Human Resources Development and Workstyle Reforms
Initiatives for Employees
Policy
Policy on human resources development
1. Keihanshin Building has established in its corporate philosophy: "to act efficiently, evolve, and
create a vital corporate atmosphere." To achieve sustainable future growth, we will focus our
efforts on developing the human resources that are at the heart of this corporate atmosphere.
2. Based on the belief that "the growth of a company is nothing other than the sum of the growth
of its individual employees," we will actively work to acquire diverse human resources and
develop each employee according to his/her individuality, personality, and values.
3. We will encourage our diverse human resources to autonomously grow in the right places,
whether they are new graduates or experienced hires, regardless of their gender or age.
Policy on workplace environment development
1. In order to achieve efficient management with a small number of employees, we will create a
workplace environment where employees with diverse individualities, personalities, and
values respect each other, and where every employee can achieve their full potential according
to their abilities.
2. We promote health and productivity management and strive to maintain and improve the
health of our employees so that they can thrive both physically and
mentally.
3. We strive to improve productivity and operational efficiency, as well as to create a safe and
comfortable work environment that maximizes the potential of each and every one of our
employees by developing structures and systems that enable diverse work styles that take
into consideration the work-life balance of our employees.
Strategy
The Company is committed to improving its human capital based on the belief that the company growth is nothing other than the sum of each employee's growth. We have defined the ideal types of human resources we seek based on our corporate philosophy, and are pursuing a human resources strategy linked to our Long-Term Business Plan.
Human capital management model
Promote human resources development
In addition to the existing real estate leasing business, the Company has announced in its Long-Term Business Plan to engage in new businesses including revolving-type investment business. As the achievement of the Long-Term Business Plan involves a challenge of having human resources who will lead new businesses, we will strive to recruit, train and allocate specialist human resources in line with the business strategy, to improve the Company's corporate value while maintaining efficient management by a small number of people.
Requirements for ideal human resources for new businesses (industry experience and skills)
Initiatives for workplace diversity
We believe that incorporating diverse values in the Company will lead to its development in a society that is becoming increasingly diverse and complex. We encourage our diverse human resources to autonomously grow in the right places, whether they are new graduates or experienced hires, regardless of their gender, age or nationality.
To drive the fostering of female managers, the Company has been working to help employees balance work and childcare, foster a corporate atmosphere that encourages employees to take childcare leave, and support their career development through trainings and other programs.
Increase the ratio of female managers
● Training for female candidates for managerial positions, measures to support human
resources development, and support for balancing work and childcare
Increase diversity in skills and industry experiences; senior age employees playing more active roles
● Recruit professional and experienced personnel from outside to provide valuable commercial
space with high BCP performance, environmental performance, and comfort
▶ Share and inherit the wealth of knowledge and experience from senior age employees and
others experienced in the real estate and construction industries
Number of senior age* employees (persons)
*60 years or older
| 2020/3 | 2021/3 | 2022/3 | 2023/3 | 2024/3 | |
|---|---|---|---|---|---|
| Number of senior age employees |
13 |
14 |
14 |
14 |
19 |
Internal awareness-raising activities
● Encourage all employees to take part in human rights training programs and universal
manners tests to help employees accept diversity and maintain a sound workplace
environment without discrimination
Creating systems to improve operational efficiency and productivity
Under the commitment to act efficiently, evolve, and create a vital corporate atmosphere stated in the Company's corporate philosophy, we strive to improve our operational efficiency and productivity with the aim of strengthening our capabilities to drive business froward.
By improving a work environment and promoting digital transformation, we will strengthen and maintain our competitiveness through improved productivity, more efficient operations, and business model reforms while avoiding risks associated with changes in the business environment, through which we aim to enhance the Company's corporate value.
Creating a pleasant work environment
The Company strives to create a safe and comfortable work environment that helps every employee to achieve their full potential. By helping employees to balance their work and personal lives, we will increase our competitiveness in the recruitment market, while maintaining efficient management by a small number of people.
Improve productivity by allowing employees to maintain good balance between work and personal lives
● Consecutive leave and anniversary leave systems
Help employees to balance work and personal lives
● Encourage employees to take childcare/nursing care leave
● Flextime system
Improve a workplace environment
● Expand office space to improve productivity and prepare for future increase in personnel
| 2020/3 | 2021/3 | 2022/3 | 2023/3 | 2024/3 | |
|---|---|---|---|---|---|
| Number of individuals who took maternity/ childcare leave (persons) |
1 |
2 |
1 |
1 |
1 |
| Number of individuals who returned to work (persons) |
1 |
0 |
1 |
2 |
1 |
Health and Productivity Management
The Company is committed to health management based on the understanding of the importance of the health and safety of employees who are the foundation of its business. The Company was recognized as a 2025 Certified Health & Productivity Management Outstanding Organization (SME Category) by the Ministry of Economy, Trade and Industry and the Nippon Kenko Kaigi, an organization that operates the recognition program.
Health and Productivity Management Declaration
One of the principles under our Corporate Philosophy is "To provide valuable commercial space to customers so as to contribute to the community through the advancement of customers' and our businesses." We believe that in order to realize this philosophy it is important for each of our employees to improve productivity and performance through maximizing their own abilities while aiming to maintain and improve their health, and we declare our commitment to health and productivity management.
President Tsuneo Wakabayashi
Risk Management ( and Creation of Opportunity)
Enhancement of employee engagement
The Company strives to foster a corporate atmosphere in which employees can achieve their potential with a sense of purpose. To increase employee engagement (empathy, attachment, and willingness to contribute to the Company), the Company will work to raise employees' awareness of participation in management and encourage them to take on challenges on their own. These will lead to the Company's business growth and enhancement of its corporate value.
Going forward, the Company will work to continuously brush up on its human capital management by measuring employee engagement through organizational diagnosis surveys* and dialogue with employees. We will continue to work to promote new businesses and sustainable management through a process of trial, error, and trial again, and strive to foster a corporate atmosphere that enables each and every employee to grow through creativity and challenges, in keeping with our corporate vision in 10 years' time in the Long-Term Business Plan.
*Surveys on all the experiences gained by employees through their involvement with the
company, conducted once a year.
Indicators and Targets
・Investment amounts associated with human resources development (per person)★
(Target: 100 thousand yen per person) : Result in FYE March 2024: 118.5 thousand yen
・Male-to-female ratio among new recruits (Five-year average)★ (Target: 50%) :
Result in FYE March 2024: 62.5%
・Ratio of female managers
(Target: 10% or more by FYE March 2031, 30% or more by FYE March 2041) :
Result in FYE March 2024: 8.3%
・Average monthly working hours per person
(Target: Year-on-year reduction) : Result in FYE March 2024: 155 hours/month (±0 hours)
・Paid leave utilization rate★ (Target: 70% or more) : Result in FYE March 2024: 82.1%
・Health checkup uptake rate★ (Target: Maintain 100％) : Result in FYE March 2024: 100％
★...KPI