Recruiting and Developing High-Quality Talent and the Risk of Attrition
First written in FY2016. 6 of 9 entries say "Mitigated", first in FY2019. Latest entry: FY2026.
The whole theme swung hardest in 2026: 27 of 105 companies on the "Worse" side.
- FY2026MitigatedAnnual report
「The turnover rate declined from the previous fiscal year, while the voluntary turnover rate was 1.9%, achieving the target of approximately 3.0%. The company believes that the revision of its compensation system and efforts to create a more comfortable working environment contributed to this result.」
The voluntary turnover rate declined from 2.2% in the previous fiscal year to 1.9%, demonstrating the results of employee-retention measures. - FY2025MitigatedAnnual report
「The turnover rate has declined from the previous fiscal year, with the voluntary turnover rate at 2.2%, achieving the target of approximately 3.0%.」
Regarding measures to address personnel retention and outflow risks, the voluntary turnover rate declined from 2.5% in the previous fiscal year to 2.2%. The company continues measures involving the CHO, the human resources organization, employee benefits, and childcare and nursing-care support. - FY2024MitigatedAnnual report
「Under the Chief Human Resources Officer (CHO), we are strengthening the human resources organization and continuing direct dialogue between management and employees. We are also working to secure and develop personnel who will support the company's future, further enhance employee benefits and improve the working environment, as well as expand the development environment and facilities supporting our development organization.」
The company continues to address personnel outflow and retention risks and disclosed 2,675 development personnel, a voluntary turnover rate of 2.5% and a standalone turnover rate of 2.9%. - FY2024-Q1AdvancedAnnual report
「In addition, to achieve stable and sustainable growth, the company implemented further workplace improvements as part of its human capital investment strategy, a management priority, including strengthening its human resources organisation, establishing the Creative Studio, introducing a partnership programme and expanding employee benefit programmes, with the aim of enhancing corporate value.」
To secure and develop personnel and improve employee retention, the company strengthened its human resources organization, established a creative studio, introduced a partnership program and expanded employee benefits. - FY2023AdvancedAnnual report
「Under the Chief Human Resources Officer (CHO), we are strengthening the human resources organization and continuing direct dialogue between management and employees. We are also working to secure and develop personnel who will support the company's future, further enhance employee benefits and improve the working environment, as well as expand office facilities and other elements of the development environment supporting our development organization.」
The company specified its response to personnel outflow and retention risks through the CHO, the human resources organization, direct dialogue, recruitment and development, expanded employee benefits and an enhanced development environment. - FY2022MitigatedAnnual report
「As countermeasures, the company has appointed a Chief Human Resources Officer (CHO) and established a framework for direct communication between management and employees by developing its human resources organization. In addition, it is working to recruit, develop and retain talented personnel and create a more employee-friendly environment by promoting shorter working hours, encouraging paid-leave use and establishing childcare facilities at workplaces.」
The company expanded its response to personnel outflow and retention risks to include appointing a CHO, developing its human resources organization, recruitment and development, and shorter working hours and measures to encourage paid-leave use. - FY2020MitigatedAnnual report
「Accordingly, we are enhancing training tailored to each level, including department head training, training for prospective managers and new-employee training. We are also working to raise morale and bring out employees' potential through personnel systems adapted to changes in the environment and appropriate placement of personnel.」
The company continues to address the risk of losing and retaining talented personnel through training tailored to each level, personnel systems and appropriate placement of personnel. - FY2019MitigatedAnnual report
「Accordingly, we are enhancing training tailored to each level, including department head training, training for prospective managers and new-employee training. We are also working to raise morale and bring out employees' potential through personnel systems adapted to changes in the environment and appropriate placement of personnel.」
The company disclosed specific measures to address personnel outflow and retention risks, including training tailored to each level, personnel systems, appropriate placement of personnel and the use of diverse talent. - FY2016First statedAnnual report
「Employee mobility is relatively high in the game industry, and the departure of a large number of talented employees or their movement to competitors could disrupt business operations.」
While advancing the recruitment, development and retention of personnel, the company identifies industry-specific employee mobility and movement to competitors as risks.