Initiatives to Improve Corporate Value
Development of Next-Generation Management Platforms:
Six Drivers for Realizing Human Resource Strategy
Drivers
[1] Leadership
Non-financial targets
Ratio of women line
manager
Ratio of mid-career
managers
employees hired as
Ratio of mid-career employees
managers, including those
from different sectors*1
[2] Transcending
boundaries
newly hired as senior
[3] Speciality
[4] Employee
autonomy &
support
FY2022 ⇒ FY2030
31.4% => 40%
10.2% =>
18%
42%
-=>
100%
# of human resources with
highly specialized expertise *2
2,481
Cumulative total # of
individuals selected via
←
3,000
684
=>
4,000
in-house job postings
(FY2021
FY2030)
[5] Job
fulfillment
Ratio of positive responses in
employee awareness surveys
(i) A sense of fulfillment in work
(ii) Openness of workplace
communications
(i)66%
(ii) 79%
Measures to achieve improvement
Enhance the content of assistance programs aimed at
empowering women
✓ Step up the hiring of mid-career employees and implement
onboarding to secure robust retention
✓
Expand the scope of learning support to enable employees to
experience different fields
Increase the number of employees dispatched or seconded to
external corporations
Secure a robust pool of human resources by stepping up hiring
and training
Expand the content of training to help employees raise their
skills in their fields of specialty
Strengthen career development support while offering a greater
number opportunities to take on new challenges
✓ Introduce an HR system designed to support those pursuing
personal growth (LMS, TMS*³)
Increase
the ratio
Optimize wages for employees in light of value created via their
duties
✓ Improve psychological security by invigorating communications
[6] Worker
Business process reform and streamlining
friendliness
Ratio of annual paid leave.
utilized
77.6%
=>
88%
✓ Support the diversification of working styles and employee
efforts to balance work and private life
*1. Training involving overseas assignment, external secondment or external dispatchment
*2. Individuals who have acquired high-ranking qualifications via in-house specialist certification systems or other similar qualifications
*3. LMS: Learning management system; TMS: Talent management system
Resona Holdings, Inc.
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