Human Capital Development

Human Capital Development

Aiming for sustainable growth and social contribution, the Group is committed to building an organization and developing people where both employees and the Group can grow together by advancing a human resources strategy in alignment with our business strategy. We view our human resources as the Group's most valuable asset--our human capital. We are working to create a workplace environment where every employee can thrive in a psychologically safe setting, maximize their performance, and thereby create social value.
In terms of talent acquisition, we recruit and promote individuals who can thrive globally, across organizations, countries, and regions. For talent development and skill enhancement, we have established systematic programs to support each employee's proactive development of skills and careers. Through a unified global HR system, we are developing systems that enable talent worldwide to collaborate as one team toward common goals and excel across national and regional boundaries. Furthermore, recognizing that Diversity, Equity, and Inclusion (DEI) are key drivers of value creation, we are implementing DEI initiatives to drive transformation.

1) Strategy

01 Human Capital Development and Enhance Employees' Engagement

The Group's human resource development policy is intended to strengthen organizational capabilities and enhance employee engagement by supporting the growth of each individual employee. This approach enables the Group to respond effectively to changes in our business, organizational structure, and external environment, while fostering employee development that contributes directly to the Group's overall growth.

1. Fostering Shared Values and Principles Across the Group

To consistently meet and exceed the expectations of our customers worldwide, the Group promotes a unified culture under the principles of "One Team" and "One Operation." We actively foster shared values and a common philosophy that enables our organization to work together seamlessly and deliver the highest level of performance across the entire Group.
In fiscal year 2025, we conducted a company-wide engagement survey for the first time in our history. To enhance employee engagement and improve organizational performance, we implemented various measures at each location. Additionally, to instill our mission, vision, and values and foster a workforce capable of competing on the global stage, we formulated our Corporate Commitment and Organizational Vision.

＜Group's Commitment＞

Providing opportunities to thrive globally
・By aiming for development and achieving sustainable growth, the Group provides employees with a stage and field where they can thrive on the global stage.
Talent Development and a Sense of Growth
・By bringing together a diverse workforce and fostering collaboration, we create a workplace environment where "organizational growth" and "individual growth" are interconnected, allowing employees to truly feel a sense of "growth" and "contribution."

＜Organizational Vision＞

An autonomous organization that encourages "initiative" and "challenge," where employees can truly feel their growth and contributions
・Each employee understands the Group's policies, takes a proactive approach to their role with a customer-centric mindset, and puts that into action.
・We enhance the quality of relationships through cross-departmental dialogue and interaction, and strive for peak performance across the entire organization.
・ Managers and related departments support employees' challenges, promoting continuous improvement and transformation.

2. Building Self-Directed Careers

The Group believes it is important that each employee maximizes performance in their respective roles and positions, thereby enhancing overall organizational performance, while also developing future career opportunities in line with the Group's growth and development. To support skill development and autonomous career planning, we have established a system that enables employees to identify their roles and growth challenges through daily dialogue with supervisors. We also provide systematic training programs tailored to different levels and specialized fields, as well as opportunities such as internal job postings and self-nomination systems.

3. Strengthening Organizational Capabilities through Foundational Knowledge and Capabilities in Management and Business

The Group believes that improved organizational performance is achieved when every employee clearly understands their role, possesses the necessary knowledge and skills, and collaborates across organizational boundaries. With this in mind, we offer a diverse range of training programs. In fiscal year 2026, we will further strengthen our education and training programs, while systematically cultivating digital talent and future management leaders. In addition, through talent exchanges both within and outside the Company, we will expand perspectives and elevate insights, thereby contributing to the creation of new value.
To enhance organizational strength through talent development, we introduced a new survey tool in fiscal year 2025 to measure training effectiveness. By measuring not just satisfaction, but also the depth of learning, on-the-job application, and behavioral changes at regular intervals, we can design effective programs and continuously improve them.

4. Developing and Promoting the Utilization of AI/DX Talent

The Group will strategically develop artificial intelligence (AI) and digital transformation (DX) talent both domestically and internationally, while creating opportunities to strengthen collaboration across organizations, countries, and regions. Through these efforts, we aim to significantly improve operational efficiency and productivity, and streamline our workforce structure. Additionally, we will accelerate technological development and quality improvements, and promote data-driven management that leverages data and AI as key assets.

5. Embedding Organizational Culture and Enhancing Engagement

As part of our efforts to enhance employee engagement and foster an empowering environment, we are strengthening management, improving communication, and establishing organizational cultures and systems that encourage initiative, challenge, learning, and growth throughout the Group. Through these initiatives, we aim to improve engagement scores and maximize team performance based on a foundation of trust.

＜Employee Engagement Score＞

02 Promoting Diversity, Equity & Inclusion (DEI)

The Group recognizes that sustainable growth and development require respecting the diversity of every employee--regardless of age, gender, race, or nationality--and enabling each individual to perform at their highest potential. We are committed to creating an environment where employees with different perspectives can collaborate and learn from one another, fostering both personal and organizational growth. This approach helps build a workplace where every employee can thrive on a global stage.

1. Promoting the Employment of Diverse, Highly Skilled Talent Across Departments

To support our medium- to long-term business growth, we combine new graduate and mid-career hiring while systematically securing the talent we need through diverse channels, including employee referrals and alumni networks. In our hiring process, we place a high priority on diversity in expertise, experience, and values, and strive to provide fair opportunities regardless of gender, age, nationality, or other factors.

2. Encouraging Women's Participation and Employment of People with Disabilities

The Group is committed to promoting women's participation in the workplace. Based on the concept of affirmative action, we have formulated an action plan and are implementing various initiatives. At the Company, the percentage of women in managerial positions was 8.4% in FY2025. We aim to raise this figure to 15.0% by FY2030.
We are also actively working to promote the employment of people with disabilities. In collaboration with nearby special needs schools, we conduct ongoing recruitment activities. In addition, we are improving workplace facilities--such as improvements to on-site workplace environments, including automatic doors and restrooms--to create an environment where everyone can work safely, comfortably, and with vitality.

03 Work Style Reform

As employees' workstyle needs continue to diversify, particularly in balancing work with childcare and caregiving, it has become increasingly important for companies to expand employment opportunities, create environments where employees can fully demonstrate their potential, enhance productivity, and support work-life balance. The Group is implementing various measures to support life events such as childcare and caregiving, and is also working to expand work arrangements that enable flexible working styles, including work-from-home and smart work arrangements. Additionally, we promote initiatives that aim to achieve a healthy work-life balance by improving productivity in software and hardware aspects. These initiatives include enhancing operational efficiency through AI and DX and creating office environments that offer functionality and convenience.

04 Promoting Employee Health and Safety

We consider the safety and physical and mental well-being of our employees to be a key management priority. In addition to striving for a workplace without accidents, we are working to reduce excessive working hours, optimize work management, and promote flexible work arrangements. In collaboration with our health insurance association and companies that support our Employee Assistance Program (EAP), we are implementing various initiatives to promote health and provide mental health support. These initiatives foster a workplace environment where employees can work with peace of mind.

Through initiatives such as those described above, we will strive to enhance our human resources strategy in light of changes in our business strategy and the external environment. By continuously investing in our human capital, we are committed to the sustained improvement of our corporate value and to maintaining the trust of society.

2) Metrics and Targets

As part of our human capital and diversity initiatives, we are advancing efforts from three key perspectives: gender, mid-career recruitment, and nationality. The following table outlines the Company's main KPIs, along with their targets and actual results.

1.

The figures were calculated in accordance with the provisions of the Act on the Promotion of Women's Active Engagement in Professional Life (Act No. 64 of 2015).

2.

The calculation was made according to the method for the percentage of workers taking childcare leave etc. as stipulated in Article 71-6, Item i) of the Ordinance for Enforcement of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Ordinance of the Ministry of Labor No. 25 of 1991), pursuant to the provisions of the Act on Childcare Leave, Caregiver Leave, and Other Measures for the Welfare of Workers Caring for Children or Other Family Members (Act No. 76 of 1991).