Resona Holdings has partially revised the performance-linked equity compensation scheme in line with its mid-term management plan starting from FY2026, and has approved its continuation. The document details the targeted executives, evaluation metrics, and the mechanism of stock issuance.<\/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":"8308","jir_company_name":"Resona Holdings","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-05-12","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/05\/8308-20260512-05.pdf","jir_short_summary":"Resona Holdings has partially revised the performance-linked equity compensation scheme in line with its mid-term management plan starting from FY2026, and has approved its continuation. The document details the targeted executives, evaluation metrics, and the mechanism of stock issuance.","jir_summary":"### Scheme Overview\nResona Holdings approved at the Board of Directors meeting to partially revise and continue the performance-linked equity compensation scheme introduced in FY2020, aligning it with the mid-term management plan starting from FY2026. The scheme grants stocks and monetary rewards to executives, utilizing evaluation indicators such as ROE, total shareholder return, and non-financial metrics. Eligible participants of the scheme include our executives and directors\/executives of group banks. The scheme's details regarding stock issuance and transfer restriction agreements are also thoroughly defined.\n\n### Future Outlook and Impact on Shareholders\nThe revision aims to enhance the linkage between corporate value improvement and shareholder value. The targeted period spans three business years from March 2027 to March 2029, with an authorized points cap of 6,930,400 points. Provisions for stock issuance and monetary compensation upon retirement are clearly outlined to incentivize executives and promote sustainable corporate growth.","jir_financial_highlights":"Maximum points for stock issuance: 6,930,400 points (Newly established, no previous information)\nEligible scheme participants: Our executives and directors\/executives of group banks (Scheme continuation and scope clarification)\nTrust period: From August 7, 2020 until end (No change)","jir_category":"","jir_hashtags":"#ResonaHoldings, #IRType, #JapanStocks","jir_key_figures":"Maximum points for stock issuance: 6,930,400 points\nTarget period: The three business years from March 2027 to March 2029\nEligible participants: Our executives and directors\/executives of group banks","jir_meta_title":"\u3010Resona Holdings\u3011Scheme Revision and Continuation | May 2026","jir_meta_description":"Resona Holdings has revised its stock compensation scheme in line with its FY2026 mid-term management plan, detailing measures to strengthen executive incentives and enhance corporate value.","jir_og_title":"\u3010Resona HD\u3011Stock Compensation Scheme Revision | May 2026","jir_og_description":"Resona Holdings has approved the revision and continuation of its scheme starting FY2026. It aims to promote executive incentives and corporate value growth.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":6899,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"financial_summary","footnotes":""},"sector":[],"importance":[],"class_list":["post-48067","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n