Enhancing Human-Resource Development and Reforming the Organizational Culture
First written in FY2017-Q1. 3 of 7 entries say "Restated". Latest entry: FY2023.
Saikaya Department Store moved to the "Worse" side of this theme in 2022.
The whole theme swung hardest in 2020: 1 of 7 companies on the "Worse" side.
1 other company's latest entry also says "Reframed".
- FY2023ReframedAnnual report
「The Group believes that the growth and fulfilment of each employee contributes to the development of the Group as a whole and enables it to achieve both "contributing to a sustainable society" and "enhancing corporate value." Based on this belief, we have established our approach to human resource development, including securing workforce diversity, and will provide opportunities for all employees to grow while developing personnel suited to the さいか屋 spirit: "always maintaining a smile," "acting proactively," "taking an interest in everything," "deepening specialised knowledge" and "moving forward with a youthful sensibility."」
The previous explanation of human resource development and organisational culture reform has been reorganised as a human resources policy linking workforce diversity, opportunities for growth for all employees, enhanced corporate value and contributions to a sustainable society. - FY2022-Q3ReframedAnnual report
「Against this backdrop, we have worked across the company to implement the four major reforms—sales reform, sales-to-business-customers reform, personnel system reform and back-office reform—to achieve the basic policies set out in the disclosure titled "さいか屋 Operating Guidelines for the Fiscal Years Ending February 2022 to February 2024," disclosed on 5 October 2021, namely formulating a store growth strategy, maximising customer satisfaction, low-cost operations and maximising the use of management resources [human resources and other resources], as well as to improve operations through synergies with our parent company, AFC-HDアムスライフサイエンス.」
Under the new operating guidelines, personnel system reform is identified as one of the four major reforms, replacing the previous focus on human resource development and organisational culture reform. - FY2018-Q1DroppedAnnual reportThe former medium-term management plan does not directly mention "strengthening human resource development and reforming the organisational culture."
- FY2017RestatedAnnual report
「We have worked across the company to implement measures addressing the four key issues of "strengthening human resource development and reforming the organisational culture."」
Human resource development and organisational culture reform continue to be identified as key issues in the former medium-term management plan, including in the explanation of annual results. - FY2017-Q3RestatedAnnual report
「Enhancing human-resource development and reforming the organizational culture」
Continued to be listed as one of the key issues in the medium-term management plan. - FY2017-Q2RestatedAnnual report
「Enhancing human-resource development and reforming the organizational culture」
Reiterated as one of the key issues in the medium-term management plan. - FY2017-Q1First statedAnnual report
「Enhancing human-resource development and reforming the organizational culture」
Listed as one of the key challenges in the medium-term management plan.