ITOKI CORPORATION (Head office: Chuo-ku, Tokyo; President: Koji Minato) will implement a 5.34% wage increase, the highest ever, as part of its human capital investment. (*1) In addition, the company will further accelerate its human capital management by investing in special bonuses and education and training expenses, and by fundamentally reviewing its personnel system.

*1: Since the merger of ITOKI CORPORATION and ITOKI CORPORATION in 2005

As the labor shortage accelerates due to factors such as a decline in the working population, our company has adopted employee engagement scores as one of the important management indicators in addition to sales and operating income, and is implementing measures such as strengthening internal communication. I did. As a result, in fiscal 2023, we are seeing effects such as an increase of more than 10 points (compared to the previous year) in employees' "pride" and "attractiveness" towards the company. This time, in order to create an environment where employees can work more energetically, we will implement base-up measures and further accelerate human capital management.

From April 2024, we will implement a 5.34% wage increase (*1), the highest ever. Furthermore, in March 2024, we will provide all employees with a special bonus that takes into account recent price increases.

*1 Total value of base salary increase and regular salary increase

From 2022, we will reduce the number of compulsory training sessions and introduce elective training, rank-specific training, and age-specific career design training that employees can participate in according to their skills and career plans. In FY2023, we have increased the education and training expenses per employee by approximately double (compared to FY2021) and increased the number of training sessions by 1.6 times (compared to the previous year), with the aim of improving employee skills, including reskilling. . As a result, the number of applicants for selective training has increased by 2.1 times (compared to the previous year). This year, we plan to further expand the program by adding a curriculum to develop the next generation who will be responsible for future company management.

In order to respond to changes in work styles and job needs, we have conducted a fundamental review of our personnel system, and have started operating the new system from January 2024. The basic policies of the new system are "Professional," "Pay for Performance," and "Retention." We will strengthen the development of highly specialized human resources and encourage highly contributing employees by creating a new senior position in which professionals can be expected to receive the same treatment as managers, and by changing the evaluation system to incorporate the idea of relative evaluation. We will create an environment where employees can work more energetically.

In March 2022, we will launch SPLi, a community where women can acquire knowledge and skills to demonstrate leadership and support continuous career development, to overcome all barriers such as differences in language, way of thinking, and customs. In April 2023, the ITOKI Global Initiative "API" will be launched, a platform for "self-directed, mutual learning, and developing human resources who can play an active role globally." 17.4% of female employees participate in SPLi, and we will continue to expand the number of members and activities to help employees improve their skills on their own initiative.

Please see below for details on SPLi 's activities.
Promotion of women's success