Promotion of human capital management
We will maximize individual capabilities and create synergies by maximizing individual capabilities and integrating diverse knowledge and experience to improve our overall strengths
KPIs
| Activity Plan | KPIs |
|---|---|
| Development of Human Resources who will create the future | Ratio of new graduate general-track employees reaching the age of 30 and working in two or more job titles and two or more brands: 100% (FY2027) |
| Ratio of new graduate general-track employees reaching the age of 40 and working in three or more job titles and two or more brands: 100% (FY2027) |
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| Number of new graduate career-track employees aged 35 or younger with back-office department arrangement: 5 or more (FY2027) |
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| IT training participation rate: 100% (FY2027) |
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| Establishment of a personnel infrastructure to provide job satisfaction |
Ratio of women in manageria positions: 20% (FY2026) |
|
Gender wage gap: 72%
(FY2026 / ratio of women when men=1 /all job types*)
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| Ratio of men taking childcare leave: 100% (FY2026) |
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| Foreign employment rate: 3% (FY2027) |
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| Employee engagement score: 55.0 (FY2027) |
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| Number of employees in their 20s and 30s (total of new graduate hires and mid-career hires) : 20 people/year (FY2027) |
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| 3-year retention rate for new graduates: 85% or higher (FY2027) |
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| Employee health management | Regular health checkup rate: 100% (FY2026) |
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Stress check participation rate: 100% (FY2026) |
- Re-establish FY2026 targets for Employee health management (March 2025)