Talent Acquisition and Development, and Organizational Vitality
First written in FY2016. 6 of 11 entries say "Restated". Latest entry: FY2026.
- FY2026AdvancedAnnual report
「The Group aims for sustainable growth by improving the earnings power of existing stores, promoting new store openings and improving productivity through management-system reform. To achieve these objectives, it is essential to further strengthen store management, and the Group is pursuing an integrated human-resource strategy covering recruitment, development, retention and diversity. Target (fiscal year ending March 2029) Actual (fiscal year ending March 2026): Percentage of female employees in management positions, 25% and 10.6%, respectively.」
The company regards human resources as an important management resource and has specified an integrated human-resource strategy covering recruitment, development, retention and diversity, as well as the recruitment of store-manager trainees, standardized training, self-development opportunities and measures to improve engagement. For the percentage of women in management positions, it disclosed an actual 10.6% for the fiscal year ending March 2026 against a target of 25% for the fiscal year ending March 2029. - FY2025AdvancedAnnual report
「・Development of human resources equipped with education in corporate philosophy through in-house training and on-the-job training, together with agile and flexible thinking ・Providing employees with a desire to learn and a spirit of challenge with opportunities for self-development and self-fulfillment」
Regarding human-resource development, the company specifically disclosed opportunities for growth for employees with a desire to learn and a spirit of challenge, in addition to in-house training and on-the-job training. It also indicated support for balancing work with childcare and nursing care in relation to the internal work environment. - FY2024AdvancedAnnual report
「The Group's policies concerning human-resource development and the internal work environment are as follows. Policy on human-resource development: The Group has established a mission of contributing to society by improving customer satisfaction through the provision of high-quality, high-value-added services. Policy on the internal work environment: The following initiatives are being implemented as part of an education system designed to help employees, as professionals in the coffee-shop industry, acquire store-management and hygiene-management skills and develop a commitment to products in order to improve customer satisfaction. 1. Mid-career recruitment regardless of industry or experience to develop immediately effective employees, and new-graduate recruitment to revitalize the organization. 2. Job-grade and qualification systems and performance appraisal systems based primarily on meritocracy. 3. Thorough education in corporate philosophy and practical skills through the in-house training system. Target (fiscal year ending March 2029) Actual (fiscal year ended March 2024): Percentage of female employees in management positions, 25% and 10%, respectively.」
In its human-capital disclosures, the company organized its measures for recruitment, job grades and qualifications, performance appraisal and training, and for the first time disclosed a target of 25% for the percentage of women in management positions for the fiscal year ending March 2029, compared with an actual 10% for the fiscal year ended March 2024. - FY2023ReframedAnnual report
「The Group's policies concerning human-resource development and the development of the internal work environment are as follows.」
In addition to its previous disclosures on recruitment and development measures, the company organized its policies on human-resource development and the internal work environment as part of its sustainability-related human-capital disclosures. No indicators or targets have been set for human-resource development or the internal work environment, and the company stated that it is considering preparing an action plan under the Act on Promotion of Women's Participation and Advancement in the Workplace. - FY2021RestatedAnnual report
「The company will develop diverse work styles and employment arrangements, improve retention and devote greater effort to further employee training.」
The company continues to promote diversity in work styles and employment arrangements, improve retention and provide employee training in response to recruitment difficulties. - FY2021-Q1RestatedAnnual report
「The company also negotiated rent reductions and took other measures to maintain employee employment and reduce the impact on business performance of requests to refrain from going out and other factors.」
Regarding human-resource issues, including recruitment and development, the company this time explicitly stated that it would maintain employee employment amid the impact of COVID-19. - FY2020RestatedAnnual report
「(e) Recruitment and development of human resources The Group regards the recruitment and development of human resources as important issues because providing hospitality services is one of its management principles, and implements various measures. However, labor shortages resulting from recent recruitment difficulties and the inability to provide training as planned may affect business performance. The Group will develop diverse work styles and employment arrangements, improve retention and devote greater effort to employee training.」
The company regards recruitment and development as important issues and continues to promote diversity in work styles and employment arrangements, improve retention and provide employee training in response to recruitment difficulties. - FY2019RestatedAnnual report
「The Group recognizes the recruitment and development of outstanding human resources as one of its most important issues and is implementing the following measures mainly.」
The company continues mid-career and new-graduate recruitment, job-grade and qualification systems, performance appraisal systems and in-house training. It also refers to diversity in work styles and employment arrangements, improving retention and employee training as responses to recruitment difficulties. - FY2018RestatedAnnual report
「The Group recognizes the recruitment and development of outstanding human resources as one of its most important issues and is implementing the following measures mainly.」
The company regards recruitment and development as important issues and continues mid-career recruitment, new-graduate recruitment, job-grade and qualification systems, performance appraisal systems and in-house training. It also addresses recruitment difficulties by referring to diversity in work styles and employment arrangements, improving retention and employee training. - FY2017RestatedAnnual report
「The Group recognizes the recruitment and development of outstanding human resources as one of its most important issues and is implementing the following measures mainly.」
The company continues to disclose mid-career and new-graduate recruitment, job-grade and qualification systems, performance appraisal systems, and in-house training for education in corporate philosophy and practical skills. - FY2016First statedAnnual report
「The Group recognizes the recruitment and development of outstanding human resources as one of its most important issues and is implementing the following measures mainly.」
The company identifies mid-career and new-graduate recruitment, job-grade and qualification systems, performance appraisal systems, and in-house training for education in corporate philosophy and practical skills as concrete measures.