Strengthening the Internal Structure, Sales Organization and Human Resources
First written in FY2017. 3 of 6 entries say "Advanced", first in FY2023. Latest entry: FY2026.
No other company in this theme has enough history to compare yet.
- FY2026AdvancedAnnual report
「The Company has formulated the following 5 human resources strategies linked to its management strategy: ／・Strengthening systematic human resources development ／・Developing global talent ／・Developing DX talent and improving operational efficiency ／・Promoting diversity and creating a workplace where employees can work comfortably ／・Securing external talent and strengthening post-M&A PMI capabilities」
The Company organized its human resources strategy into 5 areas and explicitly identified DX talent, global talent, diversity, external talent and post-M&A PMI capabilities. It planned to send 1 person overseas in fiscal 2025 and approximately 2–3 people each year from fiscal 2026 onward. - FY2025AdvancedAnnual report
「The Company had been developing and designing a new personnel system aimed at strategic personnel management, correcting gender gaps in employment and pay, and establishing a framework for fair personnel evaluations. It began operating the system in April 2024.」
The Company began operating a new personnel system in April 2024. It also disclosed results and plans for its human capital initiatives, including 9 female managers, 1 person scheduled to be sent overseas in fiscal 2024, and approximately 2–3 people scheduled to be sent overseas each year from fiscal 2025 onward. - FY2023AdvancedAnnual report
「To expand operations at its overseas bases, the Company began an on-the-job training program at the Group's overseas bases in fiscal 2022, aimed at identifying personnel capable of handling overseas operations, improving their level of operational knowledge, supporting career development and appointing female employees. As of the end of March 2023, 1 person was participating in the program. The Company planned to send 2–3 people overseas in fiscal 2023 and intends to continue sending approximately 2–3 people each year thereafter.」
The Company launched an on-the-job training program at its overseas bases and disclosed plans to send 1 trainee and approximately 2–3 people each year from the following fiscal year onward. It also specifically described reforms to its personnel systems, women's participation, harassment prevention and human resources development. - FY2021RestatedAnnual report
「We consider strengthening compliance and pursuing work-style reform to be important. To strengthen compliance, we have worked to reinforce the Board of Directors through active exchanges of views with outside officers, as well as initiatives to eliminate all forms of harassment.」
The Company continues to identify compliance, work-style reform and the development of an environment where employees can work comfortably as priorities for strengthening its internal structure. - FY2019RaisedAnnual report
「③ Strengthening the internal structure ・Strengthening compliance and risk management ・Strengthening initiatives for work-style reform ・Strengthening the sales organization ・Strengthening human resources strategies in response to labor shortages ・Rebuilding the internal training system ・Proactive appointment of women」
In addition to the existing sales organization, training and appointment of women, the Company includes work-style reform, human resources strategies addressing labor shortages and rebuilding the training system among the areas covered by internal structure enhancements. - FY2017First statedAnnual report
「Strengthening the sales organization, enhancing internal training, and securing diversity through the proactive appointment of women and other measures」
The Company identifies the sales organization, human resources training, the appointment of women and the promotion of diversity as measures to strengthen its internal structure.