Uncertainty in securing and developing human resources
First written in FY2020. 2 of 5 entries say "Reframed", first in FY2021-Q3. Latest entry: FY2026.
The whole theme swung hardest in 2026: 26 of 109 companies on the "Worse" side.
- FY2026ReframedAnnual report
「Many of the Group's businesses are labor-intensive, and the Group continuously secures and systematically develops human resources. However, if these efforts do not progress as planned due to a shortage of human resources in the labor market or other factors, competition with other companies and business activities could be hindered, potentially having a material effect on the Group's operating results and financial position. The Group is also actively developing a work environment in which everyone can choose diverse working styles regardless of gender or life events, with the aim of achieving work-life balance. However, delays in developing this environment or responding to legal revisions could cause physical or mental health problems among employees, as well as an outflow of human resources that could hinder business activities.」
Risk awareness expanded from the previous focus on workforce reductions to include shortages of human resources, systematic development, delays in establishing flexible working arrangements and employee outflows. - FY2022-Q2AdvancedAnnual report
「In addition to the voluntary retirement program implemented in January this year, the Company is restricting new hiring, allowing natural attrition through mandatory retirement and other means, and seconding employees outside the Group, with plans to reduce the workforce of 6,968 as of the end of fiscal 2020 to approximately two-thirds by the end of fiscal 2024. Progress is broadly in line with the plan at this stage.」
The Company stated that its plan to reduce the workforce by the end of fiscal 2024 to approximately two-thirds of the 6,968 employees at the end of fiscal 2020 was progressing broadly as planned through voluntary retirement, restrictions on hiring, natural attrition and secondments. - FY2021AdvancedAnnual report
「The number of employees decreased by 1,517 from the end of the previous consolidated fiscal year. The main reason was the departure of 1,383 employees on 31 March 2021 under a voluntary retirement program implemented as part of the business-structure reforms.」
The Company reported that 1,383 employees left under the voluntary retirement program and that the number of consolidated employees decreased from 6,968 to 5,451. - FY2021-Q3ReframedAnnual report
「In addition to the voluntary retirement program implemented in January this year, the Company is restricting new hiring, allowing natural attrition through mandatory retirement and other means, and seconding employees to Group companies, with plans to reduce the current workforce of approximately 7,000 to approximately two-thirds by the end of fiscal 2024.」
The focus shifted from the previous policy of continuously securing and developing human resources to reducing the workforce to approximately two-thirds by the end of fiscal 2024 through voluntary retirement, restrictions on new hiring, natural attrition and secondments. - FY2020First statedAnnual report
「The Group continuously secures and systematically develops talented personnel to uphold its motto of providing human services that bring customers excitement and smiles. However, if these efforts do not proceed as planned due to conditions in the labor market or other factors, competition with other companies and business activities could be hindered.」
The Company identified as a new key risk the impact on competitiveness and business activities if the continued recruitment and systematic development of talented personnel do not proceed as planned.