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About "Human Resources"

How do we develop human resources who can stand by our customers?
By drawing out the potential and individuality of our employees, we maximize our ability to create value.

Basic Views

At the core of our corporate motto lies the principle, “the spirit of the company is to put customers first.” This is the most important value that serves as the foundation for all decisions and actions within the Company, forming the core of our corporate culture. To achieve this principle, our corporate management is rooted in understanding human resources (recruitment, development, and effective deployment), DE&I (Diversity, Equity, and Inclusion), and respect for human rights as crucial issues and promoting these in a motivated, planned manner. Going forward, we will continue to strengthen our investment in human resources while maximizing the power of people and power of organizations that serve as the source of value creation in an effort to increase corporate value in a sustainable manner.
In promoting DE&I, we believe that fostering a corporate culture where employees with different circumstances and backgrounds, such as those related to childbirth, parenting, nursing care, nationality, and being LGBTQ+, accept and respect one another leads to creating workplaces where employees can serve customers with enthusiasm, something we are promoting across the company. We understand that the human rights of all those affected by our business activities must be respected, and we will respond appropriately to fulfill this obligation.

A Workforce That Supports Company Growth

Achieve business strategy

Foster a culture that leverages individual strengths,
where each and every employee possesses a strong sense of responsibility

Human Resources

Creating new employment

Fields for employees to thrive regardless of age and nationality
Diverse workforce

Course-based human resources system that ensures fair evaluation and promotion
Investment in human resources

Expansion of training programs Diverse growth opportunities and support for autonomous career development

The spirit of the company is to put customers first

Strive to preserve our founding principles and work ethics while adapting to changing times, aiming to embed our corporate culture rooted in the company motto.

DE&I

Create a workplace that respects diverse values and allows employees to work with peace of mind over the long term

Human Rights

Respect the human rights of all employees, all customers involved in our business, and everyone throughout the supply chain

Human Resources

We believe it is important to use knowledge and skills acquired through practical work as an axis for growth, while strengthening core competencies through training, as well as levelling up from growth on an individual scale to larger growth on an organizational scale, and as such are working to secure a stable supply of highly capable personnel who can respond to customer needs as one of our priority measures to improve customer satisfaction.

Creation of new jobs

Fields for employees to thrive regardless of age and nationalityThe Group has a wide range of fields where employees can thrive regardless of age and nationality. As we expand our businesses, we hire necessary human resources, whether they are new graduates and midcareer talents, and contribute to job creation.
Dormitory management work has been chosen by people mainly in their 40s to 60s as a place to rebuild their careers, with this demographic employed at more than 600 business sites nationwide. We are also focusing on securing future human resources by boosting local hiring in hotel development areas based on new development plans and promoting work experience programs and in-school lectures, thereby providing both educational support and recruitment activities. We will strive to secure human resources to support sustainable corporate growth by further improving recruitment efficiency through relationships with schools cultivated in our core Dormitory Business and local recruitment overseas in partnership with our group company, Kyoritsu Maintenance Korea Co., Ltd.
Diverse workforce

Course-based human resources system that ensures fair evaluation and promotionWe introduced a course-based human resources system in 2016 to address the growing organization and diversifying job types as we expand our businesses. This system adopts Management by Objectives (MBO) which consists of performance targets that allocate goals to individual employees based on the management plans, and behavioral evaluation items that emphasize the practice of our management philosophy. We also have a system for promoting part-time and temporary employees to full-time positions, ensuring that employees are evaluated fairly and rewarded impartially through promotions and salary increases regardless of employment status in an effort to increase employee retention rates.

Investment in human resources

Expansion of training programsWe value growth through practical work in the workplace and provide continuous learning opportunities both in terms of on-the-job training and off-the-job training. We also offer training programs by hierarchy and by years of service to foster capabilities tailored to roles and growth stages. Meanwhile, each department is working to cultivate self-directed human resources through practical problem-solving aimed at enhancing expertise. From a medium-to-long-term perspective, we are also focusing on developing next-generation leaders. Through strategic talent development programs for senior management, we are working to cultivate individuals who will lead the Company into the future.

Selective training (for managers)	・Tokyo University of Science Graduate School, Management of Technology (MOT) (2 years): One manager, Graduated in March 2025 ・External training for managers: One trainee in trial phase ・External training for female managers: Two trainees in trial phase
Selective training (regular employees)	・External training for young employees: One trainee in trial phase
Training based on hierarchy Training based on years of service	・Training for mid-level managers: 38 deputy general managers ・Promotion training for entry-level managers: 71 leaders ・Promotion training for mid-level employees: 27 employees with 4-5 years of service ・Training for young employees: 84 employees with 1-3 years of service
New employee training	・Training for new employees: 280 employees (Apr.) ・Follow-up training for new employees: 217 employees(Oct.-Dec.) ・Guidance for mid-career hires: 265 employees (every two months)

Selective training for managers

Obtained an MOT degree as part of the selective training while balancing with work duties

Through this program, I honed my ability to handle numbers and statistical thinking, and reaffirmed the qualities required of managers. It gave me the opportunity to reexamine my management approach. My Master’s thesis was “Customer Satisfaction in Student Dormitories,” and I analyzed various factors and mutual influences through both quantitative and qualitative approaches. Leveraging this experience, I will contribute to the growth of our Dormitory Business and provision of sustainable value.

Human Resources
System Structure

Salary is determined
based on the grade
the employee belongs
to, and evaluation
results determine
bonuses/salary increases

A system that evaluates fairly whether
employees have fulfilled the roles expected of
their grade and reflects this in compensation

Support system to help
employees fulfill the roles
expected of their grade

Grade System（Hierarchy Categorized by Role）

Clearly indicates roles expected of each grade. Employees know what is expected of them and understand how they should act, achieving growth through work.

Course Categories

Course Name	Applicable Department
Generalist	All departments
Specialist	Food Division
Hotelier	Hotel Business sites
Welfare	Senior Life Business sites

About Course Transfers

Changing courses for the purpose of career development is called a “course transfer.”
Course transfers are determined through comprehensive assessments that take into account the staffing at the company and individual aptitudes and wishes.

Diverse growth opportunities and support for autonomous career development

The Company offers the Career Declaration System which is a program that allows all employees to declare their autonomous learning, future career plans, preferred work locations, and work environment preferences to the Company once a year. We incorporate this employee feedback in designing various systems. Based on the declarations, we have developed training systems that allow employees to gain learning opportunities through their own initiative and established such programs as the Qualification Support System where the Company provides support for examination fees, and the Continuing Education Support System (commonly known as Kyoritsu University), which lets employees earn degrees (associate or bachelor’s) while working. These systems allow employees to advance their careers based on ability regardless of their years of service. Furthermore, we respect the preferences of employees and allow transfer through internal job postings and promote the development of systems for appropriate human resources placement across departments, providing support for career development that maximizes employee strengths.

DE&I

Diverse Workforce

Supporting the balance between work and childcare/nursing care

The Company provides support for employees who wish to balance work with childcare or nursing care by offering leave for certain periods, shortened working hours, and nursing care/family care leave. We are working to foster a culture where any employee regardless of gender can take childcare leave, and the number of male employees taking childcare leave, including those working at business sites, is increasing each year. Furthermore, starting in FY 2024, we have expanded the scope of the shortened working hours system for childcare from covering children under 3 years old to children under 18 years old as a way to support more flexible working styles. Going forward, we will strive to establish regulations for remote work as a working style that does not tie employees to a single location as well as introduce systems that allow employees who have resigned due to childcare, nursing care, or studying abroad to rejoin the company.

Paid leave utilization
Welfare Benefits for Balancing Work and Childcare
- System for shortened working hours for childcare
  
  Employees and part-time employees raising children under 18 years of age can request shortened working hours for childcare to achieve balance work and childcare.
- Childcare support allowance system
  
  This support system provides financial reassurance to employees who are parenting. The Company will pay a childcare support allowance to employees for their third tax- dependent child and onward.
- Restrictions on late-night work
  
  Full-time and part-time employees raising preschool children can request restrictions on late-night work (work between 10 p.m. and 5 a.m.) for childcare purposes.
Encouraging Enrollment in the Employee Stock Ownership Plan

At Kyoritsu Maintenance, we have introduced an employee stock ownership plan as part of our welfare benefits and are promoting enrollment to boost employee participation in management and awareness toward independent asset building. The employee stock ownership plan is a system in which the Company pays incentives when employees purchase shares, allowing them to acquire stock using minimal personal funds. The incentive is 20% of the unit purchase amount, creating a system where company performance that has improved through employee efforts is reflected in stock prices and returned to employees to help build assets. We are working to create a sustainable growth cycle by building systems that both help employees build assets and increase corporate value.

Human Rights

Human Rights Initiatives

Kyoritsu Maintenance is rooted in our management philosophy, “The spirit of the company is to put customers first.” Rather than following rigid manuals, we have consistently sought to be mindful of everything happening before us, constantly asking ourselves, “How do we make customers truly happy?” The source of this is our people, and as such we understand how important it is to respect the human rights of all people affected by our business activities, which is why we have established the Kyoritsu Maintenance Group Human Rights Policy based on the Guiding Principles on Business and Human Rights adopted by the UN Human Rights Council as a guideline to fulfill this obligation, and we will promote human rights initiatives.

The Company issues a Compliance Manual stipulating respect for human rights and diversity, as well as prohibition against discrimination, harassment, and similar acts. We have clearly outlined in our work rules the mandatory prevention of harassment and the types of conducts subject to disciplinary action. We have also established an external third party Compliance Hotline for early detection and resolution of human rights incidents and harassment. We strive to prevent incidents from happening by ensuring that employees are made aware of and comply with the system through training for new employees, guidance for midcareer hires, and training for new managers.

Human Rights Policy

▶︎ Basic Approach to Human Rights: The Kyoritsu Maintenance Group complies with all laws and regulations related to human rights, and fully supports and respects the United Nations International Bill of Human Rights, which outlines fundamental human rights, as well as the ILO Declaration on Fundamental Principles and Rights at Work established by the International Labour Organization (ILO), which defines core labor rights.

▶︎ Scope of Application: This policy applies to all executives and employees of the Kyoritsu Maintenance Group, including full-time, contract, part-time, temporary, and dispatched staff. We also actively encourage all stakeholders involved in our businesses, products, and services—including customers and business partners—to understand and support this policy.
The Kyoritsu Maintenance Group does not intend for any of its products or services to be used in ways that contribute to human rights violations. If there are concerns that a customer or business partner may be negatively impacting human rights in connection with our operations, products, or services, we will engage with them to ensure respect for and non-infringement of human rights.

▶︎ Responsibility to Respect Human Rights: The Kyoritsu Maintenance Group recognizes that its business activities may have a direct or indirect negative impact on human rights. We fulfill our responsibility to respect human rights by ensuring that we do not infringe upon the rights of individuals affected by our operations. In the event that we are found to have caused or contributed to a negative human rights impact, we will take appropriate corrective actions to fulfill this responsibility.
We also reiterate that our products and services are not intended to be used in ways that contribute to human rights violations. Accordingly, if it is suspected that a customer or business partner is causing adverse human rights impacts related to our business, products, or services, we will take necessary measures to encourage respect for and avoidance of human rights violations.

▶︎ Human Rights Due Diligence

The Kyoritsu Maintenance Group is committed to establishing a human rights due diligence framework in line with the United Nations Guiding Principles on Business and Human Rights. Through this framework, we aim to identify, prevent, and mitigate any potential adverse impacts our operations may have on human rights across all stakeholders.

We apply the following core principles to guide our actions, implement preventive and mitigating measures, evaluate their effectiveness, and disclose the process in a timely and appropriate manner:

- Respect for the Human Rights of CustomersWe respect the individual values, beliefs, and cultural backgrounds of our customers and strictly prohibit any conduct that undermines their dignity. We are also committed to protecting customer privacy and personal data. To ensure a safe and healthy environment, we implement strict hygiene standards, enhance security measures, and prepare emergency response protocols.
- Respect for the Human Rights of People Involved with Our Business PartnersTo fulfill our responsibility of protecting the rights of individuals within our supply chain, we actively encourage our business partners to understand and support our commitment to human rights.
- Respect for the Human Rights of Our Employees and ColleaguesWe are dedicated to creating a work environment where the diverse backgrounds of all individuals working within the Kyoritsu Maintenance Group are respected and protected. We do not tolerate any form of harassment, bullying, abuse, or misconduct. Our goal is to ensure a safe, comfortable, and dignified workplace for all, and we provide ongoing support to achieve this.

▶︎ Dialogue and Consultation: The Kyoritsu Maintenance Group is committed to engaging sincerely in dialogue and consultation with stakeholders during the implementation of this policy. We also seek independent external expertise on human rights to ensure that our efforts are informed and effective.

▶︎ Education and Training: To ensure that this policy is fully integrated into all business activities and effectively implemented, the Kyoritsu Maintenance Group provides appropriate education and training to all executives and employees.

▶︎ Remedy: If it becomes evident that the Kyoritsu Maintenance Group has caused or contributed to an adverse impact on human rights—whether directly through our business activities or indirectly through customers or business partners—we will work to remedy the situation through dialogue and appropriate procedures in accordance with international codes of conduct.

▶︎ Responsibility: The Kyoritsu Maintenance Group designates a responsible executive to oversee the implementation of this policy and promotes its execution under the supervision of the Board of Directors.

This policy has been formally approved by the Board of Directors and duly signed by the Representative Director of the Company.

Kyoritsu Maintenance Co., Ltd.

President

中村幸治

Established December, 2024

Sustainability

Social About "Human Resources"

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About "Human Resources"