Human

The Career Center has been established as a specialized department to provide a wide range of support for engineers in the workforce. We lend a smartphone to all engineers as a point of contact with BNT, and an in-house intranet "Nextation" has been established to facilitate smooth communication.
In addition to the more than 880 courses in the training program, a of the program is the Career Brush-Up program, which is implemented every six months. This program is not just skills improvement training, but is used as an opportunity for engineers to reflect on their past and future goals twice a year by providing training in which they take stock of their career and skills and set goals, in addition to web-based training with original content produced in-house.

We provide an extensive training program that will help grow into IT engineers.After the entry-level training, the employees take "basic training" (about 1 month) and "" (about 2 months) in stages according to their skill level, and can obtain certification in IT training.
Currently, we are putting special emphasis on training engineers who can handle cloud computing "" and e-learning courses, among others, are available after employment, as.
In addition, we have established the Career Design System to support the next generation of engineers. We have a system of positions and promotions based on skills, and salary models are clearly defined according to the position, so that the engineers can check their career design and skill matrices, etc. on the company intranet at any time.

As a facility dedicated to training, the Yumeshin Training Center has been established with a simulated field site.
Upon the company, employees receive basic training (classroom and technical training) and learn about work attitudes and general business manners. Through these training programs, we develop inexperienced workers into capable of working in the construction segment. We are working on this initiative, believing that our emphasis on improving skills is the reason why Yumeshin.
In addition, the Assistant Construction Management Engineer has been recognized as a national qualification since April 2021, we encourage our employees to acquire the qualification. We are implementing training by rank, and we are also in the process of establishing an e-learning system. As a career step, some engineers transfer (change jobs) to client companies after obtaining the qualification.
backup system featuring a support team is also in place, and social gatherings for construction engineers are organized, in addition to periodic hearings and site visits.

Because of the wide range of work that is entrusted to each job site, training for technical (manufacturing) employees after entry-level training is mainly on-the-job training, and e-learning is being prepared as a unified training program the future.
As a back-up system, our strength is that our sales employees are the job sites. We have established a system in which all sales employees are given work experience at actual manufacturing sites after joining the company so that they can follow up with technical (manufacturing) employees.
As one of career development options, we have established the Career Challenge System that allows job changes between sales and business planning positions and technical (manufacturing) positions, and

We have established recruitment standards for foreign nationals in Japan, including limiting the hiring to new graduates who possess or can obtain a domestic work visa, and hiring from partners fully complying with the relevant laws and regulations. After employment, we ensure the type of visa matches the duties actually being performed by the employee, and we perform thorough checks on visa validity periods. In addition, in order to build a system for appropriate employment activities, we have a dedicated department for following up on foreign nationals and implement monitoring through compliance meetings. Our subsidiaries outside Japan also comply with local laws and regulations, and they ensure they do not participate in any way in child labor or forced labor. In addition, we organize Japanese lessons and provide support for life in Japan for our foreign employees working in Japan for the first time to ensure that they have a good working environment.

The Group has established a system for managing and supervising occupational safety and health through monthly compliance meetings to share information and assess safety and health conditions. Partner companies are encouraged to improve their work environments when regular overtime or inadequate safety is found. If these are not improved, strict measures are taken, such as contract termination. In addition, we conduct safety and health education and training for our employees to improve the working environment and prevent occupational accidents. We also monitor and manage the rate of regular health checkups to reduce health risks through early detection and treatment of illnesses so that our employees can engage in their work in good physical and mental health.

The Group provides education on various types of harassment to all employees and has established an internal reporting system with a dedicated harassment consultation desk. In order to ensure that whistleblowers do not suffer any disadvantage, the system includes regulations regarding the protection of whistleblowers and mechanisms to ensure confidentiality, so that employees can consult about all harassment issues with peace of mind. In addition, the department with responsibility for labor relations keeps track of information on harassment at workplaces where staff are dispatched and works to resolve any problems promptly.

Due to the nature of our business as a provider of HR-related services that depends upon the recruitment and employment of human resources, we have a deep understanding of the importance of personal information and consider the protection of personal information to be an important social responsibility. In addition to complying with the laws and regulations on the protection of personal information in Japan and in the countries where we operate, our operating companies have established their own rules for the management and operation of personal information protection that are, in principle, equivalent to those of certified systems (such as the Privacy Mark system). This allows us to periodically check the management status, strengthen the operating system, and review the operating methods.