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Focus 2. Developing Our Diverse Talent to Get Closer to Our Vision

Definition of Management Focus

The contributions from each employee are indispensable in achieving Ushio’s Vision for 2030. To that end, we establish and provide enhanced human capital development programs in order to support the individual growth of our employees. In this way, we aim to enhance the quality of our talent on a Groupwide basis with the goal of moving closer to our Vision.
By helping our talent grow through various educational programs and providing them with an environment in which they can plan an active role in their respective business field, we will help "build both a prosperous Company and prosperous employees," which is a key principle of our Management Philosophy.

Vision for FY2030
  • Practice Group management with diverse personnel who can contribute to achieving our vision for 2030, while providing systematic training opportunities for further development
  • Achieve vision by evolving our human capital management style to maximize employees’ capabilities and skills, encouraging continuous growth, and ensuring that all employees, regardless of nationality, gender, and work style, can thrive
Economic Value Connection
  • Strengthen talent to create new value that drives profits and accelerates growth strategies
Key Performance Indices for FY2026
  • Human capital visualized through talent maps aligned with business needs, with rational management system
  • Employees who have undergone basic and specialized education in digital technology assigned to departments where their skills are most needed
Initiatives for FY2024 to FY2026
  • Selective human capital development through the Global Human Capital Committee (GHCC) and Human Capital Development Committee
  • Promotion of personnel exchanges within the Group
  • Profiling of Group executives
  • Promotion of digital education and sharing of success stories
FY2024 Progress
  • Operated the GHCC and Human Capital Development Committees, reviewed development policies, and implemented development accordingly
  • Commenced personnel collaboration within the Group
  • Employees who completed self-study in digital architecture began promoting DX in their departments
FY2025 Plan
  • Continue operation of the GHCC and Human Capital Development Committees, select talent, and consider development measures
  • Improve personnel collaboration with domestic Group companies and build efficient recruitment activities
  • Consider and promote systems enabling digital transformation specialists (architects and business designers) to play more active roles
Human Capital Development

Materiality (the Five Management Focuses)