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.

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 2,018 full-time employees, 22 (1.09%) are non-Japanese nationals
As of June 2025, the employment rate of persons with disabilities is 3.28% (the statutory rate is 2.5%)
Among full-time employees, the ratio of new graduates to mid-career hires is 38.6% to 61.4%, and among managerial positions, the ratio is approximately similar at 36.1% to 63.9%

In-house Environment Improvement Policies

We will create an environment where employees can work safely with good mental and physical wellbeing

Strengthen health and safety systems
Maintain and improve physical and mental health
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

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
Establish permanent training facilities

3. Internal expertise sharing to enhance productivity

Promotion of internal expertise sharing by utilizing e-learning platforms