Securing the capabilities and diverse talent needed to support the business portfolio
First written in FY2020. 4 of 5 entries say "Advanced", first in FY2022. Latest entry: FY2025.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2025AdvancedAnnual report
「In fiscal 2025, the introductory course was launched, with 79 members participating. Drawing on initiatives in Japan, overseas versions of Nissha Academy have also begun to be rolled out in regions including North America, Europe and China.」
As part of its response concerning its talent portfolio, the selection rate for leadership candidates rose to 47.8% at the end of 2025, approaching the 2030 target of 50%. A total of 79 people took the introductory Business School course, and overseas programs and reskilling initiatives are also being rolled out. - FY2024AdvancedAnnual report
「KPI Target Actual End-2023 End-2030 End-2022 End-2023 End-2024 Selection rate for leadership candidates (NISSHA standalone) 36% 50% 31.2% 41.5% 41.7%」
As a response concerning human capital, the selection rate for leadership candidates was 41.7% at the end of 2024, exceeding the 2023 target of 36%. The percentage of women in management positions also rose to 24.4% on a global consolidated basis and 8.9% on a NISSHA standalone basis. - FY2023AdvancedAnnual report
「In 2023, the introductory course for workplace leaders was held twice, in the first and second halves of the year, and the selection rate in 2023 exceeded the target of 36%.」
As a response to human capital risk, the selection rate for leadership candidates was 43.7% at the end of 2023, exceeding the target of 36%. The percentage of women in management positions was also 22.7% on a global consolidated basis, exceeding the 2023 target of 21%. - FY2022AdvancedAnnual report
「In addition, regarding the development of diverse talent, global talent and management talent, the company established an ESG task force under the Sustainability Committee and is pursuing initiatives using the percentage of women in management positions and the selection rate for leadership candidates as KPIs.」
As a response to the risk of securing and developing personnel, the company established an ESG task force and manages the percentage of women in management positions and the selection rate for leadership candidates as KPIs. - FY2020First statedAnnual report
「If the group is unable to secure and develop sufficient personnel aligned with the reconfiguration of its business portfolio, this could affect the group’s business performance and financial position. Based on its basic human resources policy, the group is working to minimize this risk by developing human resources systems to train personnel who will grow with the company and contribute to realizing its vision, promoting women’s participation, and providing training for future leaders and executives.」
The company has newly identified securing and developing personnel required for changes in its business portfolio as a risk, with its human resources systems, promotion of women’s participation, and training for future leaders and executives serving as countermeasures.