[Personnel Survey of 111 People] What are the pitfalls of "Qualification Acquisition Support" Expected by About 90%? A Report Revealing the "Gap Between Ideal Systems and Operational Reality" Where About 1 in 4 Companies Give Up on Operation, Released for HR and Education Managers

TAC Co., Ltd. (TAC Co., Ltd.), a school for qualifications, has released the results of its "Survey on Qualification Acquisition Support Systems and Employee Retention" conducted among 111 HR managers nationwide.

In recent years, with labor shortages becoming increasingly severe, "retention (preventing turnover)" and "improving employee engagement" have become top management priorities for many companies. As an effective measure, "qualification acquisition support systems" are expected to be effective by about 90% of HR managers.

However, this survey revealed the "harsh reality" that lies between the ideal and its implementation.

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The Reality of "Qualification Acquisition Support" Revealed by the Survey

The survey results showed that while many companies have introduced such systems, about one in four companies (26.1%) have given up on continuing their operation. Cases where support is limited to "temporary assistance" such as offering bonuses or allowances, and does not lead to subsequent employee retention or skill utilization, were observed.

"Practical Hints" Obtainable from This Report

Seven hurdles that many managers face when designing systems, such as "unclear career paths and utilization after qualification acquisition," which 47.7% of HR personnel view as a challenge.

The current state of qualification acquisition support and reskilling initiatives: Organizational status viewed from the perspectives of "skill improvement" and "engagement."

Three points to prevent qualification acquisition support systems from becoming mere formalities.

Recommended for Those with the Following Challenges:

Those who offer bonuses or allowances for qualification acquisition but end there, without leading to subsequent employee retention.

Those who want comparative data on what "operational limitations" and "barriers" other HR managers are experiencing.

Those who want to objectively evaluate whether their company's training system aligns with the needs of the times (support for growth realization).

This report provides practical insights to transform your company's education system from a "cost" to an "investment that generates results." Please utilize it for formulating next year's human resource development plan and revising your systems.

Program

Measures such as 1on1 are progressing, but turnover continues.

"Anxiety about nurturing employees only for them to leave," felt by 82.9% of HR managers.

On the other hand, 85.6% of HR managers expect effects from qualification acquisition support.

83.6% of companies that introduced qualification acquisition support systems feel the effects.

Commonalities of "non-functional companies" despite having qualification acquisition support systems.

An execution foundation to make systems "functional."

Survey Overview

Document Title [How to Increase Retention Rate with Qualification Acquisition Support?] About 90% Expect Effects, but About Half Have "Unclear Career Paths After Acquisition." Survey Organization TAC Co., Ltd. Survey Name Survey on Qualification Acquisition Support Systems and Employee Retention Survey Method Internet survey planned by IDEATECH's research marketing service "Respy®." Survey Period April 13, 2026 - April 14, 2026 Valid Responses 111 managers involved in their company's HR operations (recruitment, training, system design, labor management, etc.). *Proportions are rounded to the second decimal place, so the total may not always be 100%.

Company Overview

Company Name: TAC Co., Ltd. Established: December 1980 Business Activities: Individual education business, corporate training business, publishing business, human resources business Head Office: 3-2-18 Kanda Misaki-cho, Chiyoda-ku, Tokyo 101-8383 Corporate Human Resource Education Service Introduction Site: https://www.tac.biz/