Human Capital

Our policies on human resource development—including ensuring diversity—and the improvement of our internal work environment are as follows:

As outlined in our newly formulated "2030 Vision" toward 2030, our Group aims to transform into a "Sustainability Solution Company." To achieve this, we leverage our industry expertise and know-how within existing business domains to identify market and customer wants. By collecting and analyzing data obtained through the products we provide, we will deliver new solutions and services, striving to provide sustainable value.

To execute these strategies, we recognize that cultivating talent equipped with the growth-driver mindset and skills is indispensable. Accordingly, our overarching human resource management policy is "to develop and produce talent capable of transforming existing businesses and establishing new business models." To this end, we are implementing drastic human resource system reforms and expanding our training and education programs.

To facilitate our transition into a Sustainability Solution Company, we introduced a new human resource system in June 2024. This system clarifies the expected roles for each employee and establishes a corresponding grade system. Additionally, we have established a dual-track career path for management-level employees consisting of "Management Tracks" and "Professional Tracks." Together with explicitly defined role expectations, this structure enables employees to visualize and map out their own career plans.

For general employees, we have established a well-modulated compensation structure based on expected roles. Under the philosophy of "Pay for Performance," compensation is aligned with individual goal achievement, ensuring that employees' efforts and achievements are more directly reflected in their treatment. To ensure this system is operated in alignment with its core purpose, we will conduct continuous training programs, with a primary focus on those in management positions.

Furthermore, under this new system, we have consolidated the previous division of general administrative staff and career-track staff  into a single, unified career-track path. By offering a broader range of opportunities for career advancement, we aim to actively promote the advancement and empowerment of women in the workplace.

To develop the next generation of leaders for the Group, we established the "Human Resources Strategy Committee." This committee evaluates and plans the strategic allocation of management talent across business segments. Through this committee, we will achieve company-wide talent development, promote the active advancement of young employees, and maximize the utilization of our finite human capital.

With the goal of nurturing talent capable of meeting expected roles, we are significantly expanding our training and educational programs—including tier-specific training—and will continue to invest consistently in employee development.

We introduced remote work in FY2023 and a flextime system in FY2024. By promoting flexible work styles, we empower individual employees to enhance their productivity and achieve an optimal work-life balance.