Based on the basic policy^* (1), “Secure diverse personnel and support the growth of the people who continually take on challenges,” we are developing personnel management initiatives aimed at developing the systems and human resources necessary for our management and business strategies.

Succession plans and development plans are formulated and implemented for the purpose of developing management personnel and candidates for general managers of each organization.
With regard to human resources working in management positions, we are promoting the formation of a talent pool using external assessments and are dispatching employees to take part in external training. We are also conducting systemic organizational transfers of personnel, including the assigning of personnel to tough assignments based on development plans. In addition, the Nominating / Compensation Committee, the majority of the members of which consists of Outside Directors, monitors the appropriateness and operational status of the management personnel development system, and systematically works on the appointment of Corporate Vice Presidents and the CEO Succession Plan over the course of several years.

In order to secure diverse human resources in an effort to realize our management and business strategies, we have set a target when it comes to new hiring to achieve a ratio of mid-career hires (management, career track, and clerical positions) of at least 30%.
In order to achieve that target, we are strengthening our hiring team structure, expanding our recruitment channels, reviewing our recruitment processes, and streamlining our onboarding program. In doing so, we are working hard to prevent situations where new hires end up being unsuitable for the role in question, to provide support so as to ensure that new hires quickly become acclimatized to their role, and to ensure their retention.

In addition to changes in the hiring environment, students’ attitudes toward employment are also changing. The competition for talent is also becoming more intense. As part of our efforts to make our company more appealing to students, we have introduced a “course-based hiring” system which puts a limit to some extent on the jobs made available at the time of their initial assignment. Limiting the types of jobs to which we assign new hires serves to enhance the clarity of their career paths. We do this to make it easier to provide the employee with an image of what their individual growth could look like. We will also be promoting the acquisition of talented people with diverse sets of ideas.