The Relationship Between Personnel Policies and Enterprise Value

The company has taken a medium to long term perspective in implementing a personnel-related management strategy in the Medium-Term Business Plan (FY2026-FY2030), namely “Basic Policy: ii. Promote diversity and inclusion in talent management,” in order to respond to changes in the external environment and internal issues, and to build a foundation for sustainable growth now and in the future.

Basic Policy

Artner’s Management Philosophy is “Engineer Support Company: We support our engineers’ dreams,” and our Purpose is to “support the growth and self-actualization of engineers, who are Japan’s world-class assets.” As they embody, we have promoted our business as a corporation that exists for the sake of engineers’ growth while always asking ourselves what we can do for them. We believe that creating value for the engineers themselves will, in turn, create value for Artner. We also believe that talent is our greatest business asset, and that talent development and organizational development are key areas essential to the Company’s growth.

Governance

Artner has established a Sustainability Committee to maximize the value of our human capital. The Committee is composed mainly of Directors who are not members of the Audit and Supervisory Committee (including the President and CEO), Directors who are Audit and Supervisory Committee members, as well as division heads and managers. The Committee is held four times a year. At each meeting, the members hold discussions to promote and manage the progress of issues and initiatives related to human capital. The Director/Head of the Management Division serves as the overall supervisor and the Management Division’s General Affairs and Human Resources Group functions as the Health and Productivity Management Promotion Office to plan, operate, and promote different health-related initiatives. The Board of Directors oversees sustainability matters, including occupational health and safety, and deliberates on key issues such as respect for human rights, the promotion of diversity and inclusion, and talent development and retention.

Strategy

We believe that supporting the growth and self-actualization of engineers, who are Japan’s world-class assets, and creating value for the engineers themselves will, in turn, create value for Artner. We consider our engineers to be not only assets of Artner, but also shared assets of Japan, and we nurture engineers as a platform to support their growth and self-actualization based on our policy on talent development. Amid a rapidly changing work environment and mindset, driven by talent mobility and diversity, we will strive to promote the happiness of working engineers and create a new model for “life as an engineer.”

We are also committed to providing a satisfying work environment and supporting the growth and self-actualization of each and every one of our staff members, as stated in our basic sustainability policy: “aiming for the happiness of all employees.”

Risk Management

At Artner, the Compliance and Risk Management Meeting identifies human capital risks and Opportunities and monitors their progress. Risks that may have a significant impact on investors’ decisions include the following.

Policy on Talent Development

Education and Training Policy
The concept of Artner’s education and training programs is to provide all employees not only with knowledge and skills but also with confidence and practical capabilities.

T-shaped Specialist Education System
We are building a “T-shaped specialist education system,” a system for improving the skills of each and every engineer, in which the horizontal axis represents specialized knowledge and work skills, and the vertical axis represents general education and communication capabilities. Through this system, we will strive to enable new employees and workers with little or no experience to participate in cutting-edge projects at an early stage and shift their careers to growing industry fields.

Training and Support Programs

We provide a wide range of training and support programs to help employees improve their skills and develop their careers.

Support for Employee Skill Improvement through Education and Training
To improve our employees’ skills as engineers, we are enhancing our education and training programs, including skill development seminars, career support courses, and manager training.

New Employee Training to Support Career Development
Based on the concept of “acquiring practical skills,” we provide each engineer with new employee training that enables them to acquire a wide range of technical skills, from the basics to practical applications, to support their career development.

Qualification Acquisition Assistance Program
We help our engineers improve their skills through our qualification acquisition assistance program, under which we pay employees who possess qualifications we recommend an allowance in accordance with our rules, and cover all examination fees for relevant qualifications.