▪ In 2019, we introduced the mandatory retirement age of 65 to provide our employees with the option to continue working past ▪ Encourage the use the teleworking, flextime, and job return systems.▪ Encourage employees to take childcare leave and family care leave (in particular, encouraging male employees to take childcare leave).▪ The work style reform committee identifies the work situation and develops and implements measures to curtail prolonged ▪ Organize work style reform competitions that encourage employees to think about, propose, and practice their own work styles.▪ Enhance work efficiency, labor savings, and labor productivity through DX promotion and BPO (business process outsourcing) ▪ Establish a diversity promotion committee to identify the current state of and challenges in diversity management and to plan ■ Indicators concerning “work style reforms and diversity promotion” (2023 targets and status)ActionRate of achieving eight full days off every four weeks at construction sitesAchieving work style reforms through improved productivityEmployees overtime work (annual average of unscheduled work hours)Ratio of annual paid holidays takenProviding workplaces where women can thriveRatio of female workers among new recruitsRatio of male workers taking childcare leaveIndicatorFY 2023 targets300 hours or less in a yearFY 2020100%74.1%320 hours a year60% or more52.0%25% or more12.5%50% or more25.9%AchievementsFY 202176.8%329 hours a year53.2%22.0%63.6%36In 2016, we defined T-Shaped Professionals as individuals equipped with both deep expertise (vertical part) and general interpersonal skills (horizontal part). We will develop and nurture a corps of T-Shaped Professionals by emphasizing and enhancing general interpersonal skills.■ Both the Company and all its employees will continue to grow through ongoing management-employee joint efforts to pursue work style reforms in an open-minded spirit. This approach seeks to question things taken for granted to date; to create a supportive working environment for all; and to achieve both productivity enhancements for the Company and a work-life balance for everyone.■ We acknowledge and respect diverse values and ways of thinking to invigorate organizations and accelerate innovation. We seek to promote environments in which everyone can fulfill their potential.the age of 60.work hours.of non-core tasks, and other similar measures.and promote necessary measures.Actions involving human resource developmentGroup trainingIn 2016, we introduced Human Power Training to enhance the well-rounded general capabilities that can be acquired through intellectual, social/interpersonal, and self-governing skills. From new recruits to managers, regardless of job categories and levels, all employees undergo step-by-step training to acquire the well-rounded general capabilities needed to enhance personal growth and act decisively and effectively.Supports for employee initiatives to acquire qualificationsIn FY 2017, as part of measures to promote qualification acquisition for employees, we introduced e-learning that allows employees to participate in courses to acquire qualification for First-Class Construction Management Engineer in civil engineering, construction, plumbing, and electrical work via personal computers as well as smartphones. We provide full support to encourage employees to acquire necessary qualifications through financial support and rewards for obtaining specified qualifications.A Human Power Training sessionMajor actionsPromoting work style reforms and diversity management
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