Bank of The Ryukyus,Limited (8399) · InitiativeAdvanced
Developing and Reskilling Specialist Talent and Improving the Workplace Environment through Human Capital Management
First written in FY2024. 3 of 4 entries say "Advanced", first in FY2026-H1. Latest entry: FY2026.
4entries
3years
1from disclosures
How it moved
Same theme, other companies
Human Capital Management Based on Talent Development and Internal Work Environment PoliciesA theme 106 companies write about · 1 as a headwind · 105 as a tailwind
The whole theme swung hardest in 2020: 2 of 7 companies on the "Worse" side.
77 other companies' latest entry also says "Advanced".
Ridges = years it wrote progress, valleys = years it wrote worse. Most hopeful companies at the back. Drag to turn, scroll to zoom, right-drag to pan. On a phone, two fingers turn and pinch to zoom; one finger scrolls the page.
Showing 14 of the 106 companies compared. The sentences above are computed from all 106.Full recordFilings, disclosures and news, newest first
- FY2026AdvancedAnnual report
「The number of employees assigned to external training was 51 in fiscal 2025, and we will continue to maintain this number.」
The number of employees assigned to external training reached 51 in fiscal 2025. The female management ratio was 32.5%, and average training time per employee was 20.6 hours. - 2026-04-20AdvancedGovernance
「人材開発／ダイバーシティ」
役員のスキル・マトリックスに、社内役員・社外役員の双方について「人材開発／ダイバーシティ」を掲載した。人的資本施策を役員の専門性・知見の構成と結び付けて開示している。 - FY2026-H1AdvancedAnnual report
「③-1 External training assignments At least 50 people 20%」
The company set at least 50 external training assignments as a performance-linked compensation metric, linking its human capital initiatives to compensation. - FY2024First statedAnnual report
「Because it is important for officers and employees to learn proactively and autonomously regardless of age, we will enhance reskilling training and self-development support programs that encourage officers and employees to develop their careers.」
The company disclosed in a systematic manner its initiatives concerning its talent portfolio, development of specialized talent, reskilling, women's advancement, telework and health management. It set metrics including 20 training hours per employee in fiscal 2025, a target of 16 hours in fiscal 2024, a female management ratio of at least 24%, and a male childcare-leave uptake rate of at least 90%.