Human Resource Development

Desired talent profile (= strong individual)

1. We are looking for people who strongly identify with our values and can take action.
2. We recognize that employee health is the foundation for creativity and healthy growth, and we seek employees who value not only their own health but also the health of their team and organization.

Human Resources Development Policy

Based on the idea that work develops people, we respect and support the desire of our employees to learn and grow. We base our human resource development on diverse work experiences and OJT, and support growth through visualization of skills and experience, placement and rotation, and OFF-JT education and training. We also support employees' autonomous career development.

• ・Providing education and training to acquire basic and specialized knowledge and skills
  • Hierarchical education, job-specific education, technical education, OJT (on-the-job training)
• ・Providing diverse and challenging work opportunities
  • Providing opportunities for diverse and challenging work experience through project assignments, placements and transfers
• ・Providing opportunities for autonomous career development
  • Career interviews, career development training, career consulting, self-development (support for obtaining qualifications)
• ・Providing job satisfaction and growth opportunities in a new relationship between the individual and the company
  • Establishing a personnel system that supports diverse work style options
    
    [Values/Our Values]
    Facing People
    We sincerely address the thoughts of our colleagues and stakeholders who are connected through the space.
    Putting our hearts and souls into our work
    We approach each job with sincerity and professionalism.
    Challenging beyond the present
    We continue to take on challenges while growing and transforming ourselves through flexible thinking and creativity.
    Combining colorful personalities
    We recognize each other's sparkling creativity, cutting-edge technology, and individuality, and come together as one.
    Enjoying our work
    Enjoy all the work and change.
    

Recruitment Policy

We respect the basic human rights of applicants and conduct fair recruitment selection based on the aptitude and ability of the applicant. Furthermore, through this recruitment selection process, we hire people who strongly empathize with our purpose and values, who are dedicated to achieving them, and who strive to become and continue to be the type of people we desire.

• [Keyword]
• ・ Passion (passion, perseverance) = red
• ・Wisdom (expertise, knowledge and skills) = Blue
• ・Creativity = Tansei
• ・Teamwork = Sha

Support for recruitment, human resource development, and career development

Recruitment activities

As part of our recruitment activities, we hold seminars and workshops to introduce our company to potential hires (new graduates and job seekers who have graduated within 5 years) to deepen their understanding of the industry and our company.
In order to ensure non-discriminatory employment and recruitment based on the Personnel Policy, we instruct interviewers not to discriminate based on race, religion, nationality, place of origin, gender, school name, etc., based on the Ministry of Health, Labour and Welfare's "Basics of Fair Recruitment Selection," and clearly and formally communicate the recruitment process to all candidates through the recruitment website.
When hiring, we comply with the laws and regulations of each country regarding human rights and labor, and strive to prevent child labor and forced labor. In order to prevent child labor, the age of applicants is confirmed by official documents when hiring. In addition, in order to prevent forced labor, we present conditions such as working hours and wages based on the applicant's intention to apply, and then obtain the consent of the applicant.
In addition, in order to maintain the possibility that former employees who have retired will be active at the company again by utilizing the experience and abilities they have cultivated so far, we will check the contact information if there is a desire or desire to communicate recruitment activities after retirement, and we will also recruit at Amrunai.

Employee training to improve technical expertise

Education for Production Professionals

With the aim of improving the quality and technology of production workers, we conduct "production professional skills training" related to "laws and regulations", "safety", and "construction". In addition to creating and disseminating our own "Laws and Regulations Handbook" that summarizes laws and regulations related to space creation, we also hold seminars on process management and sharing technical knowledge based on case studies. In addition, we respond to customer needs by reminding them of safety and quality control at the planning stage and on-site.

Education for designers and planners

We reaffirm the points of "design basics," "laws and regulations," and "equipment" that designers and planners need to know when promoting their work, and provide technical learning opportunities to avoid problems and risks from the design stage. In addition, we hold technical seminars for designers to strengthen their engineering skills and develop design tools such as video content.

Education for young employees

As part of our training for new employees, we implement technical education programs on laws and regulations, prohibited matters, special management matters, electrical and mechanical equipment, etc. In practice, we are also working to improve technical skills, such as providing opportunities for construction consultations and on-site guidance on projects for young employees.
For young employees up to their third year as designers and planners, we have developed a training program based on the three axes of "creative," "engineering," and "career," and we provide seminars, field trip training, and interviews as comprehensive basic education that cannot be supplemented by on-the-job training.

Support for obtaining qualifications

We support each employee's independent learning and aim to develop highly specialized human resources. As part of this, we have established a qualification support system for first-class architects, first-class construction management engineers, and other qualifications that are legally required or deemed necessary for the job, and we support employees in obtaining qualifications by paying a portion of the expenses associated with obtaining them.

Eligible support recipients (as of 2024)

1st class architect, 2nd class architect, 1st class structural design architect, 1st class Equipment Layout architect, building facility engineer, 1st class construction management engineer, 1st class construction management engineer assistant, 2nd class Building Work management engineer, 2nd class Building Work management engineer assistant, supervising engineer, real estate agent, curator, 1st and 2nd class event management specialist, small and medium-sized enterprise consultant, managing architect, outdoor advertising specialist, construction accountant, electrical and electronics general technical supervision, specially managed industrial waste management manager, safety manager, 1st class sanitation manager, fire prevention manager, safe driving manager, manager to prevent unreasonable demands, waste management manager, etc.

Initiatives to improve creativity

To strengthen our creative capabilities, we disseminate and share information for various research purposes, such as design knowledge, know-how, and materials, at our head office and online, and hold seminars and training sessions with top creators from outside the company.

Related information | Media coverage

2024.1.25

Raising the standard of creative skills. Learning about design from top creators inside and outside the company

Career development support

We plan and implement educational and training programs both inside and outside the company so that new employees, as well as young employees, mid-career employees, and managers, can acquire the skills required for each level and job type as "spatial creation professionals." We also support the career development of our employees by holding career interviews to encourage their growth as managers and professionals.
We also provide evaluator training for managers with the aim of understanding the capabilities of individual creators and providing appropriate career support.

New employee training "Human Resource Development Project"

Since 2005, we have been implementing our original practical new employee training program, "Hitozukuri Project. This training program consists of "introductory training" and "work guidance" to learn about the company and the basic knowledge necessary for business promotion, and "product creation" to practice manufacturing.
In the "Product Creation," which is the core program of this training, new employees work as a team and experience various difficulties through actual product creation. The objective is to gain basic knowledge appropriate to the characteristics of the work and prepare for practical work after assignment. In the exhibitions held since 2011, we have held a variety of events with front-line designers and first-class craftsmen. The exhibitions held since 2011 showcase the learning and growth of new employees through products created with leading designers and first-rate craftsmen, and convey our attitude and commitment to human resource development. (Photo by Yosuke Owashi and others)

Designers participating in the Human Resource Development Project

Aoki Ryosaku and Haruta Masayuki (TENT), Ashizawa Keiji (Ashizawa Keiji Architectural Design), Ito Kenji, Ito Yu and KemmotsuYoshimi (SOL style), Ono Naoki and Yamamoto Yuki (YOY), Kakuda Yota (YOTA KAKUDA DESIGN), Kajimoto Hiroshi (Kazimoto Design Office), Kano Yuma (NOU Inc.), Kudo Kentaro (STUDIO noem), Kobayashi Mikiya (MIKIYA KOBAYASHI INC.), Yamamichi Takuto, Chiba Motoo, Nishikawa Himari and Hayama Shogo (Tsubame Architects Inc.) + Sato Nanami (Doken Inc.), Suzuno Koichi (TORAFU Architects), Tsunoda Mayuko and Hasegawa Satoshi (minna), Terada Naoki (Interoffice), Nagaoka Tsutomu (POINT), Nakabayashi Tetsutaro (Tokyo Zokei University), Narukawa Hajime (AuthaGraph), Jun Hashimoto (Funio Design), Kunikazu Hamanishi (STUDIO COHAKU), Yusuke Hayashi and Yoko Anzai (DRILL DESIGN), Yasuji Fujimori (Fujimori Yasuji Atelier), Akira Mabuchi (AKIRA MABUCHI DESIGN), Hidefumi Yamaguchi and Yuko Oriyama (Caro Inc.), Makoto Yamaguchi (Makoto Yamaguchi Design), Keiichiro Yamada (KAICHI DESIGN), Sachiko Yuzawa (ASSOCCA STYLE), Ryota Amano, Makoto Inagaki, Yukiko Kachi, Tsuyoshi Kato, Taisuke Kamigauchi, Takeshi Kanda, Atsushi Suzuki, Yoshifumi Takeda, Kentaro Nagahara, and Atsuki Miyamoto (Tanseisha)

Employment and Labor Relations

Healthy labor-management relations

The Company has established one of the Group Code of Conduct as "Respecting freedom of association and basic labor rights, including workers' right to organize and the right to bargain collectively," and conducts management that respects human rights. The company adopts the union shop system, and 100% of the employees subject to the collective agreement are members of the employee union.
Once a month, we hold a Management Council with the employee union to explain to the employee union management policies, management plans, and overall company-wide performance, as well as discuss working conditions such as working hours, holidays, vacations, and working conditions, standards for wages and bonuses, improvement of health and safety, management of welfare programs, education, training, and career development, etc., and strive for mutual understanding, communication, and coordination of opinions between labor and management. In addition, apart from the Management Council, the Committee for Improving Working Hours, etc., is held every month with the participation of management and employee representatives to discuss ways to ensure good working conditions.

Wage system

Wages are determined by linking three systems: a "grading system" based on the standard of expected roles, an "evaluation system" based on actions and results, and a "compensation system" based on company performance, discussions with employee unions, and regulations. In addition to the monthly salary, wages under the compensation system are paid to employees as "bonuses" twice a year in principle.
In addition to ensuring wage levels above the statutory minimum wage, we are working to establish a system to eliminate unreasonable disparities in treatment based on gender and employment status in accordance with the provisions of the Part-time and Fixed-Term Employment Labor Act, the Worker Dispatch Act, etc.
Wage increases are implemented based on responses to price increases and consultations with employee unions.