ビンゴ5予想
Since its founding, the Daito Group has recognized "maximizing the power of employees" to be the driving force behind enhancing corporate value, and it has grown by fully harnessing the potential of its talented workforce. In the Medium-Term Management Plan, we identify ビンゴ5予想 as our cornerstone and endeavor to create an environment where our diverse talent can thrive. By striving for both "ease of work" and "job satisfaction," we aim to enhance our corporate value and realize sustainable growth by drawing upon the power of each and every employee.
Dialogue
Discussion on ビンゴ5予想
Three Pillars for Promoting ビンゴ5予想 (Improving Ease of Work and Job Satisfaction)
Granting Restricted Stock Units to Employees (Job Satisfaction)
The Daito Group will grant restricted stock to all Group employees when restrictions are lifted at the end of the Medium-Term ビンゴ5予想 Plan. This is intended to create a virtuous cycle between individual and corporate growth.
Promoting SDGs and Resolving Social Issues (Job Satisfaction)
We will encourage individual growth and motivation of employees through initiatives aimed at resolving environmental and social issues that involve our businesses.
Developing a Work Environment Where Everyone Can Thrive (Ease of Work)
By continuously promoting the development of a pleasant work environment, we aspire to have a workplace where diverse talents will work with vitality.
Progress and Future Initiatives
- Through granting of restricted stock, increased participation in the Employees Shareholding Association from 69% to 93%.
- We have formulated concrete Action Guidelines to realize our Purpose. The Daito ビンゴ5予想 will work to further promote these guidelines to encourage autonomous action by employees, linking together employee and corporate growth.
- Began operation of the Asago Biomass Power Plant, toward making all power used in our business activities renewable energy.
- Implemented an award system to put a spotlight on employees' efforts.
- Through the development of DX talent and utilization of digital technology, the Daito ビンゴ5予想 will realize a pleasant work environment for all employees, regardless of time or location.
Strategy
Achieving both "ease of work" and "job satisfaction"—the pillars of ビンゴ5予想 at the Daito Group—while enabling employee growth and enhancing corporate value will produce new resources that will be reinvested in human capital. This is how we support sustainable employee growth. We aim to exploit the virtuous cycle of human capital to realize VISION 2030 and sustainable corporate growth.
Promotion System
The cornerstone of our Medium-Term Management Plan is promoting ビンゴ5予想. Under the leadership of the General Manager of Human Resource Headquarters, we will strengthen our human capital initiatives, primarily through the Human Resource Department and Diversity Promotion Department, in order to realize the Group's Purpose and VISION 2030. Furthermore, from the perspective of effectiveness, we believe it is important that strategies and measures for realizing our ビンゴ5予想 Policy are formulated and implemented in accordance with the circumstances and challenges of each department and Group company. Going forward, we will work with the Group's human resources departments to implement measures and activities tailored to each company, maintain thorough communication, and promote ビンゴ5予想. The progress and policies of these initiatives are reported to the Board of Directors on a quarterly basis, with advice then provided on how to move forward.
Employee Engagement
Since FY2021, Daito Group has been conducting employee engagement surveys twice a year (in May and November). The results of these surveys were set as Key Performance Indicators (KPIs) linked to material issues, the Medium-Term ビンゴ5予想 Plan, officer remuneration, and ビンゴ5予想 strategy, and are being used toward visualization of human capital and continuous improvement. As the relationship of trust between the Company and its employees has become stronger, making the workplace more comfortable and rewarding, engagement scores have also improved as a result.
Main factors
- Granting restricted stock units to employees
- Promoting sustainable contributions to the environment and society and gaining external recognition
- Creating a working environment where diverse talent can exercise their abilities over the long term
- Providing growth opportunities by enhancing the career support system
- Direct explanation of ビンゴ5予想 policies to all employees at the ビンゴ5予想 Plan Briefing
- Joint drafting of the Action Guidelines by frontline employees and top ビンゴ5予想
Results of Employee Engagement Survey*1 (2030 target: Maintain at 62.0 [AA] or above)
*1 This survey was conducted through the Engagement Survey by Link and Motivation Inc. using T-score (50.0 on average among other companies) based on its calculation standards.
*2 The three main companies in the Lease ビンゴ5予想 Trust System, which is a core business of the Daito Group (Daito Trust Construction Co., Ltd., Daito Kentaku Partners Co., Ltd., and Daito Kentaku Leasing Co., Ltd.)
Initiatives to Enhance the Work Environment
In-House Evaluation Indicator: DICES Sound ビンゴ5予想 Ranking
As part of our organizational revitalization measures, and in addition to employee engagement, we have introduced and rolled out our own evaluation indicator called the DICES Sound Management Ranking since August 2018. It focuses not only on short-term performance results such as sales results and profits, but also on elements essential for the sound management of branches and departments over the medium- to long-term, including processes and working environments such as productivity, human resources development, and the creation of a comfortable working environment. We calculate scores for each evaluation item according to common standards and formulas, and then determine and disclose the rankings for each branch and department, leading to employee-led improvements in the working environment. We have also implemented measures to promote DICES' penetration and strengthen its operation, such as introducing a reward system that can be used by employees of outstanding branches and their families, and incorporating evaluation indicators for branch general managers—who have a particularly large influence on organizational management—to improve management perspective awareness and ビンゴ5予想 skills.
Implementation of ビンゴ5予想 Survey and Results
In December 2024, we engaged an external research firm to conduct an employee survey on our ビンゴ5予想 initiatives. Employee feedback was overall favorable, with the research firm's report rating the company as excellent in the area of "ease of work." While the results for "job satisfaction" were generally good, there is still room for improvement in areas such as career autonomy. Going forward, we will work to strengthen our talent management system with the goal of promoting career autonomy across the company and visualizing human capital, thereby achieving both "ease of work" and "job satisfaction."
ビンゴ5予想 Plan Briefing
In the early days of the Daito Group, it was customary for the CEO to directly communicate targets for the fiscal year to senior ビンゴ5予想 at a New Year's party held at the CEO's home. Starting in 1985, the event was expanded in scale as the ビンゴ5予想 Plan Briefing, an in-house event attended by all employees. The briefing continues to be held face to face, which highlights the ビンゴ5予想 team's desire to approach each of its employees directly and convey the ビンゴ5予想 plan with enthusiasm, similar to the face-to-face meetings with customers that have always been important to us. This initiative to directly discuss the fiscal year's targets while facing all employees, while rare for Japan, is an important part of our culture supporting the Group's growth. On the briefing days, employees who personify the Action Guidelines, called "Purpose Ambassadors," were recognized and presented awards by type of work, which turned the event into a venue for employee awareness and extolling good conduct.
Corporate Characteristics Enhancement Project (Frontline Employees and Top ビンゴ5予想 Purpose Dissemination Project)
To realize sustainable growth in the VUCA era of drastic change, we launched the Corporate Characteristics Enhancement Project in FY2024. To increase organizational flexibility and autonomy, we are following a plan to convert from a traditional, top-down organizational model to a reverse pyramid-type organization in which individual employees think for themselves and take action (think and act). The project has the goal of actualizing the Group Purpose and resulted in the formulation of the Action Guidelines among the three major companies—Daito Trust Construction Co., Ltd., Daito Kentaku Partners Co., Ltd., and Daito Kentaku Leasing Co., Ltd.—through cooperation between frontline employees and top ビンゴ5予想. We believe that proactive employee action leads to stronger organizational characteristics and enhanced corporate value.
The formulation of the Action Guidelines is, at its utmost, nothing more than an entry point to organizational reform. So that all employees can think and act toward our Purpose, it is essential to review not only the Action Guidelines but also the workings of the entire Company, including performance appraisal and system design. In order to move forward to the next step, including system reform, we are fostering a culture that supports employees in their independence.
Main Initiatives as Seen from Human Resources Strategy
Support for Career Autonomy
To increase employee job satisfaction, the Group is bolstering career support and promoting the development of autonomous human resources. Toward realizing our medium- to long-term vision and new management strategy, the Daito Trust Construction Human Resources Development Program seeks to develop human resources that will empower the Company to grow while adapting to operating environment changes such as population decline and an aging society with a declining birthrate. The program defines the organizational image we aim for and the roles, actions, and abilities required of our personnel by rank. Our goal is to develop human resources and foster an organizational culture that can adapt to a changing operating environment in order to realize our Purpose. To further realize ビンゴ5予想 and to develop the talent that will shoulder the task of management in the future, in 2025 we launched the HIRAKU new business proposal system that updates our challenge system, including internal ventures. HIRAKU offers hands-on study and creates an environment where the challenge of business development can be addressed. Employees who participate, come with a variety of motivations including wanting to use the opportunity to solve work-related problems, wanting to show their children how they can take on challenges while balancing childcare, and wanting to take on new challenges in response to changes in their life stages. Additionally, we introduced internal qualification systems which certify acquisition of knowledge related to the rental housing business, or skills in DX, starting in December 2023.
Training program for development of autonomous human resources
| Item | 2023 | 2024 | Assessment |
|---|---|---|---|
| Assessment results for Section Manager Candidate Training participants | Average score: 2.3 points (out of 5) *Promotion Leader Training participants | Average score: 2.6 points |
|
| Branch Manager/ビンゴ5予想 Candidate Training participant assessment results | Average score: 2.4 | Average score: 2.6 |
|
| Number of participants in the On-Demand Online Learning program through open recruitment | Not yet implemented | 1,229 |
|
Extensive Benefits
The Daito ビンゴ5予想 has introduced various systems and initiatives to improve employee comfort and create an environment where employees can continue working for the long term. In addition to establishing systems that correspond to each phase of an employee's life events, we are also working to enhance various allowances according to the characteristics of each job type. We have also established an employment system that allows employees to continue working for the long term, such as introducing a new continued employment system for diverse work styles after retirement.
Work-Life Balance Support