Creating a rewarding workplace
We regard human resources as our main business assets, and believe creating a fair and comfortable workplace is essential for employees to maximize their individuality and abilities. We are also working to enhance our HR and welfare programs to enable employees to have a productive life in the TechnoPro Group.
In order to detect issues and plan appropriate measures, we conduct an ‘ES survey’ (Employee Satisfaction Survey) annually. As well as feeding back the results of the survey to employees, we regard ‘continuing to improve employee satisfaction’ as a matter of upmost importance, and confirm and verify the effectiveness of the measures in the following year’s questionnaire.
As a ‘Tokyo Workstyle Reform Declaration Company,’ approved by the Tokyo Metropolitan Government in 2016, we are not only complying with laws and regulations, but actively working from a viewpoint of work-life balance to eliminate long working hours and promote vacation taking. We monitor ‘paid leave use’ and ‘average monthly hours of overtime’ as material KPIs. In addition, we maintain leave and reduced hour systems to support balancing work and childcare, so that employees can achieve results regardless of gender or changes in their life stage and situation. Furthermore, we are gradually progressing with initiatives for flexible and diverse work styles, such as the introduction of a system for taking paid leave on an hourly basis, as well as teleworking.
TechnoPro Holdings, Inc. joined the “Iku-Bosu Corporate Alliance” organized by Specified NPO Fathering Japan as part of its diversity promotion initiatives in March 2022. The executives and managers of the Group deeply understand that talents of various backgrounds working together in a considerate manner can bring better performance, and declare that they continue to be “Iku-Boss,” who support each employee not only in his/her professional career but also in life.
We are putting effort into health support based on the belief that vigorous work from physically and mentally healthy employees leads to a vibrant company. We are enhancing our various consultation services, beginning with the introduction of EAP services, as well as providing thorough health checkups, working to improve our stress check take-up rate, and other initiatives.
Every year since 2020, we have planned and implemented health-related initiatives and participated in the "Health Management Survey" conducted by the Ministry of Economy, Trade and Industry (METI) to receive third-party evaluation.
We have been recognized by the Ministry of Economy, Trade and Industry and Nippon Kenko Kaigi as a "Health Management Outstanding Organization Program (Large Enterprise Category) " for three consecutive years, starting in 2020.
Initiatives for General Health
• Health Promotion Support Navi
We have established a "Health Promotion Support Navi" page on our internal portal site to provide information and consultation regarding the physical and mental health of our employees and support for balancing work and medical treatment.
•Health information in our quarterly in-house newsletter
We provide health information in our quarterly in-house newsletter, the TechnoPro Newsletter.
•Regular health checkups
All employees received regular health checkups in 2020.
•Stress check test
A stress check test is conducted once a year for all employees.
•Response to the spread of coronavirus infection
・Establishment of "Mental Health Care Consultation Service for Coronavirus
・Introduction of telecommuting and flextime systems
・Relaxed restrictions on the use of private vehicles for commuting
・Introduced a special paid leave system for an employee who tests positive, becomes a close contact, or has to deal with a school closure.
・Develop guidelines of infection prevention for employees.
Initiatives for Mental health
The TechnoPro Group has formulated a "Mental Health Development Plan" based on the "Four Care for Mental Health" guidelines of the Ministry of Health, Labor and Welfare, and is working to ensure that all employees can work with vitality and vigor.
In addition, we have established regular debriefing sessions on the mental health measures of the outsourced EAP companies and our Group, and the results are reported to the board of directors for reflection and improvement in the next year's action plan.
• Employees receive support from qualified consultants to ensure maximum individual performance
The TechnoPro Group has established a consultation desk for issues confronting employees, allowing employees to devote themselves to their work and maximize their performance.
This consultation is provided by qualified personnel who have a wealth of specialized knowledge and experience. We also have a support system in place to resolve problems and reduce stress before they become major issues. • Having a full lineup of consultants familiar with technical industries and issues faced by engineers.
Dispatching counselors familiar with technical industries and the business of our group (dispatching/contracting/outsourcing, etc.) means we are able to respond smoothly to issues unique to our business. These can include being unable to communicate clearly with staff in charge at the assigned destination, personal relationships within the project team, and differences in policies between dispatcher and dispatched staff. • Fostering an approachable organizational culture
It takes courage for a troubled employee to seek counselling and, in some cases, they may not be aware of needing help. Techno-Pro Group conducts mental health self-care awareness (for employees) and training in line care (for supervisors) to promote the importance of ‘recognizing symptoms early.’ The company strives to create an atmosphere in which people feel comfortable to accept counselling. •Mental health counselling
TechnoPro provides professional counselling via a subcontracted EAP (Employee Assistance Program) company. In addition to mental health, counselling on the following is also available:
- Work related matters: Human relations at work, future career path, etc.
- Family life: Childcare, nursing care, marital relationships, parent-child relationships, child problems, etc.
- Social life: Living environment, cross-cultural support, etc.
- Life events: Sickness, marriage, divorce, etc.
Initiatives for harassment prevention
In addition to clearly stating that harassment is prohibited in our work rules, we are creating a comfortable workplace, maintaining an environment where workers can easily have regular consultations by ensuring that the laws and our group policies are well known, and by implementing ongoing improvement via training. In the event an incident occurs, a specialized department will investigate and take appropriate action.
We have established contact points for harassment both externally and internally to make them accessible to our employees.The in-house contact point consists of counselor representatives who are qualified as anti-harassment consultants, senior industrial counselors,and psychological counselors, etc. These offices provide consultation on various types of harassment.
- Power harassment
- Sexual harassment
- Harassment related to pregnancy, childbirth, childcare leave, nursing care leave, etc.
• Training for employees
Training on workplace harassment prevention is provided to employees. In addition, training on workplace harassment response, power harassment prevention, and sexual harassment prevention is provided to executives and managerial employees as part of regular training programs.
•Publication of Booklet
We have published a booklet entitled "STOP! Harassment Book" to educate our employees.
In order to enable employees to take active roles nationwide and in various positions, we provide allowances related to job appointments, company housing systems, and various subsidy systems for supporting qualifications and self-development, as well as offering job postings to support employee-driven independent career development. In addition, with the aim of improving satisfaction and motivation, we are also introducing a training oriented personnel evaluation system and continuing with management skill training.
We provide a ‘TechnoPro Group Employee Stock Ownership Plan,’ ‘Retirement Benefits (Corporate Defined Contribution Pension System)’ and a ‘Savings System’ to support employee asset formation. In addition to encouraging employees to independently work towards asset creation after retirement by providing information on asset management and investment in defined contribution pension plans, we are making efforts to support employees’ life plans by methods such as holding free ‘money seminars.’
For the purpose of stimulating communication and interaction among employees, as well as addressing a lack of exercise and promoting mental refreshment, we assist by contributing a portion of activity expenses for internal clubs or societies which have become a company-certified organization and attracted a certain number of employees to attend.
The TechnoPro Group has shop-based labor union, ‘UA Zensen (The Japanese Federation of Textile, Chemical, Food, Commercial, Service and General Workers’ Unions) Human Resource Service General Union (JSGU).’ Throughout the year, labor and management share information on business performance and hold discussions based primarily on solving HR related issues. Going forward, as well as continuing to maintain cooperation for sound labor management through close communication, we strive to create an appropriate business management environment and a rewarding workplace.
*System implementation may differ across group companies.
|Vacation and leave policies, work and break policies||
|Various allowance and expense subsidy policies||
|Health and social insurance related||
|Work Life Balance||
|Asset building support||