Targets for Improving Manager Training Participation and Internal Open-Application Transfer Rates
First written in FY2024. 1 of 3 entries say "Reframed", first in FY2025. Latest entry: FY2026.
- FY2026Update to Human Capital Metric ResultsAnnual report
「Alignment with the purpose statement 3.5 3.44 / Engagement score (rating) 2.8 2.34 / Percentage of female employees in managerial positions 30% 14.6%」
The Company updated its current-year human capital metrics and disclosed purpose alignment of 3.44, an engagement score of 2.34, and a female management ratio of 14.6%. The male parental leave uptake rate was shown as “-” because there were no applicable employees. - FY2025ReframedAnnual report
「The Company uses the following indicators for its policies on human capital development, including securing workforce diversity, and on improving the internal work environment, as described above in “(2) Strategy.”」
The indicator framework has been reorganized from the targets for management training participation and open-application transfers presented in the previous fiscal year to one using purpose alignment, engagement, the percentage of women in management, the rate of parental leave taken, and the gender pay gap. - FY2024First statedAnnual report
「Going forward, we aim to actively appoint capable personnel to management positions, achieve a 100% participation rate in management training (96.6% in the current consolidated fiscal year), and increase the rate of transfers through open applications to 50% of all transfers (16.2% in the current consolidated fiscal year).」
As its first quantitative targets for human capital development and the internal work environment, the Company set a 100% participation rate in management training and a 50% rate of transfers through open applications, and also disclosed comparisons with current-year results.