Hitachi, Ltd. has decided, as of March 23, 2026, to transition the stock compensation plan for executives to RSU and PSU schemes, aiming to enhance long-term corporate value.<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"6501","jir_company_name":"Hitachi, Ltd.","jir_importance":"\u2605\u2605\u2605\u2606\u2606","jir_publication_date":"2026-03-31","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/03\/6501-20260331-01.pdf","jir_short_summary":"Hitachi, Ltd. has decided, as of March 23, 2026, to transition the stock compensation plan for executives to RSU and PSU schemes, aiming to enhance long-term corporate value.","jir_summary":"### Overview of Revision to Stock Compensation Plan for Executives\nFollowing the introduction of the employee stock compensation plan disclosed on March 23, 2026, Hitachi, Ltd. has resolved to revise the stock compensation plan for executives by transitioning from the conventional Restricted Stock (RS) scheme to the Restricted Stock Units (RSU) and Performance Stock Units (PSU) schemes. This revision establishes a compensation mechanism linked to the long-term enhancement of corporate and shareholder value, creating a globally unified compensation structure. The RSU scheme vests over three fiscal years, while the PSU scheme awards shares based on the achievement level of KPIs.\n\n### Purpose of the Revision and Future Outlook\nThe purpose of this revision is to clarify executives\u2019 commitment to long-term corporate value enhancement and promote value sharing with shareholders. The PSU scheme evaluates achievement levels of stock price conditions, ROIC, and sustainability targets stated in the management plan \u201cInspire 2027,\u201d delivering shares without transfer restrictions after the evaluation period. This structure more clearly reflects management responsibility and performance in compensation. The RSU scheme introduced in fiscal 2024 will continue.","jir_financial_highlights":"","jir_category":"","jir_hashtags":"#HitachiLtd, #StockOption, #ExecutiveCompensationPlan","jir_key_figures":"Revision Announcement Date: March 23, 2026\nRSU Grant Ratio: Equivalent to 30% of the mid-to-long term incentive compensation base amount\nPSU Grant Ratio: Equivalent to 70% of the mid-to-long term incentive compensation base amount","jir_meta_title":"Hitachi Revises Executive Stock Compensation Plan to RSU and PSU Schemes to Strengthen Long-Term Corporate Value","jir_meta_description":"Hitachi, Ltd. revises its executive stock compensation plan to RSU and PSU schemes as of March 23, 2026, aiming to enhance long-term corporate value and shared value with shareholders, strengthening management commitment.","jir_og_title":"Hitachi Revises Executive Stock Compensation Plan to Promote Long-Term Value Enhancement","jir_og_description":"Transition of executive stock compensation plan to RSU and PSU schemes clarifies executives\u2019 long-term commitment. Decision made on March 23, 2026.","jir_og_image_url":"\/assets\/og\/company-stock_option.jpg","jir_chart_data_collection":"[]","ir_related_company":6830,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"stock_option","footnotes":""},"sector":[],"importance":[],"class_list":["post-38120","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n