Diversity Management and Talent Development
First written in FY2016. 4 of 6 entries say "Advanced", first in FY2021. Latest entry: FY2026.
The whole theme swung hardest in 2020: 5 of 38 companies on the "Worse" side.
- FY2026AdvancedAnnual report
「Average training hours per employee 37.5 hours 36.7 hours ・Strengthen recruitment of women and foreign-national talent ・Promote operation of the job-category transfer system ・Establish an internal job posting system Ratio of employees with overseas assignment experience 21.9% 25.1%」
The company continues its human resources development and diversity initiatives and has disclosed metrics for fiscal 2025, including average training time of 36.7 hours, a female management ratio of 2.7% and a ratio of employees with overseas assignment experience of 25.1%. - FY2024AdvancedAnnual report
「To achieve the next-generation engineering trading company envisioned by the company, we provide safety training from the new-employee training stage on items required when delivering equipment and will continue to enhance expertise.」
The company has specified measures under its human capital strategy, including training through the fifth year of employment, reskilling of mid-career employees, strengthening technical job categories, safety training, recruitment of women, foreign nationals and mid-career hires, and overseas assignments. It has disclosed 2023 results including training expenses of ¥96 thousand, average training time of 16.1 hours, a female management ratio of 2.6% and a ratio of employees with overseas assignment experience of 28.0%. - FY2023AdvancedAnnual report
「■Human resources development policy “Developing human resources and building an organization with both the flexibility and strength to respond to environmental changes” ■Internal environment development policy Deepen and enhance “recruitment,” “training and education” and “systems,” centered on “advanced expertise,” “autonomy,” “diversity” and “health management”」
The company has organized its human resources development and diversity policies as human capital management, outlining measures including training through the fifth year of employment, reskilling of mid-career employees, recruitment of women, foreign nationals and mid-career hires, overseas assignments and engagement, as well as a policy of disclosing KPIs for the fiscal year ending March 2024. - FY2021AdvancedAnnual report
「① Regarding human resources development, we began operating a new personnel system in April 2021 that uses performance in fulfilling roles and missions as an evaluation criterion. Because the system enables employees to choose careers that make use of their individual characteristics, we feel it is becoming a distinctive system unique to our company.」
For diversity and human resources development, the company began operating a new personnel system in April 2021 that uses performance in fulfilling roles and missions as an evaluation criterion. - FY2017RestatedAnnual report
「2) Promoting diversity management ① Strengthen systematic education programs ② Promote talent management ③ Strengthen the development of national staff and female employees」
Measures covering diversity, human resources education and talent management continue to be implemented. - FY2016First statedAnnual report
「Promoting diversity management」
The company identifies systematic education programs, talent management, and enhanced development of national staff and female employees as specific measures.