Sustainability

Sustainability

Talent Development and Labor Practices

Building Labor-Management Relations

The OPEN HOUSE Group stipulates the Human Rights Policy and Employee Code of Conduct in accordance with various laws and regulations with the aim of appropriately building labor-management relations. We aspire to build ideal labor-management relations by protecting the human rights of our employees and by facilitating development of environments where employees are able to take action while correctly understanding human rights and labor issues.
In addition, we strive to prevent various forms of harassment by engaging in initiatives that include carrying out harassment awareness training in the course of holding manager training sessions and establishing consultation hotlines both in-house and externally. We also continuously facilitate understanding and awareness of human rights, particularly at our company-wide morning assemblies where management regularly disseminates information in-house on preventing harassment.

Approach to Human Resources

The OPEN HOUSE Group regards its human resources as its most important business asset. It accordingly focuses on maintaining and acquiring outstanding talent while also continuously carrying out education and training programs geared to developing the skills of its employees. With our aim to “attract a wide range of motivated people and create an organization that rewards results” as cited under our Corporate Philosophy, we accordingly promote employees irrespective of their age and other such considerations, and furthermore strive to develop professionals who will serve as our driving force for business growth and who are poised to assume responsibility as management in the future.

Employment at Business Locations in Japan

At our respective business locations outside of Tokyo where our Head Office is situated, the OPEN HOUSE Group actively carries out activities to recruit new graduates and mid-career professionals on the basis of our approach to human resources described above. We seek to make a contribution in terms of energizing local communities and generating economic benefits through employment practices at each of our business locations.

Performance Evaluation Systems and Compensation Plans

The OPEN HOUSE Group has established personnel systems set up to furnish rewards and opportunities for promotion in a manner duly valuing employees who have achieved successful outcomes irrespective of their particular year of employment. Meanwhile, ever since our founding we have painstakingly acted to ensure that our performance evaluation systems are fair. We accordingly evaluate employees in a highly transparent and impartial manner, having devised quantitative means of evaluating employee results and achievements even with respect to those other than sales representatives.

Highest average salary paid to employees in their 20s (Open House Co., Ltd.)

Open House Co., Ltd. pays the highest average salary to employees in their 20s of any company according to a survey of average annual salaries of listed company employees conducted by Toyo Keizai.

Annual salaries of new graduate employees (sales representatives only)

Supporting Talent Development and Skill Development

The OPEN HOUSE Group develops human resources in line with our Corporate Philosophy and Corporate Principles. We accordingly emphasize the notion of fostering a positive attitude toward work and honing the ability to take action, above and beyond skills. We also maintain a robust organizational culture created as a result of consistently developing shared values, while also maintaining the capacity for taking a thorough approach to work, which is firmly rooted in each and every employee. This, we believe, underpins the strengths of the OPEN HOUSE Group organization.
The notion of developing leaders and managers for the next generation serves as a pillar of our talent development efforts over the medium to long term. We assign outstanding talent to certain positions at an early stage and furthermore provide such individuals with opportunities for growth by exposing them to managerial experience and having them engage in new career missions.

OPEN HOUSE talent development programs

The OPEN HOUSE Group provides support for skills enhancement through helping employees gain various qualifications.
We provide training according to a stage-based approach geared to years of employment and employment grade, thereby working to improve each and every employee’s attitude toward work and their productivity, while also providing environments that strike a balance between corporate growth and growth of individual employees.

Promoting in-house communications

We strive to develop human resources throughout the company each and every day in terms of instilling an understanding of our corporate strategic direction among our entire workforce encompassing every individual from our new employees to our veteran employees.
In addition, we also seek to provide fair opportunities regardless of an employee’s age or position. To such ends, we arrange opportunities for each and every employee to engage in dialogue directly with top management, particularly through forums that include weekly morning assemblies for all employees (including those held remotely) as well as a training course reflecting our founder carried out by the founder himself, our President & CEO, for the sake of new employees in their first year on the job.

Questionnaires administered after in-house training

The OPEN HOUSE Group administers post-training questionnaires in order to gain a better understanding of training participants and in order to improve the content of the training. We furthermore strive to improve training content drawing on feedback from training participants.

Financial incentive scheme for acquisition of qualifications

The OPEN HOUSE Group has set up a financial incentive scheme to encourage employees to gain qualifications. Employees who gain one of the company-specified qualifications are eligible for a predetermined amount of financial incentive of up to 1 million yen (approx. $9,000). We also cover fees for renewal of qualifications deemed necessary by the OPEN HOUSE Group for business operations.
The following are examples of qualifications applicable for the incentive scheme.

First-Class ArchitectSecond-Class ArchitectHousing Loan Advisor
Real Estate AppraiserBuilding Works Execution Managing Engineer (First Class)Building Works Execution Managing Engineer (Second Class)
Certified Tax AccountantCivil Engineering Works Execution Managing Engineer (First Class)Civil Engineering Works Execution Managing Engineer (Second Class)
Affiliated Financial Planner (AFP) and Certified Financial Planner (CFP)Color Coordinator (First Class)The Official Business Skills Test in Bookkeeping 1st Grade
The Official Business Skills Test in Bookkeeping 2nd GradeSecretarial Skill Proficiency Test (First Class)Secretarial Skill Proficiency Test (Pre-first Class)
First-Class ArchitectSecond-Class Architect
Housing Loan AdvisorReal Estate Appraiser
Building Works Execution Managing Engineer (First Class)Building Works Execution Managing Engineer (Second Class)
Certified Tax AccountantCivil Engineering Works Execution Managing Engineer (First Class)
Civil Engineering Works Execution Managing Engineer (Second Class)Affiliated Financial Planner (AFP) and Certified Financial Planner (CFP)
Color Coordinator (First Class)The Official Business Skills Test in Bookkeeping 1st Grade
he Official Business Skills Test in Bookkeeping 2nd GradeSecretarial Skill Proficiency Test (First Class)
Secretarial Skill Proficiency Test (Pre-first Class)

Career Professional Program

To support both childcare and the careers of our employees, the OPEN HOUSE Group has set up its own flexible employment scheme, thereby making it easier for employees to engage in work.

We have set up two separate shifts that provide for flexible scheduling with respect to starting and ending hours so that employees are able to set work taking into account daycare center drop-off and pick-up times. Employees raising children and those who are pregnant are able to take advantage of the employment scheme, per company approval.

Fringe Benefit Plan

The OPEN HOUSE Group offers various fringe benefit plan options arranged to achieve greater employee satisfaction and more abundance for their families. We have adopted our own unique options relevant to the OPEN HOUSE Group’s businesses, such that include enrollment in defined contribution plans, enrollment in comprehensive welfare group term insurance paid for by OPEN HOUSE, employee stock ownership plans, and congratulatory payment for childbirth.

Human Resources Data

DescriptionFY2018
(Oct. 2017 to Sep. 2018)
FY2019
(Oct. 2018 to Sep. 2019)
FY2020
(Oct. 2019 to Sep. 2020)
Remarks
No. of employees
Permanent employees
(Non-permanent employees)
Total2,263
(248)
2,642
(240)
2,876
(242)
Consolidated
Male1,8362,0982,243
Female427544633
Percentage of female16.2%20.6%22.0%
No. of new graduate employeesTotal262298278Consolidated
Male222207197
Female409181
New graduate employee turnover rate*13-year cumulative total32.2%27.5%33.3%Consolidated
Percentage of femaleNew graduate employees15.3%30.5%29.1%Consolidated
Mid-career recruits17.4%22.5%24.3%Consolidated (Japan)
Percentage of female managerial staff membersManagerial staff7.1%6.5%7.3%Consolidated
No. of older employees303126Consolidated
No. of foreign national employees213334Non-consolidated + OHD*2 (Japan)
Percentage of employees with disabilities2.2%2.2%2.2%Non-consolidated + OHD
Percentage of annual paid leave taken14.6%42.3%56.2%Non-consolidated + OHD
No. of employees taking childcare leave131021Non-consolidated + OHD
No. of employees taking nursing care leave*3200Consolidated
Percentage of employees undergoing annual physical examinations*384.7%92.0%74.8%Non-consolidated + OHD
Percentage of employees undergoing stress assessments*3100.0%98.0%99.9%Non-consolidated + OHD
Hours of training*4Total hours 44,733 hours40,387 hoursNon-consolidated + OHD
Per employee26 hours22 hours

*1. Turnover rate of employees who graduated in April 2017, as of April 1, 2020

*2. Open House Co., Ltd. and Open House Development Co., Ltd.

*3. The percentage of employees undergoing examinations, assessments, etc. excludes the number of employees who were unable to undergo such examinations, etc. due to unavoidable circumstances, including those taking childcare leave and leave due to injury or illness.

*4. In FY2020, some training sessions were cancelled due to COVID-19.