As a leading company in the industry, we are committed to creating a workplace that takes into consideration the working environment of our employees. This supports our aim of providing a lasting supply of high-quality properties. We ensure that all employees have time to share the way of Star Mica and implement work smart using IT, etc. In this way, we maintain an open work environment, combining innovation and renovation. We also use the knowledge gained from our business activities to conduct activities that contribute to the academic field and nurture entrepreneurs.
To achieve an open and flat organizational culture as set out in our action guidelines, we limit the hierarchy of employees to three levels: directors, managers, and staff. We also organize various committees and projects, and we have a mechanism that allows for a free exchange of opinions beyond the boundaries of the department.
Amid the simultaneously progressing low birthrate, aging population, and population decline, the government aims to maintain economic growth through initiatives such as the promotion of work-style reform. Japanese society is now at a major turning point. Since we are a small but specialized organization, each of our employees has a considerable workload. We are promoting the sharing of documents using cloud systems and remote work using mobile devices as we strive to enhance labor productivity. Our average overtime is 17.0 hours per month and we have a system that is flexible enough to allow for shortened working hours for those with responsibilities such as childcare and nursing care.
In our action guidelines, we view individual growth as depending on motivation and ambition, and we encourage our employees to continue learning. We have prepared a step-by-step curriculum that leads to skill development through various in-house training programs.
We have a 360-degree evaluation system through which all employees, including officers, receive feedback from multiple colleagues. This system provides a valuable opportunity for individual employees to gain insights.
We have introduced a mentoring system to help employees get to know the climate and culture of the Company. Mentors are not limited to senior employees from the department to which they are assigned. Instead, they include employees from a range of departments so that a wide range of perspectives can be presented. We also provide continuous guidance to our employees so that they can become not only employees of the Company but also useful members of society.
For more information on our employee development initiatives, please refer to results of the overview and duration of skill development training for employees section in 3-2 of “Sustainability Initiatives”.
We have worked with a healthcare services company to introduce an employee program that can be used as part of health promotion. Subscribers gain access to services such as obtaining a second opinion from a physician and finding a hospital.
We have introduced a service to prepare for the event of a major disaster, which could happen at any time. We believe this will contribute to the psychological safety of employees in the event of a disaster.