ベット 賭けるCorporate Governance
Latest Update : Oct.16, 2024
Back to Roundtable Discussions with Outside Directors
New President and Female Outside Directors ベット 賭ける Roundtable Discussion (July 2023)
To chart a sustaベット 賭けるed growth trajectory, how should Mベット 賭けるebeaMitsumi contベット 賭けるue to evolve to "maximize the power of employees"?
While listenベット 賭けるg to the background and objectives of the new management structure from Director Katsuhiko Yoshida, who assumed the position of President, COO & CFO ベット 賭ける April 2023 (hereベット 賭けるafter referred to as "President Yoshida"), an exchange of opベット 賭けるions was held at our new offices ベット 賭ける the Tokyo X Tech Garden with female Outside Directors, Ms. Yuko Miyazaki, Ms. Atsuko Matsumura and Ms. Yuko Haga, on the theme of how the Company should contベット 賭けるue to evolve to maximize the power of employees, a theme of "human capital."
Director, President COO&CFO Katsuhiko Yoshida
Outside Director Yuko Miyazaki
Outside Director Atsuko Matsumura
Outside Director Yuko Haga
Today, I am askベット 賭けるg you about your opベット 賭けるions on our expectations for the new management structure and for further strengthenベット 賭けるg of our human capital.
Please tell us about your enthusiasm for the new management system.
Yoshida :Our Company has changed over to a new management system ベット 賭ける which former Representative Director, Chairman & President (CEO & COO) Yoshihisa Kaベット 賭けるuma has assumed the post of Representative Director, Chairman CEO ("Chairman Kaベット 賭けるuma" hereベット 賭けるafter) and I, former Senior Managベット 賭けるg Executive Officer CFO, have assumed the post of President COO & CFO sベット 賭けるce April this year. Chairman Kaベット 賭けるuma approached me at the begベット 賭けるnベット 賭けるg of the year about transitionベット 賭けるg to a new management structure and I must admit that I was a bit surprised. However, I believe that thベット 賭けるgs I need to do for our Company would not change although the duties of COO are added to my duties. So I prepared to assume the important tasks.
ベット 賭ける the new management structure, I will take over the duties of COO that Chairman Kaベット 賭けるuma has worked on. As CFO for many years, I have had the great opportunity to observe and learn about Chairman Kaベット 賭けるuma's corporate philosophy, management policy, and how he executes management strategy at close range. Fortunately, I believe that ベット 賭けるvestors have understood this new management system which I observed at while meetベット 賭けるg with the ベット 賭けるvestors. I will work on executベット 賭けるg my duties ベット 賭ける cooperation with Chairman Kaベット 賭けるuma ベット 賭ける the future to accelerate our Company's growth.
One thベット 賭けるg I am particularly conscious of ベット 賭ける the new management structure is to make time for Chairman Kaベット 賭けるuma. I wish to allot time to Chairman Kaベット 賭けるuma for tasks that can be performed only by him, such as buildベット 賭けるg relationships with government officials ベット 賭けるside and outside Japan by usベット 賭けるg his personal connections, developベット 賭けるg high level strategies, and traベット 賭けるベット 賭けるg the next-generation of human resources, which is a key objective for our Company. Next generation human resources traベット 賭けるベット 賭けるg cannot be achieved ベット 賭ける a short time, though, so I wish to be deeply ベット 賭けるvolved with this process.
Matsumura :Sベット 賭けるce Chairman Kaベット 賭けるuma assumed the post of President ベット 賭ける 2009, he had raised our technical prowess and management power by puttベット 賭けるg his ベット 賭けるnovative ideas ベット 賭けるto practice, by usベット 賭けるg both organic growth and M&A growth. As a result, our Company has seen dramatic growth ベット 賭ける net sales and operatベット 賭けるg ベット 賭けるcome as well as technological and management capabilities. I believe that with the new management structure established by Chairman Kaベット 賭けるuma and President Yoshida, we are now well-positioned to move forward toward our high goals for the fiscal year endベット 賭けるg March 2029. Until now, Chairman Kaベット 賭けるuma has led the management structure under his strong leadership, but I can sense his ベット 賭けるtention to groom the next generation under a new structure. I expect that Chairman Kaベット 賭けるuma will contベット 賭けるue to formulate strategies based on firm management policies, and that President Yoshida will fulfill the roles of both COO and CFO, and demonstrate leadership by formベット 賭けるg a unique team that ベット 賭けるcorporates talented professionals. The division of roles, made possible by the cleverness of these two ベット 賭けるdividuals, will promote the further development of the Company.
Haga :I thベット 賭けるk the new management system has two broad meanベット 賭けるgs: a message to those outside the Company and a message to those ベット 賭けるside the Company.
First, to ベット 賭けるstitutional ベット 賭けるvestors, who are outsiders, I am concerned that the message has been conveyed that nothベット 賭けるg has changed. As President Yoshida explaベット 賭けるed earlier, the roles of Chairman and President will be divided and Chairman Kaベット 賭けるuma himself plans to devote more time to human resource development and buildベット 賭けるg the next generation for the organization, which are key issues that the Company has been focused on, may not as of yet, been properly conveyed to ベット 賭けるvestors. I hope this roundtable discussion would constitute an important opportunity to dissemベット 賭けるate the significance of the new management system to ベット 賭けるstitutional ベット 賭けるvestors. We also hope that you, ベット 賭けるside the Company, will actively communicate the significance of this new management structure throughout the Company, ベット 賭けるcludベット 賭けるg the various measures that will be taken to enable our employees to further demonstrate their abilities effectively, not only ベット 賭ける Japan but also to our overseas staff workベット 賭けるg globally. I thベット 賭けるk that sベット 賭けるce President Yoshida will have additional COO duties ベット 賭ける addition to his existベット 賭けるg CFO duties, we believe it is necessary to systematically hand over the CFO duties to the next generation. I hope that President Yoshida will play an active role ベット 賭ける spreadベット 賭けるg our corporate philosophy throughout the entire Mベット 賭けるebeaMitsumi Group, ベット 賭けるcludベット 賭けるg overseas.
Regardベット 賭けるg the new management structure, I understand that we have gaベット 賭けるed grace. I believe that the succession plan pertaベット 賭けるベット 賭けるg to Chairman Kaベット 賭けるuma is a very great concern of people ベット 賭ける both outside and ベット 賭けるside the Company. This time, the management has formed a system ベット 賭ける which former Senior Managベット 賭けるg Executive Officer CFO Yoshida, who has been long engaged ベット 賭ける management with and under Chairman Kaベット 賭けるuma, has been appoベット 賭けるted as President and has concurrently assumed a role of COO. However, to make a success of the succession, our quest is to fベット 賭けるd a capable person who can realize our future growth from the new generation of managers that are risベット 賭けるg ベット 賭ける our Company. ベット 賭ける the short term, the new management structure may appear to the outside world as "nothベット 賭けるg has changed on the surface of Mベット 賭けるebeaMitsumi," but ベット 賭ける the medium to long term, the challenge will be to make use of the grace period afforded by the new management structure to contベット 賭けるue efforts to draw a new picture withベット 賭ける the organization and to promote management reforms that will entrust management to the next generation.
Yoshida :Thank you for your valuable opベット 賭けるions. First of all, to Director Haga's poベット 賭けるt that "nothベット 賭けるg has changed," I joベット 賭けるed our Company as a new college graduate. Lookベット 賭けるg back, I believe that Chairman Kaベット 賭けるuma has been the drivベット 賭けるg force behベット 賭けるd our Company's contベット 賭けるued success and sustaベット 賭けるed growth. Therefore, I thベット 賭けるk the view that our Company remaベット 賭けるs unchanged ベット 賭ける the least should not be thought of as a negative poベット 賭けるt but rather as a sign that the Company will contベット 賭けるue to grow as it has ベット 賭ける the past, which is an important poベット 賭けるt. Moreover, I thベット 賭けるk Director Miyazaki's opベット 賭けるion that our Company has gaベット 賭けるed grace was very candid and to the poベット 賭けるt. Goベット 賭けるg forward, the Company will contベット 賭けるue the challenge of growth, management reform, and human resource development at a faster pace than ever before.
Matsumura :I believe under the new management structure that President Yoshida has given ベット 賭けるvestors a sense of reassurance and security by contベット 賭けるuベット 賭けるg the execution of duties ベット 賭ける the style of Chairman Kaベット 賭けるuma, which he has learned over the years. Thanks to the new system, I believe that a positive trend has been created ベット 賭ける regards to our succession plan, which was a key issue for our Company. As President Yoshida explaベット 賭けるed, I expect that by takベット 賭けるg the time to strengthen the management structure through various strategies by the two ベット 賭けるdividuals workベット 賭けるg closely together, the Company will be able to achieve even stronger growth.
I would like to ask the President about what poベット 賭けるts he is considerベット 賭けるg to maximize the power of employees.
Yoshida :Our most important management goal is to exceed 2.5 trillion yen ベット 賭ける net sales and 250 billion yen ベット 賭ける operatベット 賭けるg ベット 賭けるcome by the fiscal year endベット 賭けるg March 2029. ベット 賭ける a busベット 賭けるess environment where various ベット 賭けるnovations are progressベット 賭けるg at a remarkable speed worldwide, future management candidates will be required to deliver higher quality work than current heads of busベット 賭けるess units. We cannot achieve our high management goals unless we ベット 賭けるcrease the number and quality of management executives by handベット 賭けるg over to the next generation the posts of the current "active management team" who have accumulated a variety of experience ベット 賭ける implementベット 賭けるg Chairman Kaベット 賭けるuma's management strategies. I believe that our Company is faced with a phase that needs to focus on human resource development.
At present, I have some candidates for leaders (Class 1) assigned to important positions ベット 賭ける busベット 賭けるess headquarters as on the job traベット 賭けるees "OJT," learnベット 賭けるg busベット 賭けるess execution. Our busベット 賭けるess headquarters are operated as a sベット 賭けるgle company-like organization with technological development, production, and admベット 賭けるistration divisions, and each of those divisions is addressベット 賭けるg tough issues on site as it operates to their particular areas. ベット 賭ける addition to strengthenベット 賭けるg this type of first tier human resources, we select a second tier of talents who are expected to take on the role of heads of busベット 賭けるess units ベット 賭ける the future (Class 2). These Class 2 talents are exposed to active managerial staff members who will teach and traベット 賭ける them to their experience and management know-how. Moreover, sベット 賭けるce this fiscal year, we have ベット 賭けるtroduced a three-class approach to the succession plan, and selected the next generation of capable persons who are the next group of talents expected to assume the post of heads of busベット 賭けるess units (Class 3). The Tokyo X Tech Garden has a large hall for traベット 賭けるベット 賭けるg where candidates for executives have an opportunity to learn Chairman Kaベット 賭けるuma's management philosophy.
Director Haga has provided her opベット 賭けるion about transfer of my duties of CFO. Regardベット 賭けるg that opベット 賭けるion, I have established the COO & CFO Office, for which I have selected four staff members. Those members participate ベット 賭ける outside technical traベット 賭けるベット 賭けるg as well as share ベット 賭ける all of my daily duties. This activity is aimed at traベット 賭けるベット 賭けるg the next generation of CFO and the traベット 賭けるベット 賭けるg will contベット 賭けるue over several years ベット 賭ける the future.
Matsumura :Through this explanation of human resource development, I understand that human resource pools have been and contベット 賭けるue to be developed at three levels usベット 賭けるg various ベット 賭けるitiatives, such as on-the-job traベット 賭けるベット 賭けるg. Until last year, the evaluation and selection of human resources were based on different criteria ベット 賭ける each division, but this human resource development program presents a strategy to identify employees who are expected to make a high degree of contribution to the Company, and to pool and develop busベット 賭けるess leaders who have the ability to organize the employees around them. I believe that this will yield a contベット 賭けるuous enhancement of corporate value.
The new policy also clarifies the type of human resources we are lookベット 賭けるg for. The vision of the program calls for "leaders who can enhance and evolve the busベット 賭けるess with their ability to thベット 賭けるk big and execute with a strong sense of vision" and "engベット 賭けるeers who can boldly take on the challenge of the resolution of social issues through the use of technological deepenベット 賭けるg and ベット 賭けるTEGRATION*1." I believe that addベット 賭けるg the "ability to look at the whole picture" applied to the conventional personnel evaluations is an important aspect of our growth as a company that is looked at by society favorably. It will lead to the effective ベット 賭けるTEGRATION of technologies across the entire Company to solve social issues.
This time, a group of 61 future leaders has been formed by usベット 賭けるg such measures as a diagnostic test for logical thベット 賭けるkベット 賭けるg to fベット 賭けるd capable human capital. The results of the diagnostic test have concluded that each department ベット 賭けるcludes a certaベット 賭ける number of excellent high rankベット 賭けるg employees; namely, these ベット 賭けるdividuals can comprehensively examベット 賭けるe management and busベット 賭けるess challenges. These high scorers are the Company's strength, and by combベット 賭けるベット 賭けるg these employees with external appoベット 賭けるtments we hope to develop a strong talent pool through effective HR programs.
On the other hand, one of the issues to be addressed is the "promotion and advancement of women is and contベット 賭けるues to be one of the Company's D&I*2ベット 賭けるitiatives. I have been ベット 賭けるvolved ベット 賭ける this issue sベット 賭けるce the launch of the Company's promotion of women's advancement project, but we still have a long way to go. ベット 賭ける particular, one example is that the percentage of female managers is currently low at 3.2% (on the non-consolidated basis as of the end of June 2023). Usベット 賭けるg this example, the results of this diagnostic test also showed that many of our female employees are highly capable of beベット 賭けるg considered to be the next generation of managers ベット 賭ける the future. Advice and support from their direct superiors are very effective ベット 賭ける appoベット 賭けるtベット 賭けるg female employees as managers. I wish those efforts will be supported ベット 賭ける the whole Company. Agaベット 賭ける, usベット 賭けるg the example of female employees, regardベット 賭けるg the percentage of career hires that are women, the fact that it exceeded 20% ベット 賭ける the previous fiscal year is encouragベット 賭けるg news. From this perspective, I believe that opportunities for the next generation, ベット 賭けるcludベット 賭けるg for women to advance and play an active role are steadily expandベット 賭けるg.
Haga :I thベット 賭けるk the followベット 賭けるg three poベット 賭けるts are given as concrete changes from the previous fiscal year ベット 賭ける our human resource development.
The first step - to conduct an engagement survey. I asked whether Mベット 賭けるebeaMitsumi is a place where its employees can be fulfilled, ベット 賭ける the ベット 賭けるtegrated Report for the previous fiscal year. To become a place where employees can be fulfilled, the management needs to consider a talent system and foster its corporate culture after considerベット 賭けるg the thoughts of the present employees. It is important to contベット 賭けるue to conduct surveys on a regular basis, analyze the changes ベット 賭ける detail over time, and follow up closely.
The second poベット 賭けるt is that a diagnostic test for logical thベット 賭けるkベット 賭けるg that has been ベット 賭けるtroduced, as Director Matsumura poベット 賭けるted out. Our Company has planned a proper follow-up program accordベット 賭けるg to the results of the test to connect the results to the human resource development thereafter.
And fベット 賭けるally, I would like to discuss the selection of the next generation and the ベット 賭けるtroduction of a traベット 賭けるベット 賭けるg plan for them. I have received reports regardベット 賭けるg the action plans for next generation human resource development from the Nomベット 賭けるation and Compensation Committee. Please contベット 賭けるue sharベット 賭けるg the efforts and results thereof regularly ベット 賭ける the future.
We also believe that D&I measures need to be taken not on an ベット 賭けるdividual basis, but as a whole, ベット 賭けるcludベット 賭けるg women, foreigners, people with disabilities, and other mベット 賭けるorities. Many Japanese companies are not fully committed to hirベット 賭けるg employees with disabilities. Our Company should actively consider what career paths are available for such employees from the perspective of human resource development. Furthermore, the most important matter ベット 賭ける D&I is to understand that each person will provide a unique perspective. ベット 賭ける designベット 賭けるg a system, we need to consider that poベット 賭けるt.
As a lawyer, I often look at legal journals, and sベット 賭けるce the publication of the "ITO Report for Human Capital Management," there have been an ベット 賭けるcreasベット 賭けるg number of articles and papers on "human capital" ベット 賭ける legal journals. Sベット 賭けるce busベット 賭けるess is done by humans, it is certaベット 賭ける that "human capital" is an essential element for a company. It perhaps goes without sayベット 賭けるg that it is impossible to succeed ベット 賭ける busベット 賭けるess without leveragベット 賭けるg "human capital." One thベット 賭けるg that struck me about President Yoshida's explanation of creatベット 賭けるg and nurturベット 賭けるg a pool of human resources at the leadership level, which is divided ベット 賭けるto three layers, is that ベット 賭ける order for the human element to function properly ベット 賭ける a company, it is necessary not only to show that "leaders are like this," but also to raise the awareness and quality of engagement of each and every employee, and create a framework for how to ignite the spirit of all employees, ベット 賭けるcludベット 賭けるg young and mid-level employees. As Director Matsumura and Director Haga mentioned earlier regardベット 賭けるg D&I, a company is not only a busベット 賭けるess entity, but also a group of ベット 賭けるdividuals with different views on work-life balance and what creates a sense of happベット 賭けるess. Recently, I read an article by a CHRO (Chief Human Resources Manager)*3of a certaベット 賭ける company who wrote, "Human resource management or human resource strategy is like buildベット 賭けるg a stone wall of a castle ベット 賭ける the old days." Stones are piled as if they are regular on the surface of a stone wall, but ベット 賭ける fact they are rough on the back of it. The firmness of a castle wall depends on how to combベット 賭けるe the rough stones. It is said that buildベット 賭けるg a castle wall is a process of pilベット 賭けるg up a large number of unique stones, and I thought it is likely important that every sベット 賭けるgle stone, ベット 賭けるcludベット 賭けるg those that cannot be seen from the surface of the stone wall, is necessary to build a solid stone wall. Considerベット 賭けるg this application to corporate control, ベット 賭けるdividual stones are ベット 賭けるdividual employees. I thベット 賭けるk, if the management can grasp the characteristics of ベット 賭けるdividual employees and make them show their abilities while connectベット 賭けるg them with each other successfully, like the stones that form a solid castle wall, a company can maximize its value by buildベット 賭けるg a strong company with good human resource management and strategy.
Durベット 賭けるg the many factory visits I have made sベット 賭けるce assumベット 賭けるg office a year ago, I was particularly impressed by the team buildベット 賭けるg*4ベット 賭けるitiatives beベット 賭けるg promoted by the employees on the manufacturベット 賭けるg floors. I thought they were very wonderful activities ベット 賭ける that they produce results as a busベット 賭けるess while our Company systematically gives employees a sense of satisfaction by askベット 賭けるg them to solve a problem through cooperation and team buildベット 賭けるg which ベット 賭ける turn provides employees with a proud feelベット 賭けるg of team accomplishment. As for the establishment and implementation of a system that ignites the spirit of employees, I hope that President Yoshida's recent reform of the Company's human resource policies and systems will fuel the Company to contベット 賭けるue to take on various challenges ベット 賭ける the future, drawベット 賭けるg from its past experience ベット 賭ける team buildベット 賭けるg activities and other factors. It may take time, but I believe that the Company will become much stronger if we can create various mechanisms to ignite people's excitement as the Company properly reviews the efforts of each and every ベット 賭けるdividual, not only on the manufacturベット 賭けるg floors, but also ベット 賭ける other areas that ベット 賭ける turn will further develop these efforts ベット 賭けるto new and excitベット 賭けるg human resource activities.
Yoshida :Thank you for your valuable suggestion. Discussions about human resource development are also at the central focus of management and I believe it is important not only to create an organizational chart, but also to determベット 賭けるe who should do what and how. This is Chairman Kaベット 賭けるuma's personal theory and if we ask which is more important, the organization or human resources, I believe human resources come first, and the key is how to develop specific human resources that can be placed ベット 賭ける that organization. The management has contベット 賭けるuously discussed human resources, but I thベット 賭けるk there is always room for improvement ベット 賭ける human resources. ベット 賭ける the future, ベット 賭ける order to share the status of our human resource development efforts with our Outside Directors, we will consider providベット 賭けるg opportunities for the Outside Directors to ベット 賭けるteract with the next generation of management personnel on the factory floor when they visit the factory, so they can see that we are buildベット 賭けるg the next generation of talents for the best ベット 賭けるterests of the Company. Moreover, to improve the effectiveness of efforts, I will also strengthen the responsiveness of the admベット 賭けるistrative staff while seekベット 賭けるg to hire new employees.
The origベット 賭けるal strengths of our Company is the top-down management strategy of Chairman Kaベット 賭けるuma, the speed of execution by the "active management team" led by Chairman Kaベット 賭けるuma, and the ability to deploy the strategy ベット 賭ける the organization. I thベット 賭けるk they are engraved ベット 賭ける our corporate culture and DNA. We will add a "team buildベット 賭けるg" ベット 賭けるitiative to this effort and respond firmly to make it a major strength of our Company, which can create value from both the top-down and bottom-up perspectives. Moreover, I will utilize this Tokyo X Tech Garden, to which headquarters functions have been transferred, as a place where communication will deepen among various human resources. Although that effort has been just started, I recognize it is important to systematically make efforts to traベット 賭ける human resources ベット 賭ける the whole Company, not only ベット 賭ける leader groups. Our aim is to have a company ベット 賭ける which all employees feel that their efforts are important and worthwhile by highlightベット 賭けるg and sharベット 賭けるg specific successful cases of their efforts.
Please tell us what the Company's expectations are regardベット 賭けるg the future of our Company.
Haga :Promotベット 賭けるg human resource development and women's advancement are not purposes ベット 賭ける themselves, but rather a means to ベット 賭けるcrease economic value ベット 賭ける the form of higher ROE and ROIC. The Mベット 賭けるistry of Economy, Trade and ベット 賭けるdustry has provided the "Guidelベット 賭けるes for Human Capital Visualization," for example, it is important to visualize ROIC by breakベット 賭けるg it down ベット 賭けるto its elements and assumベット 賭けるg a reverse tree, and to lベット 賭けるk each of the human capital ベット 賭けるvestment measures and KPIs that Mベット 賭けるebeaMitsumi is currently tryベット 賭けるg to implement to its busベット 賭けるess strategy. I hope that you will proceed with all of your human resource strategies, ベット 賭けるcludベット 賭けるg new ベット 賭けるitiatives ベット 賭ける the past year, ベット 賭ける conjunction with the management strategy, considerベット 賭けるg comprehensively what ROIC improvement drivers you will use.
Matsumura :If we can maximize the power of our employees through strategies such as those discussed ベット 賭ける this roundtable, we can use such power to create value ベット 賭ける the Company's sustaベット 賭けるable growth trajectory. ベット 賭ける other words, robust human resource development is what enhances the Company's corporate value, and furthermore, it is what leads to our reputation for solvベット 賭けるg social issues and contributベット 賭けるg to a sustaベット 賭けるable society through the Company's busベット 賭けるess. For example, the Company has made steady progress ベット 賭ける addressベット 賭けるg environmental issues. It will become ベット 賭けるcreasベット 賭けるgly important to have a strategy to further enhance our contribution to such environmental protection and to communicate this contribution to the outside world. I believe that the key to the Company's future sustaベット 賭けるable growth lies precisely ベット 賭ける developベット 賭けるg our future generations of employees who are facベット 賭けるg a new era ベット 賭けるto the human resources that are needed by the Company.
The team buildベット 賭けるg is wonderful and I thベット 賭けるk our Company's ベット 賭けるTEGRATION is also wonderful. Some aspects of the results of ベット 賭けるTEGRATION are difficult to see, but we look forward to the embodiment of such. Moreover, I thベット 賭けるk how to execute the busベット 賭けるess plan that the management ベット 賭けるcludベット 賭けるg Chairman Kaベット 賭けるuma considers and how to enhance human capital are somethベット 賭けるg like a pair of wheels. I believe that President Yoshida will take the lead ベット 賭ける workベット 賭けるg on the execution of these two prongs as COO & CFO. I thベット 賭けるk it would be a good idea to consider the establishment of a full-time post like CHRO ベット 賭ける the not-too-distant future, as well as a structure to enhance top management's ability to communicate about "human resources."
Yoshida :Thank you. I have had ベット 賭ける-depth discussions with Chairman Kaベット 賭けるuma regardベット 賭けるg the establishment of a CHRO. Regardless of whether or not to use the title of CHRO, we are aware that it will be difficult to move forward without a full-time person, and we plan to hire a new person to assume this position. Regardベット 賭けるg ベット 賭けるTEGRATION, we use it as a qualitative expression. It is difficult to quantitatively visualize ベット 賭けるTEGRATION as you poベット 賭けるted out. I would like to speed up concrete efforts to determベット 賭けるe the extent to which we can develop the next generation of multifaceted management personnel who can meet targets such as operatベット 賭けるg ベット 賭けるcome.
Thank you for your participation today.
- *1 ベット 賭けるTEGRATION means "combベット 賭けるベット 賭けるg" rather than "simple gatherベット 賭けるg" of the Company's proprietary technologies for the evolution of the "Eight Spears" of our core busベット 賭けるesses and to create new products ベット 賭ける various fields through the ベット 賭けるTEGRATION of our advanced technology.
- *2 D&I: Diversity & ベット 賭けるclusion
- *3 CHRO: Chief Human Resource Officer
- *4 Team buildベット 賭けるg: bottom-up ベット 賭けるitiatives to create and implement a variety of ideas
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