Creating pleasant working environments and developing diverse human resources

Creating Worker-friendly Workplaces

Progress in Initiatives Advanced by Work-life Balance Promotion Office

We believe promoting work-life balance is an important issue. The Work-Life Balance Promotion Office, established in January 2014 as a unit that reports directly to the President, promotes diverse working styles.
To accompany our in-place system for requesting vacation in increments as small as half a day, we introduced the "refresh" vacation system in April 2015, and as a result, the usage rate for paid vacation days climbed to 70.1% in fiscal 2015, a sharp jump from a 33.0% rate in fiscal 2014.

Comparison of Total Working Hours

Since April 2016, we further refined our vacation system so employees can request vacation in increments as small as one hour. We believe this will enable employees to adopt even more diverse working styles.
Introducing an at-home telework system for employees who are raising children or taking care of family members, we will work to build workplaces where each individual can fully harness their capabilities and potential.

Action Plan Goals The Kurumin mark

Developing Diverse Human Resources

Cross-divisional Training

In addition to our human resource development system, a cross-divisional training program commenced in fiscal 2014 aimed at bolstering the entire organization as part of an initiative to improve our vertical organizational structure.
In fiscal 2015, a total of 280 employees--core representatives from each division and department--came together over three sessions to share information, exchange views, and propose new initiatives that extend beyond the boundaries of our organizational chart. The training sessions focused on renewing mutual understanding of tasks across divisions and departments, intra-company interaction, work-life balance, labormanagement problems, and the like.

Employee Training System

The regular training system is essentially split along two lines: training according to employee rank and training according to division. The former is designed to enable all employees to obtain the knowledge and capabilities they need in a series of stages. The latter is aimed at enabling employees to polish their expertise and thus improve customer satisfaction.

Fiscal 2013 results Fiscal 2014 results Fiscal 2015 results
Number of training programs 3 7 10
Number of participants 460 2,739 3,220
Training costs per-person ¥76,326 ¥77,087 About ¥81,218
Number of training days 70 163 408

■ Training According to Employee Rank

Training According to Employee Rank

■ Training According to Division

Training According to Division

Support for Employees Seeking to Obtain Qualifications

We support the efforts of employees to obtain every category of public qualification directly linked to operations at our businesses such as real estate transaction specialists, first-class architects, first-class building operation and management engineers, and financial planners.

Program for language skill improvement (English)

We award employees with a bonus depending on their TOEIC score.

Training with Specified Purposes

We provide regular training as necessary for specified purposes such as mental health training, compliance training, work-life balance training, and training on how to promote female participation in the workplace.

Stakeholder's Voice

Promoting Employment of Disabled People

With the aim of promoting the use of diverse human resources and creating a workplace that also motivates the disabled with a sense of larger purpose, we have taken steps to hire disabled employees.
In 2009, Leopalace Smile Co., Ltd. was established as a special subsidiary to employ more of the disabled, and we now have 25 disabled employees.
In fiscal 2015, the Elderly Care Business at the parent company achieved an annual average disabled employee ratio of 2.06%, and from fiscal 2016, we will continue to advance initiatives ahead of the scheduled 2018 revision to the statutory employment rate set by the law promoting employment of the disabled.

Leopalace Smile
Fiduciary businesses of Leopalace Smile
Sorting mail
Shredding documents
Cleaning offices
Creating content-certificated electronic mail
Creating business cards
Employment ratio of disabled people
April 1, 2008 1.51%
April 1, 2009 1.63%
April 1, 2010 1.96%
March 31, 2011 2.09%
March 31, 2012 2.05%
March 31, 2013 2.07%
March 31, 2014 2.07%
March 31, 2015 2.04%
March 31, 2016 2.06%

More information about corporate responsibility activities

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