About 4,000 companies, including listed companies, will be obligated to disclose information on human capital in their annual securities reports from the fiscal year ending March 31, 2023 onwards. Target companies will publish information such as the ratio of men taking childcare leave, the ratio of women in managerial positions, and the wage gap between men and women in securities reports.
What is the current state of corporate human capital management in the face of the imminent start of the mandate? The results of the “Human Capital Survey 2022” released by HR Research Institute on March 20 show that the average rate of taking childcare leave for men is 38%, and the rate of women in managerial positions is only 10.7%.
The HR Research Institute survey will be conducted from September to December 2022 in collaboration with the HR Technology Consortium and MS&AD InterRisk Research Institute. 280 companies, mainly listed companies, responded. Respondent companies have a wide range of employees, from 300 or less to 10,011 or more.
[Figure 1]Male childcare leave acquisition rate (average, %).
Looking at the ratio of male employees taking childcare leave by industry, “Finance” stands out at 66.2% (Fig. 1). Others are less than 40%, including 36.9% for “Information/Communication,” which came second. The lowest was 21.8% in “transportation/energy.”
[Figure 2]Percentage of female managers (average, %).
Regarding the percentage of women in managerial positions, the service industry, which has a relatively high percentage of women among all industries, tops the list at 24.7% (Fig. 2). Even so, it was far from the “around 30%” that the government aims to achieve as early as possible in the 2020s, and remained at an extremely low level of around 5% for “manufacturers” and “transportation/energy.”
[Figure 3]Specific plans for the human resource portfolio and activities to achieve goals.
On the other hand, regarding the challenges in promoting human capital management, 75% of companies do not have a “human resource portfolio” to maximize corporate value based on management strategy, that is, a concrete plan for placing the right person in the right place. (Fig. 3).
Specifically, 45% of the companies answered that they have “analyzed the current situation of human resources, but have not set goals or made concrete plans to realize the necessary human resource portfolio,” and “analyzed the current situation of human resources and 30% of companies said that they have not been able to clarify the portfolio and that they have not been able to analyze the current situation.
In this regard, the HR Research Institute said, “What kind of human resources do you have in your company and what kind of human resources you need to secure and develop in order to formulate and promote effective human resource strategies aimed at improving your company’s corporate value? An important point for effective strategy promotion is to first objectively grasp the current situation.”
[Figure 4]Indicators that are considered important in human resources strategy.
“Development” is the most important indicator for human resources strategy, accounting for 48% ([Fig. 4]). It seems to be said.
What is human capital management:It refers to management that regards employees as important capital or stakeholders in corporate management and maximizes their knowledge and skills to improve corporate value over the medium to long term.
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Source: BusinessInsider
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