Human Resources and Employee Benefits
We support the continuous growth of our employees and have built a human resource system based on three pillars to help each individual realize their desired career and way of life:
・A career framework that enables diverse workstyles
・A behavioral evaluation system that fosters growth into talented professionals
・Fair treatment in line with performance (pay for performance)
Through these initiatives, we are fostering an environment where every employee can proactively build their career and work with vitality.
Career Development Support System to Support Employees’ Lifestyles
We respect the individual lifestyles and career aspirations of each employee and aim for mutual growth between the Company and its employees by providing multiple career paths and various support programs.
To flexibly respond to changes in values and life stages that may arise during the career development process, we have established mechanisms to continually understand employees’ intentions
and circumstances. When necessary, we create or revise systems to promote an environment in which everyone can work in their own way.
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Introduction of Multiple Career Courses
We have established multiple career courses that employees can choose in accordance with their workstyle preferences and career orientations.
Courses based on career orientation Company Course: A course for driving the growth of individual Group companies. Group Course: A course for responding to changes in the external environment and promoting business transformation and new business development.
Courses based on preferred workstyle
Management Course: A course for engaging in organizational management and business development. Professional Course: A course for utilizing specialized knowledge and skills to advance operations. Associate Course: A course specialized in support duties for employees.
These career courses are designed to allow employees to flexibly choose in line with their values and life stages. Their purpose is to realize long-term career visions while achieving mutual growth between the company and its employees. -
Long Service Award System
We have established a system to recognize employees for every five years of continuous service, expressing our gratitude for their contributions to building our corporate culture and driving business growth. At the time of recognition, employees are granted a special bonus and paid leave in accordance with their years of service. -
Post-Retirement Reemployment System
The mandatory retirement age is set at 65. However, we offer a reemployment system that allows employees to continue working until the age of 70, depending on their health condition and willingness to work. -
Side Job Support System
To support employees’ career development and lifestyles, we have established a system that permits side jobs under certain conditions, such as not competing with the Group’s businesses, not resulting in overwork, and having at least five years of service after joining the Group as a new graduate. -
Qualification Acquisition Support System
We have established a system that subsidizes all or part of the costs for employees who obtain qualifications certified by each Group company. Through this system, employees can acquire specialized knowledge and skills, thereby expanding business opportunities while also enhancing their own market value. -
Boomerang System
Since our founding, we have valued fostering a culture and environment that make it easy for former employees to return, and for this purpose we have established the Boomerang System. Regardless of the reason for leaving, many former employees have rejoined the company, with some even going on to serve as executive officers after their return. This flexible corporate culture—one that respects individual career choices and embraces the desire to take on new challenges again—has taken root alongside the system itself. -
Support for Individual Asset Formation
We do not have a retirement allowance system. This is because the value of money fluctuates over time, creating the risk that the promised amount may not retain its value in the future, and because the structure of such a system requires employees to remain until retirement age in order to fully exercise their rights.
As an alternative, we have introduced a shareholding incentive program, under which a 100% incentive is provided on contributions at the time of enrollment. This program supports the long-term asset formation of each employee while also fostering a stronger sense of participation and ownership in corporate management.
Systems and Support for Employees’ Life Events
We maintain various systems that support diverse workstyles in order to minimize the impact of life events on employees’ careers and to ensure that their careers can continue seamlessly even after returning to work. In particular, with regard to life events such as pregnancy, childbirth, and childrearing, we recognize that each individual’s health condition and household circumstances differ. Accordingly, we respond flexibly to individual cases to create an environment where employees can continue working with peace of mind.
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Shorter Working Hours System
As one of the frameworks that make diverse workstyles possible, we have introduced a shorter working hours system. This system allows employees to choose flexible workstyles, such as working three days a week or five hours a day, in line with time constraints arising from life events. In practice, many employees actively make use of this system. -
Career Support Before and After Childbirth
Physical changes during pregnancy and after childbirth, as well as the family environments that support childbirth and childcare, differ for each employee. For this reason, specialized HR staff conduct careful interviews to understand individual circumstances and, wherever possible, provide flexible support such as adjusting work locations or job responsibilities in line with employees’ wishes and life stages.
In addition, childcare leave is available to all employees regardless of employment status, and we are promoting the creation of an environment where everyone can balance childbirth, childcare, and their careers with peace of mind. -
Congratulatory and Condolence Payment System
We provide congratulatory payments for life events such as marriage and childbirth, and condolence payments in the event of the death of a close relative. This system is operated to support employees in their important life events and to express our recognition and care.
Support for Living Wages
We not only comply with legal minimum wage requirements but also strive to maintain wage levels that enable employees to work with a sense of fulfillment. Furthermore, aiming to realize pay-for-performance at higher levels, we regularly review our human resource systems and continuously improve our compensation schemes. Through these initiatives, we seek to achieve both higher employee income and greater motivation.
Freedom of Association and Collective Bargaining
Although enterprise-based labor unions are not currently organized within the Group, we respect the freedom of association and the right to collective bargaining as stipulated in the Constitution. In Japan, in accordance with the Labor Standards Act, we conclude “Article 36 Agreements” (agreements on overtime and holiday work) with representatives of the majority of employees at each business site. These agreements apply to all employees, excluding those in managerial and supervisory positions.
Employee Engagement
We believe that continuously raising employee motivation, satisfaction, and engagement leads to enhanced corporate value. Accordingly, we conduct annual employee surveys. At the same time, we calculate engagement scores every year to ascertain current conditions and improve working environments. We then analyze these scores by organization and address individual issues to drive solutions and improvements.
| Item | 2022 | 2023 | 2024 | 2025target |
|---|---|---|---|---|
| Engagement Score | 4.68 | 4.90 | 4.96 | 5.00 |
* Calculated by a proprietary method based on eNPS (Employee Net Promoter Score) values
Encouraging Participation in Volunteer Activities
Through its diversified business operations, the S-Pool Group has entered into regional
agreements with numerous municipalities and actively contributes to local communities as
part of its business activities. At the same time, we implement a variety of initiatives
to support recovery in local communities that are closely connected to our business
operations in the event of natural disasters.
In particular, for volunteer activities in disaster-affected areas, we have established
an internal system to dispatch employees when disasters occur. Employees work alongside
local residents to carry out the necessary activities, while the Company also provides
supplies needed for such activities as well as goods essential for recovery support.