Risk of Insufficient Recruitment and Turnover of Highly Skilled Personnel
First written in FY2017. 5 of 12 entries say "Restated". Latest entry: FY2026.
The whole theme swung hardest in 2026: 34 of 108 companies on the "Worse" side.
- FY2026MitigatedAnnual report
「Mid-career recruitment of immediately deployable personnel is also progressing smoothly, and the Group is steadily increasing its engineering workforce.」
As a response to the risk of securing personnel, the Group states that mid-career recruitment is progressing smoothly and that its engineering workforce is increasing. - 2026-07-17MitigatedPresentation materials on financial results
「The employee turnover rate has remained at approximately 3% as a result of investment in human resources and other measures, and securing engineers is progressing smoothly.」
States the employee turnover rate and the status of securing engineers as results of investment in human resources and related measures. - FY2026-H1MitigatedAnnual report
「Regarding investment in human resources, the Group is implementing wage increases for the fourth consecutive fiscal year to return value to employees and maintain and strengthen its recruitment competitiveness in order to attract highly skilled personnel. It is also strengthening new-graduate and mid-career recruitment with a view to expanding the scale of its business. The Group plans for the number of new graduates recruited in 2026 to be approximately 10% of the workforce, as in the previous fiscal year.」
As a response to the risk of insufficient recruitment and employee turnover, the Group is implementing wage increases for the fourth consecutive fiscal year, strengthening recruitment competitiveness, and expanding new-graduate and mid-career recruitment. It plans for new graduates recruited in 2026 to account for approximately 10% of the workforce. - FY2025-H1MitigatedAnnual report
「The Group implemented wage increases for the third consecutive fiscal year to return value to employees and maintain and strengthen its recruitment competitiveness in order to attract highly skilled personnel. It is also strengthening new-graduate and mid-career recruitment with a view to expanding the scale of its business. The number of job offers accepted by new graduates in 2025 is expected to be approximately 10% of the workforce, exceeding the initial fiscal-year plan.」
As a response to the risk of insufficient recruitment and employee turnover, the Group is implementing wage increases for the third consecutive fiscal year, strengthening recruitment competitiveness, and expanding new-graduate and mid-career recruitment. The number of job offers accepted by new graduates in 2025 is expected to exceed the initial fiscal-year plan. - FY2024WorsenedAnnual report
「The Group's core business, systems development, requires the securing of highly skilled personnel, and if recruitment falls significantly short of the plan, a large number of employees leave, or the Group is unable to coordinate appropriately and in a timely manner with partner companies, this may affect the Group's business performance and other results.」
In addition to the existing risks of insufficient recruitment and employee turnover, the Group explicitly identifies an inability to coordinate appropriately with partner companies as a factor that could affect business performance, thereby broadening the scope of the risks. - FY2024-Q2RestatedAnnual report
「As a measure for sustainable growth, the Group will implement wage increases to return value to employees and maintain and strengthen its competitiveness in recruitment, thereby working to secure highly skilled personnel on a stable basis.」
As a response to the risk of insufficient recruitment and employee turnover among highly skilled personnel, the Group continues to describe efforts to maintain and strengthen recruitment competitiveness and secure personnel on a stable basis through wage increases. - FY2024-Q1MitigatedAnnual report
「The Group will implement wage increases to return value to employees and maintain and strengthen its competitiveness in recruitment, thereby working to secure highly skilled personnel on a stable basis.」
Regarding the risk of insufficient recruitment and employee turnover among highly skilled personnel, the Group describes efforts to maintain and strengthen recruitment competitiveness and secure personnel on a stable basis through wage increases. - FY2023RestatedAnnual report
「The Group's core business, systems development, requires the securing of highly skilled personnel, and if recruitment falls significantly short of the plan or a large number of employees leave, this may affect the Group's business performance and other results.」
The Group identifies the risk of insufficient recruitment and employee turnover among highly skilled personnel, and cites planned recruitment and training and investment in a comfortable working environment as countermeasures. - FY2020RestatedAnnual report
「Because developing engineers in control and embedded systems development, the Group's core competency, requires time, the Group is conducting planned recruitment and personnel development. The Group also plans to actively invest in a comfortable working environment and related systems.」
The Group continues to identify the risk of insufficient recruitment and employee turnover among highly skilled personnel, and cites planned recruitment and training and investment in a comfortable working environment as countermeasures. - FY2019RestatedAnnual report
「The Group's core business, systems development, requires the securing of highly skilled personnel, and the Group is carrying out recruitment and training in a planned manner. However, if recruitment falls significantly short of the plan or a large number of employees leave, this may affect the Group's business performance.」
The Group continues to indicate that, assuming highly skilled personnel can be secured, insufficient recruitment or significant employee turnover may affect business performance. - FY2018RestatedAnnual report
「However, if recruitment falls significantly short of the plan or a large number of employees leave, this may affect the Group's business performance.」
The Group continues to state that, assuming highly skilled personnel can be secured, insufficient recruitment or significant employee turnover may affect business performance. - FY2017First statedAnnual report
「The Group's core business, systems development, requires the securing of highly skilled personnel, and the Group is carrying out recruitment and training in a planned manner. However, if recruitment falls significantly short of the plan or a large number of employees leave, this may affect the Group's business performance.」
The Group assumes that highly skilled personnel must be secured for systems development and indicates that insufficient recruitment or significant employee turnover may affect business performance.