Enabling Employees to Demonstrate Their Capabilities Through Diverse Working Arrangements and the Review of Personnel and Performance Evaluation Systems
First written in FY2016. 8 of 12 entries say "Advanced", first in FY2018. Latest entry: FY2026.
0 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Metric Target Actual Percentage of women in management At least 30% 19.7%」
We raised the target for the percentage of women in management from the previous target of at least 20% to at least 30%. The actual percentage was 19.7%. - 2026-05-27AdvancedGeneral Meetings of Shareholders
「The Company was certified under the 2026 Certified Health and Productivity Management Outstanding Organizations Recognition Program (large enterprise category) for the 6th consecutive year.」
This marked the 6th consecutive year of certification under the Certified Health and Productivity Management Outstanding Organizations Recognition Program. The Company also disclosed that 72 employees held advanced-level qualifications. - FY2025AdvancedAnnual report
「In addition to being certified as a 2025 Certified Health and Productivity Management Outstanding Organization (large enterprise category) for the fifth consecutive year, we promoted managers’ acquisition of Mental Health Management Certification, with a qualification rate of 97.4% as of the end of the fiscal year, and worked to create a more employee-friendly workplace. ●The number of employees who had obtained advanced qualifications independently certified by the Company, including CFP and the second level of the Securities Analysts Examination, reached 65 as of the end of the fiscal year, the highest level since 2015, when the management vision was established.」
Certification as a Certified Health and Productivity Management Outstanding Organization continued for the fifth consecutive year. We disclosed a 97.4% qualification rate for managers’ mental health certification and 65 holders of advanced qualifications. The actual percentage of women in management was 19.2%, below the target of at least 20%. - FY2024AdvancedAnnual report
「In addition to being certified as a 2024 Certified Health and Productivity Management Outstanding Organization (large enterprise category) for the fourth consecutive year, we promoted managers’ acquisition of Mental Health Management Certification, with a qualification rate of 92.8% as of the end of the fiscal year, and worked to create a more employee-friendly workplace.」
Certification as a Certified Health and Productivity Management Outstanding Organization continued for the fourth consecutive year, and we disclosed a 92.8% qualification rate for managers’ mental health certification. The actual percentage of women in management against the target of at least 20% was 16.4%. - FY2023RaisedAnnual report
「Metric Target Actual Percentage of women in management At least 20% 16.8%」
We raised the target for the percentage of women in management from the previous initial target of at least 15% to at least 20%. The actual percentage was 16.8%. We also established a telework system to support diverse working arrangements. - FY2022AdvancedAnnual report
「We promote personnel based on individual ability and performance, and diversity has advanced as the percentage of women in management exceeded the initial target of 15%.」
We achieved the initial target of at least 15% women in management. We also disclosed certification as a 2022 Certified Health and Productivity Management Outstanding Organization and efforts to encourage managers to obtain Mental Health Management Certification. - FY2021AdvancedAnnual report
「We developed employees in line with the human resources development plan and improved the treatment of highly skilled personnel.」
We continued to develop employees based on the human resources development plan and improve the treatment of highly skilled personnel, while maintaining the promotion of diverse talent to management and other positions as an ongoing issue. - FY2020AdvancedAnnual report
「We formulated a training master plan to acquire the skills needed to provide better service to customers.」
We introduced the training master plan and e-learning, and put in place specific measures concerning employees’ ability to perform and working practices, including prior approval for overtime, compliance with equal pay for equal work, and the introduction of a web-based health management service. - FY2019AdvancedAnnual report
「● We revised our personnel and evaluation systems to enable employees to accommodate diverse work styles. ● As part of our employee benefits and incentive programs, we introduced a stock benefit trust (J-ESOP) and rewarded employees with shares.」
The company reported revisions to its personnel and evaluation systems to accommodate diverse work styles and the introduction of J-ESOP as achievements. The formulation and publication of a Health Declaration were also presented as an employee initiative. - FY2018AdvancedAnnual report
「● The percentage of employees holding Level 2 FP qualifications, which the company promotes as part of employee skills development, reached 89.5%. ● To further promote the success of female employees, we held Self-Innovation (Self-Transformation) training to help them reaffirm the importance of their roles.」
The company disclosed a Level 2 FP qualification rate of 89.5%, training for female employees and personnel transfers as achievements, while identifying the increase in the percentage of female managers as an issue. - FY2017RestatedAnnual report
「We promoted the development of an environment in which employees can fully demonstrate their motivation and capabilities, including revising personnel systems to enable diverse work styles and reviewing evaluation frameworks, with the aim of improving employee satisfaction.」
The company continues efforts to improve employee capabilities and satisfaction through revisions to its personnel and evaluation systems. - FY2016First statedAnnual report
「We promoted the development of an environment in which employees can fully demonstrate their motivation and capabilities, including revising personnel systems to enable diverse work styles and reviewing evaluation frameworks, with the aim of improving employee satisfaction.」
Revisions to the personnel system and evaluation framework are identified as specific measures.