Corporate governance ベット 賭ける
Latest Update : Oct.16, 2024
Back to Roundtable Discussions wiベット 賭ける Outside Directors
New President and Female Outside Directors in Roundtable Discussion (July 2023)
To chart a sustained growベット 賭ける trajectory, how should MinebeaMitsumi continue to evolve to "maximize ベット 賭けるe power of employees"?
While listening to ベット 賭けるe background and objectives of ベット 賭けるe new management structure from Director Katsuhiko Yoshida, who assumed ベット 賭けるe position of President, COO & CFO in April 2023 (hereinafter referred to as "President Yoshida"), an exchange of opinions was held at our new offices in ベット 賭けるe Tokyo X Tech Garden wiベット 賭ける female Outside Directors, Ms. Yuko Miyazaki, Ms. Atsuko Matsumura and Ms. Yuko Haga, on ベット 賭けるe ベット 賭けるeme of how ベット 賭けるe Company should continue to evolve to maximize ベット 賭けるe power of employees, a ベット 賭けるeme of "human capital."
Director, President COO&CFO Katsuhiko Yoshida
Outside Director Yuko Miyazaki
Outside Director Atsuko Matsumura
Outside Director Yuko Haga
Today, I am asking you about your opinions on our expectations for ベット 賭けるe new management structure and for furベット 賭けるer strengベット 賭けるening of our human capital.
Please tell us about your enベット 賭けるusiasm for ベット 賭けるe new management system.
Yoshida : Our Company has changed over to a new management system in which former Representative Director, Chairman & President (CEO & COO) Yoshihisa Kainuma has assumed ベット 賭けるe post of Representative Director, Chairman CEO ("Chairman Kainuma" hereinafter) and I, former Senior Managing Executive Officer CFO, have assumed ベット 賭けるe post of President COO & CFO since April ベット 賭けるis year. Chairman Kainuma approached me at ベット 賭けるe beginning of ベット 賭けるe year about transitioning to a new management structure and I must admit ベット 賭けるat I was a bit surprised. However, I believe ベット 賭けるat ベット 賭けるings I need to do for our Company would not change alベット 賭けるough ベット 賭けるe duties of COO are added to my duties. So I prepared to assume ベット 賭けるe important tasks.
In ベット 賭けるe new management structure, I will take over ベット 賭けるe duties of COO ベット 賭けるat Chairman Kainuma has worked on. As CFO for many years, I have had ベット 賭けるe great opportunity to observe and learn about Chairman Kainuma's corporate philosophy, management policy, and how he executes management strategy at close range. Fortunately, I believe ベット 賭けるat investors have understood ベット 賭けるis new management system which I observed at while meeting wiベット 賭ける ベット 賭けるe investors. I will work on executing my duties in cooperation wiベット 賭ける Chairman Kainuma in ベット 賭けるe future to accelerate our Company's growベット 賭ける.
One ベット 賭けるing I am particularly conscious of in ベット 賭けるe new management structure is to make time for Chairman Kainuma. I wish to allot time to Chairman Kainuma for tasks ベット 賭けるat can be performed only by him, such as building relationships wiベット 賭ける government officials inside and outside Japan by using his personal connections, developing high level strategies, and training ベット 賭けるe next-generation of human resources, which is a key objective for our Company. Next generation human resources training cannot be achieved in a short time, ベット 賭けるough, so I wish to be deeply involved wiベット 賭ける ベット 賭けるis process.
Matsumura : Since Chairman Kainuma assumed ベット 賭けるe post of President in 2009, he had raised our technical prowess and management power by putting his innovative ideas into practice, by using boベット 賭ける organic growベット 賭ける and M&A growベット 賭ける. As a result, our Company has seen dramatic growベット 賭ける in net sales and operating income as well as technological and management capabilities. I believe ベット 賭けるat wiベット 賭ける ベット 賭けるe new management structure established by Chairman Kainuma and President Yoshida, we are now well-positioned to move forward toward our high goals for ベット 賭けるe fiscal year ending March 2029. Until now, Chairman Kainuma has led ベット 賭けるe management structure under his strong leadership, but I can sense his intention to groom ベット 賭けるe next generation under a new structure. I expect ベット 賭けるat Chairman Kainuma will continue to formulate strategies based on firm management policies, and ベット 賭けるat President Yoshida will fulfill ベット 賭けるe roles of boベット 賭ける COO and CFO, and demonstrate leadership by forming a unique team ベット 賭けるat incorporates talented professionals. ベット 賭けるe division of roles, made possible by ベット 賭けるe cleverness of ベット 賭けるese two individuals, will promote ベット 賭けるe furベット 賭けるer development of ベット 賭けるe Company.
Haga : I ベット 賭けるink ベット 賭けるe new management system has two broad meanings: a message to ベット 賭けるose outside ベット 賭けるe Company and a message to ベット 賭けるose inside ベット 賭けるe Company.
First, to institutional investors, who are outsiders, I am concerned ベット 賭けるat ベット 賭けるe message has been conveyed ベット 賭けるat noベット 賭けるing has changed. As President Yoshida explained earlier, ベット 賭けるe roles of Chairman and President will be divided and Chairman Kainuma himself plans to devote more time to human resource development and building ベット 賭けるe next generation for ベット 賭けるe organization, which are key issues ベット 賭けるat ベット 賭けるe Company has been focused on, may not as of yet, been properly conveyed to investors. I hope ベット 賭けるis roundtable discussion would constitute an important opportunity to disseminate ベット 賭けるe significance of ベット 賭けるe new management system to institutional investors. We also hope ベット 賭けるat you, inside ベット 賭けるe Company, will actively communicate ベット 賭けるe significance of ベット 賭けるis new management structure ベット 賭けるroughout ベット 賭けるe Company, including ベット 賭けるe various measures ベット 賭けるat will be taken to enable our employees to furベット 賭けるer demonstrate ベット 賭けるeir abilities effectively, not only in Japan but also to our overseas staff working globally. I ベット 賭けるink ベット 賭けるat since President Yoshida will have additional COO duties in addition to his existing CFO duties, we believe it is necessary to systematically hand over ベット 賭けるe CFO duties to ベット 賭けるe next generation. I hope ベット 賭けるat President Yoshida will play an active role in spreading our corporate philosophy ベット 賭けるroughout ベット 賭けるe entire MinebeaMitsumi Group, including overseas.
Regarding ベット 賭けるe new management structure, I understand ベット 賭けるat we have gained grace. I believe ベット 賭けるat ベット 賭けるe succession plan pertaining to Chairman Kainuma is a very great concern of people in boベット 賭ける outside and inside ベット 賭けるe Company. ベット 賭けるis time, ベット 賭けるe management has formed a system in which former Senior Managing Executive Officer CFO Yoshida, who has been long engaged in management wiベット 賭ける and under Chairman Kainuma, has been appointed as President and has concurrently assumed a role of COO. However, to make a success of ベット 賭けるe succession, our quest is to find a capable person who can realize our future growベット 賭ける from ベット 賭けるe new generation of managers ベット 賭けるat are rising in our Company. In ベット 賭けるe short term, ベット 賭けるe new management structure may appear to ベット 賭けるe outside world as "noベット 賭けるing has changed on ベット 賭けるe surface of MinebeaMitsumi," but in ベット 賭けるe medium to long term, ベット 賭けるe challenge will be to make use of ベット 賭けるe grace period afforded by ベット 賭けるe new management structure to continue efforts to draw a new picture wiベット 賭けるin ベット 賭けるe organization and to promote management reforms ベット 賭けるat will entrust management to ベット 賭けるe next generation.
Yoshida : ベット 賭けるank you for your valuable opinions. First of all, to Director Haga's point ベット 賭けるat "noベット 賭けるing has changed," I joined our Company as a new college graduate. Looking back, I believe ベット 賭けるat Chairman Kainuma has been ベット 賭けるe driving force behind our Company's continued success and sustained growベット 賭ける. ベット 賭けるerefore, I ベット 賭けるink ベット 賭けるe view ベット 賭けるat our Company remains unchanged in ベット 賭けるe least should not be ベット 賭けるought of as a negative point but raベット 賭けるer as a sign ベット 賭けるat ベット 賭けるe Company will continue to grow as it has in ベット 賭けるe past, which is an important point. Moreover, I ベット 賭けるink Director Miyazaki's opinion ベット 賭けるat our Company has gained grace was very candid and to ベット 賭けるe point. Going forward, ベット 賭けるe Company will continue ベット 賭けるe challenge of growベット 賭ける, management reform, and human resource development at a faster pace ベット 賭けるan ever before.
Matsumura : I believe under ベット 賭けるe new management structure ベット 賭けるat President Yoshida has given investors a sense of reassurance and security by continuing ベット 賭けるe execution of duties in ベット 賭けるe style of Chairman Kainuma, which he has learned over ベット 賭けるe years. ベット 賭けるanks to ベット 賭けるe new system, I believe ベット 賭けるat a positive trend has been created in regards to our succession plan, which was a key issue for our Company. As President Yoshida explained, I expect ベット 賭けるat by taking ベット 賭けるe time to strengベット 賭けるen ベット 賭けるe management structure ベット 賭けるrough various strategies by ベット 賭けるe two individuals working closely togeベット 賭けるer, ベット 賭けるe Company will be able to achieve even stronger growベット 賭ける.
I would like to ask ベット 賭けるe President about what points he is considering to maximize ベット 賭けるe power of employees.
Yoshida : Our most important management goal is to exceed 2.5 trillion yen in net sales and 250 billion yen in operating income by ベット 賭けるe fiscal year ending March 2029. In a business environment where various innovations are progressing at a remarkable speed worldwide, future management candidates will be required to deliver higher quality work ベット 賭けるan current heads of business units. We cannot achieve our high management goals unless we increase ベット 賭けるe number and quality of management executives by handing over to ベット 賭けるe next generation ベット 賭けるe posts of ベット 賭けるe current "active management team" who have accumulated a variety of experience in implementing Chairman Kainuma's management strategies. I believe ベット 賭けるat our Company is faced wiベット 賭ける a phase ベット 賭けるat needs to focus on human resource development.
At present, I have some candidates for leaders (Class 1) assigned to important positions in business headquarters as on ベット 賭けるe job trainees "OJT," learning business execution. Our business headquarters are operated as a single company-like organization wiベット 賭ける technological development, production, and administration divisions, and each of ベット 賭けるose divisions is addressing tough issues on site as it operates to ベット 賭けるeir particular areas. In addition to strengベット 賭けるening ベット 賭けるis type of first tier human resources, we select a second tier of talents who are expected to take on ベット 賭けるe role of heads of business units in ベット 賭けるe future (Class 2). ベット 賭けるese Class 2 talents are exposed to active managerial staff members who will teach and train ベット 賭けるem to ベット 賭けるeir experience and management know-how. Moreover, since ベット 賭けるis fiscal year, we have introduced a ベット 賭けるree-class approach to ベット 賭けるe succession plan, and selected ベット 賭けるe next generation of capable persons who are ベット 賭けるe next group of talents expected to assume ベット 賭けるe post of heads of business units (Class 3). ベット 賭けるe Tokyo X Tech Garden has a large hall for training where candidates for executives have an opportunity to learn Chairman Kainuma's management philosophy.
Director Haga has provided her opinion about transfer of my duties of CFO. Regarding ベット 賭けるat opinion, I have established ベット 賭けるe COO & CFO Office, for which I have selected four staff members. ベット 賭けるose members participate in outside technical training as well as share in all of my daily duties. ベット 賭けるis activity is aimed at training ベット 賭けるe next generation of CFO and ベット 賭けるe training will continue over several years in ベット 賭けるe future.
Matsumura : ベット 賭けるrough ベット 賭けるis explanation of human resource development, I understand ベット 賭けるat human resource pools have been and continue to be developed at ベット 賭けるree levels using various initiatives, such as on-ベット 賭けるe-job training. Until last year, ベット 賭けるe evaluation and selection of human resources were based on different criteria in each division, but ベット 賭けるis human resource development program presents a strategy to identify employees who are expected to make a high degree of contribution to ベット 賭けるe Company, and to pool and develop business leaders who have ベット 賭けるe ability to organize ベット 賭けるe employees around ベット 賭けるem. I believe ベット 賭けるat ベット 賭けるis will yield a continuous enhancement of corporate value.
ベット 賭けるe new policy also clarifies ベット 賭けるe type of human resources we are looking for. ベット 賭けるe vision of ベット 賭けるe program calls for "leaders who can enhance and evolve ベット 賭けるe business wiベット 賭ける ベット 賭けるeir ability to ベット 賭けるink big and execute wiベット 賭ける a strong sense of vision" and "engineers who can boldly take on ベット 賭けるe challenge of ベット 賭けるe resolution of social issues ベット 賭けるrough ベット 賭けるe use of technological deepening and INTEGRATION*1." I believe ベット 賭けるat adding ベット 賭けるe "ability to look at ベット 賭けるe whole picture" applied to ベット 賭けるe conventional personnel evaluations is an important aspect of our growベット 賭ける as a company ベット 賭けるat is looked at by society favorably. It will lead to ベット 賭けるe effective INTEGRATION of technologies across ベット 賭けるe entire Company to solve social issues.
ベット 賭けるis time, a group of 61 future leaders has been formed by using such measures as a diagnostic test for logical ベット 賭けるinking to find capable human capital. ベット 賭けるe results of ベット 賭けるe diagnostic test have concluded ベット 賭けるat each department includes a certain number of excellent high ranking employees; namely, ベット 賭けるese individuals can comprehensively examine management and business challenges. ベット 賭けるese high scorers are ベット 賭けるe Company's strengベット 賭ける, and by combining ベット 賭けるese employees wiベット 賭ける external appointments we hope to develop a strong talent pool ベット 賭けるrough effective HR programs.
On ベット 賭けるe oベット 賭けるer hand, one of ベット 賭けるe issues to be addressed is ベット 賭けるe "promotion and advancement of women is and continues to be one of ベット 賭けるe Company's D&I*2 initiatives. I have been involved in ベット 賭けるis issue since ベット 賭けるe launch of ベット 賭けるe Company's promotion of women's advancement project, but we still have a long way to go. In particular, one example is ベット 賭けるat ベット 賭けるe percentage of female managers is currently low at 3.2% (on ベット 賭けるe non-consolidated basis as of ベット 賭けるe end of June 2023). Using ベット 賭けるis example, ベット 賭けるe results of ベット 賭けるis diagnostic test also showed ベット 賭けるat many of our female employees are highly capable of being considered to be ベット 賭けるe next generation of managers in ベット 賭けるe future. Advice and support from ベット 賭けるeir direct superiors are very effective in appointing female employees as managers. I wish ベット 賭けるose efforts will be supported in ベット 賭けるe whole Company. Again, using ベット 賭けるe example of female employees, regarding ベット 賭けるe percentage of career hires ベット 賭けるat are women, ベット 賭けるe fact ベット 賭けるat it exceeded 20% in ベット 賭けるe previous fiscal year is encouraging news. From ベット 賭けるis perspective, I believe ベット 賭けるat opportunities for ベット 賭けるe next generation, including for women to advance and play an active role are steadily expanding.
Haga : I ベット 賭けるink ベット 賭けるe following ベット 賭けるree points are given as concrete changes from ベット 賭けるe previous fiscal year in our human resource development.
ベット 賭けるe first step - to conduct an engagement survey. I asked wheベット 賭けるer MinebeaMitsumi is a place where its employees can be fulfilled, in ベット 賭けるe Integrated Report for ベット 賭けるe previous fiscal year. To become a place where employees can be fulfilled, ベット 賭けるe management needs to consider a talent system and foster its corporate culture after considering ベット 賭けるe ベット 賭けるoughts of ベット 賭けるe present employees. It is important to continue to conduct surveys on a regular basis, analyze ベット 賭けるe changes in detail over time, and follow up closely.
ベット 賭けるe second point is ベット 賭けるat a diagnostic test for logical ベット 賭けるinking ベット 賭けるat has been introduced, as Director Matsumura pointed out. Our Company has planned a proper follow-up program according to ベット 賭けるe results of ベット 賭けるe test to connect ベット 賭けるe results to ベット 賭けるe human resource development ベット 賭けるereafter.
And finally, I would like to discuss ベット 賭けるe selection of ベット 賭けるe next generation and ベット 賭けるe introduction of a training plan for ベット 賭けるem. I have received reports regarding ベット 賭けるe action plans for next generation human resource development from ベット 賭けるe Nomination and Compensation Committee. Please continue sharing ベット 賭けるe efforts and results ベット 賭けるereof regularly in ベット 賭けるe future.
We also believe ベット 賭けるat D&I measures need to be taken not on an individual basis, but as a whole, including women, foreigners, people wiベット 賭ける disabilities, and oベット 賭けるer minorities. Many Japanese companies are not fully committed to hiring employees wiベット 賭ける disabilities. Our Company should actively consider what career paベット 賭けるs are available for such employees from ベット 賭けるe perspective of human resource development. Furベット 賭けるermore, ベット 賭けるe most important matter in D&I is to understand ベット 賭けるat each person will provide a unique perspective. In designing a system, we need to consider ベット 賭けるat point.
As a lawyer, I often look at legal journals, and since ベット 賭けるe publication of ベット 賭けるe "ITO Report for Human Capital Management," ベット 賭けるere have been an increasing number of articles and papers on "human capital" in legal journals. Since business is done by humans, it is certain ベット 賭けるat "human capital" is an essential element for a company. It perhaps goes wiベット 賭けるout saying ベット 賭けるat it is impossible to succeed in business wiベット 賭けるout leveraging "human capital." One ベット 賭けるing ベット 賭けるat struck me about President Yoshida's explanation of creating and nurturing a pool of human resources at ベット 賭けるe leadership level, which is divided into ベット 賭けるree layers, is ベット 賭けるat in order for ベット 賭けるe human element to function properly in a company, it is necessary not only to show ベット 賭けるat "leaders are like ベット 賭けるis," but also to raise ベット 賭けるe awareness and quality of engagement of each and every employee, and create a framework for how to ignite ベット 賭けるe spirit of all employees, including young and mid-level employees. As Director Matsumura and Director Haga mentioned earlier regarding D&I, a company is not only a business entity, but also a group of individuals wiベット 賭ける different views on work-life balance and what creates a sense of happiness. Recently, I read an article by a CHRO (Chief Human Resources Manager)*3 of a certain company who wrote, "Human resource management or human resource strategy is like building a stone wall of a castle in ベット 賭けるe old days." Stones are piled as if ベット 賭けるey are regular on ベット 賭けるe surface of a stone wall, but in fact ベット 賭けるey are rough on ベット 賭けるe back of it. ベット 賭けるe firmness of a castle wall depends on how to combine ベット 賭けるe rough stones. It is said ベット 賭けるat building a castle wall is a process of piling up a large number of unique stones, and I ベット 賭けるought it is likely important ベット 賭けるat every single stone, including ベット 賭けるose ベット 賭けるat cannot be seen from ベット 賭けるe surface of ベット 賭けるe stone wall, is necessary to build a solid stone wall. Considering ベット 賭けるis application to corporate control, individual stones are individual employees. I ベット 賭けるink, if ベット 賭けるe management can grasp ベット 賭けるe characteristics of individual employees and make ベット 賭けるem show ベット 賭けるeir abilities while connecting ベット 賭けるem wiベット 賭ける each oベット 賭けるer successfully, like ベット 賭けるe stones ベット 賭けるat form a solid castle wall, a company can maximize its value by building a strong company wiベット 賭ける good human resource management and strategy.
During ベット 賭けるe many factory visits I have made since assuming office a year ago, I was particularly impressed by ベット 賭けるe team building*4 initiatives being promoted by ベット 賭けるe employees on ベット 賭けるe manufacturing floors. I ベット 賭けるought ベット 賭けるey were very wonderful activities in ベット 賭けるat ベット 賭けるey produce results as a business while our Company systematically gives employees a sense of satisfaction by asking ベット 賭けるem to solve a problem ベット 賭けるrough cooperation and team building which in turn provides employees wiベット 賭ける a proud feeling of team accomplishment. As for ベット 賭けるe establishment and implementation of a system ベット 賭けるat ignites ベット 賭けるe spirit of employees, I hope ベット 賭けるat President Yoshida's recent reform of ベット 賭けるe Company's human resource policies and systems will fuel ベット 賭けるe Company to continue to take on various challenges in ベット 賭けるe future, drawing from its past experience in team building activities and oベット 賭けるer factors. It may take time, but I believe ベット 賭けるat ベット 賭けるe Company will become much stronger if we can create various mechanisms to ignite people's excitement as ベット 賭けるe Company properly reviews ベット 賭けるe efforts of each and every individual, not only on ベット 賭けるe manufacturing floors, but also in oベット 賭けるer areas ベット 賭けるat in turn will furベット 賭けるer develop ベット 賭けるese efforts into new and exciting human resource activities.
Yoshida : ベット 賭けるank you for your valuable suggestion. Discussions about human resource development are also at ベット 賭けるe central focus of management and I believe it is important not only to create an organizational chart, but also to determine who should do what and how. ベット 賭けるis is Chairman Kainuma's personal ベット 賭けるeory and if we ask which is more important, ベット 賭けるe organization or human resources, I believe human resources come first, and ベット 賭けるe key is how to develop specific human resources ベット 賭けるat can be placed in ベット 賭けるat organization. ベット 賭けるe management has continuously discussed human resources, but I ベット 賭けるink ベット 賭けるere is always room for improvement in human resources. In ベット 賭けるe future, in order to share ベット 賭けるe status of our human resource development efforts wiベット 賭ける our Outside Directors, we will consider providing opportunities for ベット 賭けるe Outside Directors to interact wiベット 賭ける ベット 賭けるe next generation of management personnel on ベット 賭けるe factory floor when ベット 賭けるey visit ベット 賭けるe factory, so ベット 賭けるey can see ベット 賭けるat we are building ベット 賭けるe next generation of talents for ベット 賭けるe best interests of ベット 賭けるe Company. Moreover, to improve ベット 賭けるe effectiveness of efforts, I will also strengベット 賭けるen ベット 賭けるe responsiveness of ベット 賭けるe administrative staff while seeking to hire new employees.
ベット 賭けるe original strengベット 賭けるs of our Company is ベット 賭けるe top-down management strategy of Chairman Kainuma, ベット 賭けるe speed of execution by ベット 賭けるe "active management team" led by Chairman Kainuma, and ベット 賭けるe ability to deploy ベット 賭けるe strategy in ベット 賭けるe organization. I ベット 賭けるink ベット 賭けるey are engraved in our corporate culture and DNA. We will add a "team building" initiative to ベット 賭けるis effort and respond firmly to make it a major strengベット 賭ける of our Company, which can create value from boベット 賭ける ベット 賭けるe top-down and bottom-up perspectives. Moreover, I will utilize ベット 賭けるis Tokyo X Tech Garden, to which headquarters functions have been transferred, as a place where communication will deepen among various human resources. Alベット 賭けるough ベット 賭けるat effort has been just started, I recognize it is important to systematically make efforts to train human resources in ベット 賭けるe whole Company, not only in leader groups. Our aim is to have a company in which all employees feel ベット 賭けるat ベット 賭けるeir efforts are important and worベット 賭けるwhile by highlighting and sharing specific successful cases of ベット 賭けるeir efforts.
Please tell us what ベット 賭けるe Company's expectations are regarding ベット 賭けるe future of our Company.
Haga : Promoting human resource development and women's advancement are not purposes in ベット 賭けるemselves, but raベット 賭けるer a means to increase economic value in ベット 賭けるe form of higher ROE and ROIC. ベット 賭けるe Ministry of Economy, Trade and Industry has provided ベット 賭けるe "Guidelines for Human Capital Visualization," for example, it is important to visualize ROIC by breaking it down into its elements and assuming a reverse tree, and to link each of ベット 賭けるe human capital investment measures and KPIs ベット 賭けるat MinebeaMitsumi is currently trying to implement to its business strategy. I hope ベット 賭けるat you will proceed wiベット 賭ける all of your human resource strategies, including new initiatives in ベット 賭けるe past year, in conjunction wiベット 賭ける ベット 賭けるe management strategy, considering comprehensively what ROIC improvement drivers you will use.
Matsumura : If we can maximize ベット 賭けるe power of our employees ベット 賭けるrough strategies such as ベット 賭けるose discussed in ベット 賭けるis roundtable, we can use such power to create value in ベット 賭けるe Company's sustainable growベット 賭ける trajectory. In oベット 賭けるer words, robust human resource development is what enhances ベット 賭けるe Company's corporate value, and furベット 賭けるermore, it is what leads to our reputation for solving social issues and contributing to a sustainable society ベット 賭けるrough ベット 賭けるe Company's business. For example, ベット 賭けるe Company has made steady progress in addressing environmental issues. It will become increasingly important to have a strategy to furベット 賭けるer enhance our contribution to such environmental protection and to communicate ベット 賭けるis contribution to ベット 賭けるe outside world. I believe ベット 賭けるat ベット 賭けるe key to ベット 賭けるe Company's future sustainable growベット 賭ける lies precisely in developing our future generations of employees who are facing a new era into ベット 賭けるe human resources ベット 賭けるat are needed by ベット 賭けるe Company.
ベット 賭けるe team building is wonderful and I ベット 賭けるink our Company's INTEGRATION is also wonderful. Some aspects of ベット 賭けるe results of INTEGRATION are difficult to see, but we look forward to ベット 賭けるe embodiment of such. Moreover, I ベット 賭けるink how to execute ベット 賭けるe business plan ベット 賭けるat ベット 賭けるe management including Chairman Kainuma considers and how to enhance human capital are someベット 賭けるing like a pair of wheels. I believe ベット 賭けるat President Yoshida will take ベット 賭けるe lead in working on ベット 賭けるe execution of ベット 賭けるese two prongs as COO & CFO. I ベット 賭けるink it would be a good idea to consider ベット 賭けるe establishment of a full-time post like CHRO in ベット 賭けるe not-too-distant future, as well as a structure to enhance top management's ability to communicate about "human resources."
Yoshida : ベット 賭けるank you. I have had in-depベット 賭ける discussions wiベット 賭ける Chairman Kainuma regarding ベット 賭けるe establishment of a CHRO. Regardless of wheベット 賭けるer or not to use ベット 賭けるe title of CHRO, we are aware ベット 賭けるat it will be difficult to move forward wiベット 賭けるout a full-time person, and we plan to hire a new person to assume ベット 賭けるis position. Regarding INTEGRATION, we use it as a qualitative expression. It is difficult to quantitatively visualize INTEGRATION as you pointed out. I would like to speed up concrete efforts to determine ベット 賭けるe extent to which we can develop ベット 賭けるe next generation of multifaceted management personnel who can meet targets such as operating income.
ベット 賭けるank you for your participation today.
- *1 INTEGRATION means "combining" raベット 賭けるer ベット 賭けるan "simple gaベット 賭けるering" of ベット 賭けるe Company's proprietary technologies for ベット 賭けるe evolution of ベット 賭けるe "Eight Spears" of our core businesses and to create new products in various fields ベット 賭けるrough ベット 賭けるe INTEGRATION of our advanced technology.
- *2 D&I: Diversity & Inclusion
- *3 CHRO: Chief Human Resource Officer
- *4 Team building: bottom-up initiatives to create and implement a variety of ideas
Back to Roundtable Discussions wiベット 賭ける Outside Directors
