ON THE PAGE INVESTOR RELATIONS SITE
Our People
Since our founding in 2000, based on our philosophy that “people and environment are everything,” we have placed the very highest emphasis on recruitment, education, and creating an appealing workplace environment, and have worked rigorously in these areas. As a result of these efforts, we have created a team of talented human resources who enable us to provide quality services to our customers.
Our human resource management cycle
Education
To train excellent human resources who will act as a source of growth, we believe that it is important to instill them with our corporate philosophy.
We run approximately 100 types of original training programs, developed in-house.
Human resources development
Since our founding, we have positioned human resources development as a key management issue. By hiring and training human resources who are aligned with our corporate management philosophy, we promote deeper understanding and penetration. We continuously run over 100 original training programs, all of which are developed and implemented in-house.
New Employee Training
Group training held over the course of around two weeks. In addition to dialogues with top-level management and desk-based study of our corporate philosophy, industry knowledge, and business etiquette, trainees also engage in wedding banquet service exercises and wedding dress fitting experiences.
Job Class-specific Training
New employees (new graduates and mid-career hires), young employees (second to third year), mid-level employees (fourth to fifth year), managers and leaders are divided into 10 class levels. We run around 100 class-specific basic training, task-specific training, and job-specific training programs.
Job-specific Training
We conduct web training and group training in which experts in each job type explain key points of wedding meetings, new customer service, and dress coordination through instructional videos.
Business Skills Training
A short online seminar for all employees who want to deepen their learning voluntarily, regardless of job type or class. Themes include work organization skills, listening skills, and human resources development / resilience.
e-learning
We are working to expand our range of e-learning programs that allow employees to deepen their level of learning according to their proficiency, regardless of time or place. In addition to various training materials and manuals, we have uploaded over 200 training videos shot by job type, task, and customer service scenario.
Training to improve interviewing skills
Training for 1-on-1 meetings to boost morale, led by employees certified as career consultants.
Environment
Through our comprehensive welfare programs and diverse personnel systems, we have created an environment where both male and female employees can work comfortably in the long term.
Return to work rate for female employees
*1 Source: Work-Life Balance Promotion and Evaluation Subcommittee, Work-Life Balance Report 2020 (latest version)
Turnover rate
*2 Source: Ministry of Health, Labour and Welfare (MHLW), 1989 Employment Trend Survey Results Overview
Certifications and Awards
Certifications
2013
Certified as a “Kurumin” company that supports childcare by the Minister of Health, Labour and Welfare
2015
Selected as a 2014 “Nadeshiko Brand” by the Ministry of Economy, Trade and Industry (METI) and the Tokyo Stock Exchange
2015
Certified for the second time as a “Kurumin” company that supports childcare by the Minister of Health, Labour and Welfare
Corporate Awards
2016
Woman Bright Award 2016
Japan HR Challenge Awards Encouragement Award
Japan HR Challenge Awards Encouragement Award
2017
Woman Empower Endorsement Company Awards Special Award
2020
Great Place to Work® Institute Japan “Best Workplaces” Award
Selected as a best workplace in the “100–999 employee” category
Selected as a best workplace in the “100–999 employee” category
2021
Woman Empower Endorsement Company Awards Special Award
2023
Women Empower Award Grand Prize
Employee welfare
We are focused on creating a workplace environment where staff will want to work harder.
Paid leave
Making paid leave 100% mandatory
ON THE PAGE requires employees to take 100% of their paid leave. This is a system through which we are working to enrich the hearts and minds of our staff and have a positive impact on our customers.
Refreshment leave systemThirty days of refreshment leave are granted every three years.
With this leave system, staff are given 30 days of leave once every three years, which they can use to refresh themselves. This leave can be obtained freely, for no specific reason (such as childcare or nursing care).
ROCK day
This leave is granted by the company twice a year. It was named with the hope that employees will use it to ‘rock’—to deeply move and inspire—the hearts of themselves and their loved ones.
Parental leave
Up to a maximum of 3 years
ON THE PAGE allows employees to take parental / childcare leave until their child reaches the age of three. While many Japanese companies generally allow childcare leave for up to one year, or one year and six months as stipulated by law, extending childcare leave until the child reaches the age of three—when there are a large number of nursery school enrollment slots—can increase the possibility of employees finding a nursery school for their children.
Side job system
A side job system created to expand possibilities by allowing staff to gain diverse experiences through side jobs or “parallel work.” (The system is commonly known as Para Nova.) This system was born out of the desire to facilitate self-growth and enrich the lives of staff, and is already being used by many staff members.
Telecommuting
This system makes it possible for employees to work from home for some job types when it is difficult for them to come to the office due to unavoidable circumstances, such as distant location due to a spouse’s work transfer, or an employee’s own illness.
10th year of service anniversary
Overseas travel
In recognition of the hard work and achievements of staff who have been with the company for ten years and the contributions they have made to our company, we offer the present of an overseas trips spent with their colleagues (who have been in service the same number of years).
MVP of the year
An award system that recognizes the staff member who made the greatest contribution during the year, with a cash prize of up to 1 million yen.
FA system allowing department transfer negotiations
The FA system allows departments that need human resources to post internal “job advertisements” on the company intranet, as one means of revitalizing the company from within. Staff interested in these ads can communicate directly with the recruiting department and negotiate a transfer, without informing their superiors.
