Election and dismissal of Directors and Executive Officers
Nominating Directors and election and dismissal of Executive Officers
Directors are elected at the General Meetings of Shareholders based on nominations of the Nominating Committee. We, in order to secure the effectiveness of the Board of Directors, have adopted a policy of nominating candidate Directors with diverse experiences, achievements, high levels of insight, high levels of expertise, etc., regardless of nationality or gender, whether from Japan or overseas, or from within or outside the Group, in the Nominating Committee, whose majority members are Independent Directors.
Executive Officers are elected by resolution of the Board of Directors. The policy for the elected and dismissal of Executive Officers at our Company is as follows.
Nomination of Directors
Corporate Governance Policies
Article 20 (Director Appointment and Qualification Standards)
- The Company, in order to secure the effectiveness of the Board of Directors, has adopted the policy of nominating candidate Directors with diverse experience, achievements, high levels of insight, and high levels of expertise, etc., regardless of nationality, gender, whether from Japan or overseas, or from within or outside the Group, etc.
The Company nominates personnel that meet the following as candidate Directors.
(1) Directors have the qualifications to appropriately perform their duty of loyalty and duty of care, and to contribute to the sustainable growth of the Group and MSV in the medium to long term.
(2) Outside Directors, in addition to (1) above, have high levels of insight and extensive experience in the fields of corporate management, accounting, and legal affairs, etc., have qualifications to monitor the execution of business of Executive Officers from an independent and objective perspective as a general rule, and in addition, meet the “Independence Criteria for Outside Director” (Annex 1) prescribed by the Board of Directors. In addition, the term of office shall also be taken into consideration.
(3) Directors concurrently serving as Executive Officer, in addition to (1) above, have the abilities required to be conversant with the business of the Group and for the appropriate execution of the business management of the Group.
Executive Officers election policies
Corporate Governance Policies
Article 31 (Policies and Procedures for the Election and Dismissal of Executive Officers)
The Company shall use the following as criteria for the election of the Executive Officers and the appointment of the Representative Executive Officers.
(Executive Officer)
A person who has the diverse experience, performance, high level of insight, and high level of expertise, etc., worthy of the Executive Officer, who will contribute to the achievement of the sustainable growth and MSV in the medium to long term of the Group, regardless of nationality, gender, whether from Japan or overseas, or from within or outside the Group.
(Representative Executive Officer)
A person who has a wealth of experience and achievements in corporate management, who will demonstrate high levels of ability worthy of the Representative Executive Officer and President and will contribute to the achievement of the sustainable growth and MSV in the medium to long term of the Group.
The Board of Directors, pursuant to the policies of the preceding Paragraph, and based on the deliberations and reports of the Nominating Committee, shall elect and dismiss Executive Officers, and shall appoint and remove the Representative Executive Officers.
The Board of Directors, in the case of an Executive Officer or Representative Executive Officer and President falling applicable under any of the following and being able to objectively determine that removal or dismissal would be appropriate, shall dismiss or remove him/her, upon sufficient deliberations at the Board of Directors, based on the reports of the Nominating Committee.
(1) In the event of having violated a law or ordinance or the Articles of Incorporation, etc., and it being able to be recognized that significant damage has been caused to the shareholder value of the Group;
(2) In the event of significant impediment having occurred to the execution of their duties;
(3) In the event of it being realized that the requirements of the selection standards are not met.
Succession Plan for Directors and Executive Officers
Identifying future management talent and an environment where people can upgrade their skills
We do not use a single approach for the recruitment anddevelopment of future management talent amid theglobalization of operations and drastic changes in thebusiness environment. Instead, we maintain an environmentfor finding and training talented people that respects theautonomy of every PCG based on mutual trust between theCo-Presidents and heads of the PCGs.The Nominating Committee uses reports from the Co-Presidents to monitor on a regular basis the status andevaluations of the Group’s human capital. Committeemembers also work closely with the CompensationCommittee and meeting of Independent Directors,communicate with key management personnel, andstrengthen the network of connections with external experts invarious fields. The continuous use of these activities enablesthe Nominating Committee to play a role in strengthening theGroup’s human capital and making appropriate decisionsabout appointment and dismissal.
Process of strengthening human capital and selections and dismissals of Executive Officers
Deliberation on nomination policy and monitoring model at Nominating Committee meetings |
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Strengthen and develop human capital led by workplace initiatives |
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Monitoring and evaluations Locating people with the skills to become future managers |
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Deliberations and determination of responses at the Nominating Committee meetings |
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Deliberations and determination of responses at the Nominating Committee meetings |
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