Human Capital Management

The COMSYS Group encourages its employees to take childcare leave so that they are able to have a healthy balance between work and childcare.
Nippon COMSYS, a supervisory business company, shares related information on its portal and provides its entire workforce with training to increase their understanding of its childcare leave program. The company uses an interview sheet when asking employees about their wishes regarding taking childcare leave.
Childcare leave and funds for supporting employees taking childcare leave were introduced in April 2022. An employee taking five or more consecutive days of childcare leave is able to receive support funding totaling 80,000 yen
To eliminate employees’ concerns regarding their pay, SANWA COMSYS Engineering Corporation has introduced a system where a maximum of four weeks of paid childcare leave can be taken.
The encouragement of male employees to take childcare leave also results in the support of their female counterparts in the establishment of their careers, development of the next generation and the revitalization of workplaces. It is an important initiative facilitating the growth of our corporation and the fulfillment of our corporate responsibilities. We will continue to work to improve the system while ensuring it reflects the opinions of our employees.

The COMSYS Group considers each person's abilities and develops a working environment that enables employees with disabilities to work energetically with the goal of realizing an inclusive society where everyone can live in their communities in harmony regardless of ability.
NDS, a supervisory business company, employs artists with disabilities (hereinafter the “Arts Employment System”) in cooperation with employment security offices, the Aichi prefectural government and specialists in welfare and art.
NDS supports artists who have employment contracts with the company, by creating opportunities for more people to be exposed to their work. For example, NDS places orders for design work with these artists and uses these designs in-house.
Through the efforts such as the Arts Employment System, NDS works with the local community to increase the number of opportunities for society to engage with people with disabilities and improve their welfare.

We implement initiatives focused on empowering women. They include (1) the reform of the corporate environment and culture through messages from the president and training programs (increasing employees’ awareness of diversity, the opinions of employees, reforms), (2) supporting women’s development of their careers (strengthening recruitment activities, career training for women employees, training for managerial-level employees that have women subordinates) and (3) the promotion of a healthy work-life balance (childcare support including the encouragement of shortened work hours and men taking childcare leave, the establishment of satellite offices for telecommuting, introduction of flextime and telecommuting).

As the labor shortage manifests as a social issue, we must work to secure excellent human resources.
The COMSYS Group recruits people irrespective of whether they have a background in liberal arts or science or which faculty their degree was conferred by. It established a program that enables new employees to acquire qualifications within their first three years at the company during which time they can improve their skills irrespective of which department their major was in. In this way, we are working hard to establish a workforce with specialized skills and knowledge based on solid education.
In particular, we seek to increase our workforce in construction operations by increasing the number of new graduate and mid-career recruits 1.5-fold in the IT Solutions Business and the Social System-Related Business.

As the COMSYS Group expands its business domain, it is increasingly necessary for the Group to increase its comprehensive management capabilities in terms of, for example, the formulation of projects, the construction of systems, in-house and external cooperation and finance, in addition to project management as a prime contractor.
We provide hierarchical and technical training: the former focuses on the development of managerial skills while the latter is aimed at facilitating the development of engineers with combined skills and at the acquisition of qualifications. For both of these two types of training, we have established extensive training programs and develop human resources that can adapt to new business environments.
In our worksites, telecommunications carriers’ investment in equipment is gradually being reduced and outsourcing that encompasses maintenance operations is being fully introduced. The goal of our productivity enhancement activities is multi-skilling beyond our conventional framework.
To strengthen our future business foundation, it is necessary to increase the number of and reskill our construction- and IT-related engineers and other qualified employees, which are an indispensable part of the COMSYS Group's businesses. We will systematically facilitate the development of these human resources.
While developing diverse human resources through the shared utilization of the COMSYS Group companies’ training programs, we set up the CHD Human Resource Development Platform with the goal of training the people that will lead our business operations in the future. We have a Group-wide operational system for developing human resources.
It will be increasingly necessary for the COMSYS Group to construct many different types of infrastructure as the Group’s business domain expands. Considering the environment, we facilitate the development of executives through efforts such as the encouragement of interactions between executives and executive candidates within the Group, with the goal of responding to social issues and business opportunities in a one-stop manner beyond the barriers within the Group.