Investment in human capital
Basic Policy
In our construction equipment rental business model, we believe that the added value we can
provide to
our customers is not from the construction equipment itself, but from each and every employee. Therefore,
it is important to increase the value of human capital by thoroughly training human resources and
improving their skills. The following two initiatives will serve as fundamental principles that the
additional policies listed below will realize.
(1) Engagement
The following three action guidelines are at the core of the Group’s operations.
- Pursue innovation and mobilize every resource to energize our company
- Always remember Kanamoto competes for profits
- Maintain a self-directed and independent mind
Based on these guidelines, we have been working to improve employee loyalty for many years, and aim to
further
increase this to an engagement where the company and employees trust each other.
(2) Diversity and Inclusion
We will foster a sense of unity that allows us to recognize and accept differences among employees, such
as race,
nationality, gender, and age.
- Among the full-time 2,015 employees, 23 are non-Japanese, or 1.1%
- As of June 2024, the employment rate of persons with disabilities is 3.75% (the statutory employment
rate is
2.5%)
- The ratio of new graduate hires to career hires is 34.3%/65.7%.
The ratio of managers and employees was nearly equivalent to that ratio at 35.5%/64.5%.
In-house Environment Improvement Policies
We will create an environment where employees can work safely with good mental and physical wellbeing
(1) Strengthen health and safety systems
(2) Maintain and improve physical and mental healt
- In November 2022, we introduced a cafeteria plan for employees called Benefit Station
- In March 2023, the conventional system in which there were seven holidays for every four weeks of
work was changed to eight holidays for every four weeks of work
- The president announces Kanamoto’s Health and Productivity Management Declaration in October 2023;
Company is recognized as a Certified Health & Productivity Management Outstanding Organization
(3) Anti-harassment measures
- Conducted an e-learning course on anti-harassment for all managers in February 2022, totaling
approximately 220 minutes and continue to provide anti-harassment training for employees to be promoted
in future as well
Enhancement of investment in human capital
We will expand human capital investment with the aim of improving productivity and establishing a
competitive
advantage.
1. Improved salary levels and engagement to enhance our employee retention
rate
- Constant raises to salary levels and review of various allowances
- Clarification of career paths and vitalization of career progression based on screening and
self-assessment
2. Enhanced internal training to provide career development opportunities
- Improved internal training via stronger collaboration with business divisions and the DX Strategy
Office →
Moving from upskilling to reskilling
- stablish permanent training facilities
3. Internal expertise sharing to enhance productivity
- Promotion of internal expertise sharing by utilizing e-learning platforms
Investment in human capital
Basic Policy
In our construction equipment rental business model, we believe that the added value we can provide to our customers is not from the construction equipment itself, but from each and every employee. Therefore, it is important to increase the value of human capital by thoroughly training human resources and improving their skills. The following two initiatives will serve as fundamental principles that the additional policies listed below will realize.
(1) Engagement
The following three action guidelines are at the core of the Group’s operations.
Based on these guidelines, we have been working to improve employee loyalty for many years, and aim to further increase this to an engagement where the company and employees trust each other.
(2) Diversity and Inclusion
We will foster a sense of unity that allows us to recognize and accept differences among employees, such as race, nationality, gender, and age.
The ratio of managers and employees was nearly equivalent to that ratio at 35.5%/64.5%.
In-house Environment Improvement Policies
We will create an environment where employees can work safely with good mental and physical wellbeing
(1) Strengthen health and safety systems
(2) Maintain and improve physical and mental healt
(3) Anti-harassment measures
Enhancement of investment in human capital
We will expand human capital investment with the aim of improving productivity and establishing a competitive advantage.
1. Improved salary levels and engagement to enhance our employee retention rate
2. Enhanced internal training to provide career development opportunities
3. Internal expertise sharing to enhance productivity