The Group believes that the source of its competitiveness is its human resources. It also recognizes that diversifying human resources, developing and securing such human resources, and ensuring their sustainable growth and that of the organization will enhance corporate value over the medium to long term. In line with this recognition, the Group aims to create an environment and a corporate culture that encourage both individuality and diversity.
For human resource development and training, we utilize a system of coeducation in which those who teach and those who are taught grow together, primarily through OJT (on-the-job training).
We provide various business training programs, such as new employee training and employee camps.
The Group has implemented a semiannual evaluation cycle in which each employee manages his or her own goals set by himself or herself, a supervisor evaluates the degree of achievement and provides feedback, and the employee himself or herself sets goals to be attained in the next half year under the guidance of the supervisor and works to achieve them.
The Group prohibits discrimination on the grounds of age, education, gender, nationality, religion, race, sexual orientation, disability, etc., in the recruitment, evaluation and treatment of employees, and has established a personnel system in which promotions and salary increases are considered according to the individual’s ability.
To create comfortable working environments, the Group strives to pay living wages above the minimum wage in accordance with the Labor Standards Act and improve work efficiency, aiming to reduce the amount of overtime work.
To meet diversifying customer needs, create innovation and respond to impending changes in the external environment, it is essential to secure human resources, including women, with diverse attributes, sensibilities, abilities, values and experiences, and to create an environment that allows all of them to maximize their abilities.
To take advantage of this diversity of attributes and maximize the capabilities of individual human resources, the Group has introduced a flextime system and is actively introducing a telework system for some operations, in order to promote flexible work styles.
Recognizing that the diversification of human resources and the development and securing of such human resources will contribute to enhancing corporate value over the medium to long term, the Group actively recruits women, foreigners and midcareer hires.
Currently, midcareer hires are fully promoted to management positions on the basis of a comprehensive assessment of their skills, experience, etc. However, the Group recognizes that the promotion of women to management positions is still lagging. Therefore, to ensure sustainable corporate growth, the Group will make further efforts to develop its human resources and improve its internal environment, with the aim of raising the percentage of women in management positions, as human resources who will play central roles in the Group in the future.
The percentage of women in management positions as of March 31, 2025 is 4.8%. The Company’s goal is to increase the percentage of women in management positions by continuing its efforts to promote women’s active engagement and actively promote women to management positions.
The percentage of foreigners in management positions as of March 31, 2025 is 4.8%. The Company’s policy is to recruit human resources regardless of nationality as long as they have the necessary skills and abilities, and the goal is to increase the percentage of foreigners in management positions through active promotion of global human resources in the future.
The percentage of midcareer hires in management positions as of March 31, 2025 is 90.5%. Because the Company has long had a large number of midcareer hires and a high percentage of midcareer hires in management positions, no specific goal has been set for the future.
