presented together for the first time.