Fujitsu publishes CHRO Roundtable Report 2024, summarizing the challenges and implications of the implementation of data-driven human capital management

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KAWASAKI, Japan, July 18, 2024 - (JCN Newswire) - Fujitsu today published the CHRO Roundtable Report 2024, a summary of human capital management strategies.

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Thursday, July 18, 2024
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Data analysis, Ricoh, NTT DOCOMO, Microsoft Azure, Trust, CHRO, Terumo, Collection, Woman, CCO, AI, Microsoft, CFO, Knowledge, NTT, Azure, CPO, HR, Title, Environment, Feedback, Mitsui Chemicals, Senior, MUFG Bank, CHO, Platform as a service, Kuriyama, CISO, CIO, Head, Corporation, Management
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Tokyo:6702
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Summary
Key Points: 
  • KAWASAKI, Japan, July 18, 2024 - (JCN Newswire) - Fujitsu today published the CHRO Roundtable Report 2024, a summary of human capital management strategies.
  • To achieve data-driven human capital management that will lead to enhanced corporate value, Fujitsu Limited has conducted Chief Human Resource Officer (CHRO) Roundtable meetings every year since April 2022.
  • The initiatives and case studies of each of the participating companies were then published in the CHRO Roundtable Report 2024.
  • To create the human capital management story that was derived from the first CHRO Roundtable, during this session Fujitsu verified if the human capital value enhancement model could be universally used by many companies.




KAWASAKI, Japan, July 18, 2024 - (JCN Newswire) - Fujitsu today published the CHRO Roundtable Report 2024, a summary of human capital management strategies. To achieve data-driven human capital management that will lead to enhanced corporate value, Fujitsu Limited has conducted Chief Human Resource Officer (CHRO) Roundtable meetings every year since April 2022. These roundtables are held with companies that are progressively addressing human capital management. In this second CHRO Roundtable, it verified the human capital enhancement model, which was derived from the first CHRO roundtable, with the CHROs and Chief Human Capital Officers (CHOs) from NTT DOCOMO, INC. (1), Terumo Corporation (2), Mitsui Chemicals, Inc. (3), MUFG Bank, Ltd. (4), and Ricoh Company, Ltd. (5). The initiatives and case studies of each of the participating companies were then published in the CHRO Roundtable Report 2024. Fujitsu utilized the Fujitsu Data Intelligence PaaS (6), the Fujitsu Uvance operational platform that leverages data and AI, to analyze the results. The report specifically showcases how the people management skills of managers is related to employee engagement and organizational performance.
Figure 1. Image of the human capital enhancement model2: Analysis of correlative relationships utilizing the engagement data and identification of causal relationships:

Figure 2. Results of causal analysisThe CHRO Roundtable



Summary of CHRO Roundtable Report 2024

This report is based on case studies of human capital management from the participating companies. It summarizes the creation of a story around the use of HR data to improve corporate value and new implications gained from the analysis of the data from these companies.

1: Results from verifying the human capital value enhancement model

To create the human capital management story that was derived from the first CHRO Roundtable, during this session Fujitsu verified if the human capital value enhancement model could be universally used by many companies. The human resource strategies and measures of each of the participating companies were linked with the human capital value enhancement model. The stories that will lead to each of the companies achieving human capital management were then visualized, and items found to be relevant were introduced.

2: Analysis of correlative relationships utilizing the engagement data and identification of causal relationships:

During this roundtable, particular focus was put on employee management data, which is seen in the human resource field as a key management indicator that is directly linked to the competitiveness of a company. The relationship between the engagement scores of each organization and their human resource policies and organization information, as well as the correlative relationships from the engagement data, were analyzed. A verification was then conducted to attempt to identify causal relationships. Afterwards, the implications obtained from this analysis were presented with case studies from each of the companies.

Summary of the case study introduced by Fujitsu

The analysis of the case study introduced by Fujitsu in the report includes the results of Fujitsu's engagement analysis from the perspective of people management.

Case study of the utilization of engagement data:

Fujitsu utilized the Fujitsu Data Intelligence PaaS, the Fujitsu Uvance operations platform that leverages data and AI, to conduct a causal analysis between the data from the engagement scores from the 31 questions Fujitsu employees are asked twice a year. From the data analysis, Fujitsu gained the implication that, in the area of well-being, for men, a higher score in mentally rewarding work may increase the scores of other items; and, for women, teamwork and their surrounding environment may be linked to their well-being. Fujitsu also realized that improving the people management skill (7) of managers could be the key to further improving employee engagement (8) and organizational performance.

Fujitsu is promoting management and business practices based on its purpose "to make the world more sustainable by building trust in society through innovation." In 2022, Fujitsu started regular discussions with C-suite level executives of companies from a wide range of industries focusing on the solution of societal issues, and initiated the CxO Roundtable project to present the results of these discussions to society. The CHRO roundtables have been held every year since April 2022, with the support of Ridgelinez. Fujitsu, through the discussions held in this roundtable meeting, aims to help more companies achieve human capital management and promote corporate transformations among new participant companies every year.

Future Plans

Moving forward, Fujitsu aims to derive a model that clarifies the relationship between HR policies and company sales and profits through the roundtable. To achieve this, Fujitsu will continue to expand the number of companies participating in the CHRO Roundtable and improve the human capital value enhancement model to enable more advanced visualization of human capital data. Leveraging the knowledge and insights gained from the data analysis results, Fujitsu will support companies in implementing individual human resource strategies in line with their management direction.

Overview of the second CHRO RoundtablePeriod:July 2023 to May 2024Participants (9):Hiroki Kuriyama - Senior Executive Vice President, CFO, CIO, CISO, CPO, CCO, CRO, CHO at NTT DOCOMO, INC.Tomoko Adachi - Group Executive Officer and CHRO at Terumo CorporationYoshinori Andou - Member of the Board and Senior Managing Executive Officer at Mitsui Chemicals, Inc.Takefumi Tango - Member of the Board of Directors, Managing Executive Officer, CHRO at MUFG Bank, Ltd.Mayuko Seto - Senior Corporate Officer and CHRO at Ricoh Company, Ltd.Hiroki Hiramatsu - Corporate Executive Officer SEVP, CHRO at Fujitsu LimitedModerator:Keiichiro Nishi - Head of CEO Office, Fujitsu LimitedDetails about what took place during the meeting:Opinions were exchanged and discussions were held through the roundtableOverview of the report:You can download the CHRO Roundtable Report 2024 through the article. (in Japanese only)

(1) NTT DOCOMO, INC.:
Head office: Chiyoda-ku, Tokyo, Japan, President and CEO: Yoshiaki Maeda
(2) Terumo Corporation:
Head office: Shibuya-ku, Tokyo, Japan, President and CEO: Hikaru Samejima
(3) Mitsui Chemicals, Inc.:
Head office: Chuo-ku, Tokyo, Japan, President and CEO: Osamu Hashimoto
(4) MUFG Bank, Ltd.:
Head Office: Chiyoda-ku, Tokyo, Japan, President and CEO: Junichi Hanzawa
(5) Ricoh Company, Ltd.:
Head Office: Ota-ku, Tokyo, Japan, CEO: Akira Oyama
(6) Fujitsu Data Intelligence PaaS:
Fujitsu's platform that is made up of three components, Fujitsu Kozuchi, Fujitsu's AI service, Fujitsu Track and Trust, blockchain technology that enables the collection and traceability of data across companies and industries, and data infrastructure, such as Palantir and Microsoft Azure.
(7) Improving people management skills:
It is Fujitsu's hypothesis that improving in seven engagement items (teamwork, understanding of the meaning of one's work, initiative, feedback, mental reward, understanding one's personal strengths, and discretion) will lead to improved people management skills.
(8) Improving engagement:
Fujitsu's engagement score is calculated through the averages of 4 engagement items, pride, fulfillment, sense that one's work is worthwhile, and endorsement.
(9) Participants:
The information regarding the participants is current as of May 2024. For Ricoh Company Ltd., Ms. Mayuko Seto, former Senior Corporate Officer and CHRO, participated in the roundtable through the end of March 2024, and since April 2024, Ms. Ryoko Nagahisa, Corporate Officer and CHRO, has participated in the roundtable.

About Fujitsu

Fujitsu's purpose is to make the world more sustainable by building trust in society through innovation. As the digital transformation partner of choice for customers in over 100 countries, our 124,000 employees work to resolve some of the greatest challenges facing humanity. Our range of services and solutions draw on five key technologies: Computing, Networks, AI, Data & Security, and Converging Technologies, which we bring together to deliver sustainability transformation. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.7 trillion yen (US$26 billion) for the fiscal year ended March 31, 2024 and remains the top digital services company in Japan by market share. Find out more: www.fujitsu.com.

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Source: Fujitsu Ltd

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