Risk Relating to the Recruitment, Retention and Development of Human Resources
First written in FY2022-Q3. 2 of 4 entries say "Mitigated", first in FY2025. Latest entry: FY2026.
The whole theme swung hardest in 2026: 27 of 104 companies on the "Worse" side.
- FY2026MitigatedAnnual report
「The Group's human resources strategy is built around the following 4 pillars: 1. Strengthening the frontline personnel base that supports safety and quality 2. Developing management personnel and candidates for management positions 3. Strengthening new graduate and mid-career recruitment and improving retention rates 4. Promoting D&I and establishing its foundations」
The response to the risks related to securing and developing human resources was systematised as a human resources strategy spanning 4 areas: frontline personnel, management personnel, recruitment and retention, and D&I. - FY2026-H1WorsenedAnnual report
「Profit also declined due to the decline in profits from the sale of marketable materials resulting from lower handling volumes of waste and composite-material products, in addition to trends in non-ferrous metal prices described above, as well as higher personnel expenses to secure and retain human resources.」
Higher personnel expenses to secure and retain human resources emerged as a factor behind lower profit in the resource recycling business, demonstrating the cost impact of human resources risk. - FY2025MitigatedAnnual report
「The Group believes that securing personnel with diverse values and providing opportunities for them to grow are important to increasing corporate value while responding to changes in the external environment. It is promoting the enhancement of diverse training programmes and systems, with the aim of developing personnel who support the Group's sustainable growth.」
As measures to address the risks related to securing, retaining and developing personnel, the company has established and implemented initiatives including training by level and career stage, e-learning, job cards, an internal recruitment system and regionally limited general-track positions. - FY2022-Q3First statedAnnual report
「The Group's future business expansion will depend substantially on securing and developing talented personnel. However, as the working-age population among younger people declines due to the falling birth rate, competition to secure human resources is expected to intensify.」
While business expansion depends on securing and developing human resources, increased recruitment competition due to the falling birth rate and mid-career employee departures were identified as risks.