FORTINET, INC.(page 15 / FORM-10K for the fiscal year ended December 31, 2018)
Our ability to continue to attract and retain highly skilled personnel will be critical to our future success. Competition for highly skilled personnel is frequently intense, especially for qualified employees in network security and especially in the locations where we have a substantial presence and need for highly skilled personnel, such as the San Francisco Bay Area and Vancouver, Canada. […] New hires require substantial training and may take significant time before they achieve full productivity. Our recent hires and planned hires may not become productive as quickly as we expect, […] Furthermore, hiring sales personnel in new countries requires additional setup and upfront costs that we may not recover if the sales personnel fail to achieve full productivity.
Palo Alto Networks, Inc. (page 18 / FORM-10K for the fiscal year ended July 31, 2018)
Moreover, our products must interoperate with our end-customers’ existing infrastructure, which often have different specifications, utilize multiple protocol standards, deploy products from multiple vendors, and contain multiple generations of products that have been added over time. As a result, when problems occur in a network, it may be difficult to identify the sources of these problems.
CA, Inc.(page 12 & 15/ FORM-10K For the fiscal year ended March 31, 2017)
we have incurred, and expect to continue to incur, significant research and development costs as we introduce new products and integrate products into solution sets. If there are delays in new product introduction or solution set integration, or if there is less-than-anticipated market acceptance of these new products or solution sets, we will have invested substantial resources without realizing adequate revenues in return. […] Effective succession planning is also important for our long-term success. Failure to ensure effective transfers of knowledge and smooth transitions involving key employees could hinder our strategic planning and execution. Our success depends in a large part on the continued contribution of our senior management and other key employees.
CHECK POINT SOFTWARE (page 7 / FORM-10K For the fiscal year ended December 31, 2018)
The information and network security industry is characterized by rapid technological advances, changes in customer requirements, frequent new product introductions and enhancements, and evolving industry standards in computer hardware and software technology. In particular, the markets for data security, Internet and intranet applications are rapidly evolving. […] We must also continually change our products in response to changes in network infrastructure requirements, including the expanding use of cloud computing. Further, we must continuously improve our products to protect our customers’ data and networks from evolving security threats.
Symantec Corporation (page 11 / FORM-10K For the Fiscal Year Ended March 29, 2019)
Our future success depends upon our ability to recruit and retain key management, technical (including cyber-security experts), sales, marketing, finance, and other personnel. […] Competition for people with the specific skills that we require is significant, especially in and around our headquarters in the Silicon Valley, and we face difficulties in attracting, retaining, and motivating employees as a result. In order to attract and retain personnel in a competitive marketplace, we must provide competitive pay packages, including cash and equity-based compensation. Additionally, changes in immigration laws could impair our ability to attract and retain highly qualified employees. If we fail to attract new personnel or fail to retain and motivate our current personnel, our business, results of operations and future growth prospects could suffer.
事業戦略の優先事項と整合した人材開発・採用・評価 ～Synchronize Strategy and Talent～ 集客導線や購買プロセスのデジタル化が進み、企業と顧客が出会う場所がダイナミックに変化を続けています。一方で、企業の情報インフラは非常に入り組んだ構成になっており、複数のITベンダーに依存してしまっているのが現状でしょう。それぞれの設定や仕様が、ヴェンダーごとに異なるこうした状況は、サイバーセキュリティ企業でさえ、障害時の原因究明を困難にさせている。