In corporate activities, human resources are the foundation and driving force. By fostering the growth of employees and developing the next-generation leaders, the company can grow and contribute to the sustainable development of society.
- Utilization of the JESCO Academy (online education system)
- Support for certification acquisition and technical education
- Development of DX talent for business reform and strengthening competitiveness
- Executive development and young leader training programs
- Education and dispatch/introduction of foreign engineers
- BIM (Building Information Modeling) technician education in Vietnam
Promoting diversity and inclusion (recruiting and appointing foreign nationals, women, and mid-career professionals) fosters diverse perspectives, leading to new creativity and innovation, which in turn contributes to the company's growth and strategy. Furthermore, utilizing diverse human resources helps secure talent in the context of a declining labor force.
- Promoting Diversity
- Setting targets for female recruitment rates
- Building an environment and support system where women can continue to thrive
- Career support for women and foreign employees
- Life support for foreign employees
- Actively recruiting and re-employing motivated older employees
In the face of labor shortages due to declining birth rates and an aging population, improving employee engagement and achieving work-life balance contribute to talent retention and productivity growth. Additionally, productivity improvements and work style reforms driven by DX (digital transformation) to adapt to the new normal era are not only societal demands but also essential for corporate growth and enhancing competitiveness.
- Work style reforms and productivity improvements through DX, AI, and IoT
- Efforts to support childcare and caregiving through telecommuting
- Initiatives to improve employee satisfaction
- Promotion of health management (health-oriented corporate management)
I N F O R M A T I O N
The JESCO Group, regardless of nationality, age, or gender, aims to create an organizational culture where each employee can fully utilize their strengths. To achieve this, we will promote the following five initiatives:
- Empowerment of foreign employees
- Empowerment of older employees
- Empowerment of female employees
- Support for next-generation development
- Establishment of a fair and equitable personnel system
To promote the empowerment of foreign employees within the JESCO Group in Japan, we will consider the following measures:
- Strengthening the support system (e.g., cross-cultural understanding)
- Establishing a follow-up system (e.g., Japanese language education, technical training)
To promote the empowerment of older employees, we will consider the following measures:
- Raising the retirement age
- Reviewing the reemployment system after retirement
- Promoting the employment of older employees
To promote the empowerment of female employees, we will work on the "Action Plan for General Employers Based on the Act on Promotion of Women's Participation and Advancement in the Workplace" and also promote the appointment of female managers.
Action Plan for General Employers (Act on Promotion of Women's Participation and Advancement in the Workplace)
●Plan Duration
From April 1, 2022, to March 31, 2027
●Goal
Ensure that the percentage of female recruits in the JESCO Group's 57th fiscal year (from September 1, 2025, to August 31, 2026) is at least 20%.
●Action Plan
- Develop a mid-term three-year recruitment plan (from the 54th to the 56th fiscal year) by job type.
- Set a mid-term three-year gender ratio target by job type to expand the roles of female workers.
- Set a target of at least 20% female recruits for the 57th fiscal year (from September 1, 2025, to August 31, 2026) and implement the plan.
*Note: Currently, the percentage of women in the entire group is 167 out of 642 employees (26%). The percentage of women in management positions is 21 out of 120 employees (17.5%) – the target is 20%.
To support the development of the next generation, we will work on the "Action Plan for General Employers Based on the Act on Advancement of Measures to Support the Next-Generation Development" and create an environment that enables employees to continue working.
Action Plan for General Employers (Act on Advancement of Measures to Support the Next-Generation Development)
●Plan Duration
April 1, 2024 – March 31, 2027
●Goal 2
Improving the utilization rate of paid leave
*Note: The average utilization rate in the construction industry in 2023 was 57.5%.
●Goal 2
Achieve man childcare leave utilization rate of over 50% and maintain 100% for woman within the planned period.
We will implement a new personnel management system to improve the efficiency of HR and labor operations while establishing a fair and equitable personnel system. To achieve this, we will address the following challenges:
- Centralize personnel data management to provide a clear and comprehensive view of human resources.
- Facilitate prompt and effective internal communication to enhance the self-reporting and goal management systems.
- Streamline talent development and career advancement by collaborating with JESCO Academy.