Recruitment and Development of Diverse Talent and Establishment of an Environment for Taking on Challenges
First written in FY2016. 6 of 9 entries say "Advanced", first in FY2020. Latest entry: FY2026.
- FY2026AdvancedAnnual report
「At Nippon Television Network Corporation, the percentage of women in management positions rose from the mid-15% range in fiscal 2020 to 18.8% in fiscal 2025, and we will actively pursue initiatives such as creating growth opportunities to achieve our target of 25% women in management positions by the end of fiscal 2030.」
The percentage of women in management positions rose to 18.8%, and the company continues to develop systems and growth opportunities toward its target of 25% by the end of fiscal 2030. The mid-career recruitment ratio reached 40%. - FY2025AdvancedAnnual report
「Mid-career hires accounted for 23% of employees recruited in fiscal 2024.」
It has specified measures including mid-career recruitment of digital and corporate personnel, an internal study-abroad program, and a new personnel and labor-management system, and disclosed a mid-career recruitment ratio of 23%. - FY2024AdvancedAnnual report
「The percentage of women in management positions had remained around 16% in recent years, but reached 17.8% in fiscal 2023. We will actively pursue initiatives such as creating growth opportunities to achieve our near-term target of 20% women in management positions by the end of fiscal 2025.」
The percentage of women in management positions reached 17.8%, and it presented targets of 20% by the end of fiscal 2025 and 25% by the end of fiscal 2030, along with measures including a new personnel and labor-management system and an internal study-abroad program. - FY2024-Q2AdvancedAnnual report
「This is an incentive plan for all employees who participate in the Nippon Television Employees’ Shareholding Association. Under the plan, the company will establish the “Nippon Television Employees’ Shareholding Association-Only Trust” with a trust bank, and the E-Ship Trust will acquire in advance the number of the company’s shares that the association is expected to purchase over the next 3 years.」
It introduced a trust-based employee shareholding incentive plan, supporting incentives to enhance corporate value over the medium to long term and employees’ asset formation through share purchases over the next 3 years. - FY2022AdvancedAnnual report
「We will establish organizational structures for the HR Business and XR Business as independent businesses.」
It is extending its initiatives to develop talent and an environment that supports challenges through the establishment of the HR and XR businesses as independent businesses, diverse mid-career recruitment, internal and external exchanges, and performance evaluation systems. - FY2020AdvancedAnnual report
「We continue to make ongoing improvements to our systems to create a comfortable working environment, and maintain an extremely low turnover rate of less than 1%. We are particularly focused on creating an environment in which women can work comfortably, and have established an environment with a very high rate of return to work after childbirth, enabling women who have given birth to continue developing their careers.」
In addition to its policies for securing and developing talent, it describes specific conditions, including a turnover rate of less than 1%, an environment supporting women’s return to work, mid-career recruitment, and the recruitment of foreign nationals. - FY2018RestatedAnnual report
「We will work to recruit and develop diverse talent while creating systems and a corporate culture that support employees’ willingness to take on challenges.」
It reiterates the development of systems and a corporate culture to support the recruitment and development of diverse talent and employees’ willingness to take on challenges. - FY2017RestatedAnnual report
「We will work to recruit and develop diverse talent while creating systems and a corporate culture that support employees’ willingness to take on challenges.」
It reiterates the development of systems and a corporate culture to support the recruitment and development of diverse talent and employees’ willingness to take on challenges. - FY2016First statedAnnual report
「We will recruit and develop diverse talent while creating systems and a corporate culture that support employees’ willingness to take on challenges.」
It plans to strengthen its human resources through recruitment and development, as well as systems and a corporate culture that support employees’ willingness to take on challenges.