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Working Environment

Human Resource Development

Education system

Upon joining the company, your journey begins with a comprehensive orientation at your assigned department, covering company regulations and an overview of our operations. Following this, you will receive a detailed briefing on your specific duties before transitioning into your role. We provide training programs tailored to individual skill levels, ensuring that even those without prior experience can acquire the necessary skills smoothly. In addition to hands-on On-the-Job Training (OJT) with supervisors and senior colleagues, we conduct three scheduled interviews during the probation period. This structured communication ensures you have the support and guidance needed to grow confidently within our team.

Study Tour

 

The aim is to develop human resources who can play an active role globally with new values ​​and a broad perspective through international exchange. We also aim to build relationships with local business people, acquire and improve overseas management skills, and English conversation skills.

Reports from training participants

Rating system

Employees meet twice a year with their superiors and senior colleagues to review their daily work and set goals to improve their individual skills, providing an opportunity for continuing education to increase the value of each employee.

Employee Welfare

At Toprise, we provide employee benefits to support our employees now and in the future, so that each employee can live a secure and fulfilling life.

Welfare service

Benefit Station

Refresh yourself from everyday fatigue!
Various preferential services are available at participating cinemas, accommodations, restaurants, etc.

Other

Action Plan based on the Act on Advancement of Measures to Support Raising Next-Generation Children

In order to develop an employment environment where employees can demonstrate their abilities, balance work and life, and create a comfortable working environment, we will formulate the following action plan.

1. Planning period

April XNUMX, XNUMX – March XNUMX, XNUMX (XNUMX-year period)

2. Contents

Goal 1: Increase the rate of childcare leave taken to the following levels or higher within the planning period.
Male workers: The acquisition rate must be at least 10%.
Female workers: The acquisition rate must be 80% or more.

Goal 2: Establish no-overtime days (twice a month) and reduce the number of workers working more than 60 hours outside of the legal working hours to zero.

3. Implementation period for Goal 1

May 2024 - Necessary training and opinion exchanges will be conducted for management and executives.
From August 2024: Consideration of systems to cover employees on leave in the workplace (review of work systems, multiple responsibilities, multi-skilled workers, etc.)
October 2024 - Implementation of the items under consideration

4. Implementation period for Goal 2

May 2024 - Sharing of issues and initiatives in the workplace (regarding the uneven distribution of work among certain employees and reviewing the work structure to deal with concentrated deadlines at the end of the fiscal year)
From October 2024, each department will begin considering no-overtime days (no uniform system across the company, various settings will be allowed depending on the department and work content)
December 2024: Trial implementation will be carried out for three months, and the results will be analyzed to compile regulations for full implementation.
From March 2025, employees will be notified of the "No Overtime Day" on notice boards within the company (every month).

Action plan based on the Act on Promotion of Women's Participation and Advancement in the Workplace

We will formulate the following action plan to create a work environment where women can thrive in managerial positions and where both men and women can grow and work for the long term.

1. Planning period

April XNUMX, XNUMX – March XNUMX, XNUMX (XNUMX-year period)

2. Goal

Increase the number of female workers in managerial positions (section manager level or above) by one.

3. Details of the initiative

・Review of employee training and personnel evaluation systems
　Regarding employee training, we will create and implement an annual plan for each level, with a view to training employees up to managerial positions.
　Regarding personnel evaluation, the purpose is to provide feedback to the person being evaluated and to develop long-term human resources.
　To further improve skills, we will specify the skills required for each job type and set individual goals.

・Creating a work environment where employees can work for a long time
　Regarding childcare leave, family care leave, short-time work, and various working styles (staggered work hours, teleworking),
　Education is provided not only to the target employees but also to management and administrative staff, incorporating it into the employee education mentioned above.

4. Implementation period

April 2024: Discussion on necessary training items for management and executives
May 2024: Review and dissemination of personnel evaluation systems, including promotion, evaluation criteria, and operation
June 2024: Selection of management candidate employees
July and November every year: Follow-up with candidates during performance evaluation interviews, interviews with superiors regarding plan implementation, and interaction and exchange of opinions with managerial role models
Every March: The supervisor prepares an annual report and conducts necessary promotion exams, etc.

Club and circle activities

With the aim of stimulating connections and communication among employees, we have established a subsidy system for club activities and encourage employees to participate in club activities.

Currently active clubs

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