Fujitsu Limited today revealed the release of its CHRO Roundtable Report 2025. The report is based upon the 3rd session of its CHRO Roundtable effort which intends to advance human capital management at Japanese corporations by helping with cross-industry conversations amongst Chief Human Resource Officers (CHROs). The current session included CHROs from ENEOS Holdings, Inc., Nippon Yusen Kabushiki Kaisha (NYK Line), Sumitomo Mitsui Financial Group, Inc., and Resonac Holdings Corporation, who assembled to discuss their particular techniques to ‘personnel organization partners’ (HRBP) practice of data-driven human capital management.
The CHRO Roundtable Initiative was executed as part of the CxO Roundtable task, which Fujitsu has actually promoted because 2022. The task concentrates on management obstacles and fixing social problems and has actually established reports that sum up a wide variety of insights and understanding acquired through conversations with taking part business.
This report marks the conclusion of the human capital management application series. Highlighting the critical function of HRBPs as tactical partners within companies, it provides brand-new insights into supporting the awareness of company techniques from an HR viewpoint. Progressing, Fujitsu will continue supporting consumers’ improvement by leading in human capital management targeted at boosting business worth and recognizing a sustainable society in Japan through the CHRO Roundtable task.
Background
As part of its efforts to promote data-driven management, Fujitsu gathers numerous HR-related information and uses the insights got to internal steps. Fujitsu established the “human capital value enhancement model” structure in cooperation with individuals throughout the CHRO Roundtable series to empower business to articulate their management story in an engaging way. It pictures the connection in between management efforts and HR information as prospective signs of business worth improvement and supports evidence-based descriptions. In the very first and 2nd CHRO Roundtables performed in between 2022 to 2024, business produced their human capital management stories and confirmed that the design had broader applications.
Summary of the CHRO Roundtable Report 2025
Relationship in between the business worth improvement design and HR/HRBP practices Fujitsu and the CHROs of getting involved business talked about how the total structure of HR/HRBP practices might preferably add to increasing business worth, connecting it to their own business’s human capital management stories imagined utilizing the human capital worth improvement design. The figure listed below programs the relationship in between the human capital worth improvement design and HRBP practices. This makes it possible to carry out the human capital management story in the field and equate it into practices that result in the development of each service.
< img src ="https://global.fujitsu/-/media/Project/Fujitsu/Fujitsu-HQ/newsroom/gl/2025/08/06-01/news-20250806-01a-en.png?h=550&iar=0&w=980&rev=02c2049cfbcc4d68af0fd283a724f0dc&hash=2A098B15BABC8D571C4F0BEE44CB5963" alt width ="650" height ="365">
Figure 1: Relationship in between human capital worth improvement design and HR/HRBP practices
1. Bottom line of the human capital worth improvement design
Necessary HR tactical efforts in management and service technique are represented by “Results-generating initiatives” (blue), while efforts on personnels that support these efforts sustainably are represented by “Sustainability-generating initiatives” (pink). This makes it possible to comprehend and imagine the total structure of each business’s human capital management, allowing a significant contrast of how each step adds to improving business worth.
2. Bottom line of HR/HRBP practices
HR method formula: Understand the “As is– To be” space by specifying the present skill portfolio and skill requirements. Create HR method with an understanding of the concerns that have one of the most effect on organization technique.
HR procedure advancement: HR/HRBPs who present steps to business systems play an important function as “HR advisors” to service system supervisors and department heads, supplying counsel on HR procedures and sharing finest practices throughout departments. In order to satisfy this function, it is crucial that they flexibly react to HR-related jobs on the ground and construct trust.
Company development contribution: In order to drive organization development through HR steps, it is needed to customize efforts to the field by using information tools and to reinforce understanding by examining their effect. In addition, it is necessary for HR/HRBPs to enhance the efficiency of procedures through PDCA cycles and assistance company systems so that the procedures do not end as a one-time basis.Through these practices, HRBPs end up being modification representatives that link the business and business.
About Fujitsu
Fujitsu’s function is to make the world more sustainable by constructing rely on society through development. As the digital change partner of option for clients around the world, our 113,000 workers work to solve a few of the best difficulties dealing with mankind. Our series of services and services make use of 5 essential innovations: AI, Computing, Networks, Data & & Security, and Converging Technologies, which we combine to provide sustainability change. Fujitsu Limited (TSE:6702) reported combined earnings of 3.6 trillion yen (US$ 23 billion) for the ended March 31, 2025 and stays the leading digital services business in Japan by market share. Learn more: global.fujitsu
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