株式会社アウトソーシング 100-0005
東京都
千代田区
丸の内1-8-3

Action Plan for General Business Owners

Based on the Act on Advancement of Measures to Support Raising Next-Generation Children, OUTSORCING Inc. has developed the following Action Plan in order to create a work environment where all employees can realize their full potential and to contribute to the local community as a socially conscious enterprise to the development of next-generation children.

Term of the plan: April 1, 2016 to March 31, 2021

◆Measures to reduce overtime work

【OBJECTIVE】
Promote 1 day per week as “No Overtime Day”
【Step 1】
Strive for improving operations and raising efficiency, along with raising the operation of the flex-time system
【Step 2】
When confirming the monthly attendance sheet, promote the reduction of overtime for individuals confirmed by the personnel department to have overtime exceeding 30 hours

◆Measures for promoting taking annual paid holidays

【OBJECTIVE】
Increase the acquisition rate by 10%
【Step 1】
Strive for increasing the acquisition rate through incorporating paid holidays into individual operations plans
【Step 2】
Single out employees that haven’t taken paid holidays, and encourage taking leave once per quarter

◆Measures for promoting leave for the father on childbirth

【OBJECTIVE】
Promote 3-day leave on childbirth
【Step 1】
Regardless of public or paid holidays, encourage taking leave on childbirth

Based on the Act on Promotion of Women’s Participation and Advancement in the Workplace, OUTSOURCING Inc. has created the following Action Plan in order to facilitate women in seeking career advancement.

Term of the Plan : April 1, 2016 to March 31, 2021

◆Identify the issues and concerns that arise from balancing professional with personal obligations and grasp ideals of social life for each individual

【Objective】
Establish a counseling room in order to create a comfortable environment for women to take counsel regarding workplace and career-related issues
【Phase 1】
From May 1, 2016, establish a counseling room for female employees to consult with female counselors, providing comprehensive assistance including interviews as well as counseling via email and teleconferencing system
【Phase 2】
From October 1, 2016, based on interview results, draft measures to improve the workplace and develop a training program to raise worker morale and motivation in new career advancement

◆Establish a training program for career advancement through diverse career options, developing candidates for management positions for program participants

【Objective】
Carry out appropriate HR development with a view toward balancing workers’ professional and personal life, monitor career advancement over staggered phase toward management, and by the completion of the program period, develop 10 management candidates
【Phase 1】
From October 1, 2016, establish a training program for career advancement to promote consistent and continuous acquisition of required knowhow and raise motivation
【Phase 2】
From April 1, 2017, commence the program by nominating and selecting members for the training program from each division
【Phase 3】
From April 1, 2019, conduct evaluation for management positions

◆Provide in-house publications and other information tools, including references on insurance systems to those granted maternity and childcare leave so they can maintain ties to the workplace and help visualize career paths upon their return to work. Such measures will also enhance life/work balance awareness among male employees and encourage them to take childcare support leave

【OBJECTIVE】
As a career support measure, those granted maternity and childcare leave will be provided with relevant information on a quarterly basis, and male employees will be encouraged to take two (2) days of childcare support leave annually in the aim of enhancing their life/work balance awareness
【Phase 1】
From April 1, 2017, those granted maternity and childcare leave will be briefed on all relevant information, including exemptions and benefits programs, through the in-house periodical-based pamphlet. Leave takers will also be given separate notification of the leave of absence assistance program and entitlements
【Phase 2】
From October 1, 2017, the granting of two (2) days’ annual leave will be promoted to encourage active participation in child raising, school events, etc., corresponding to the age and needs of a worker’s dependent

Currently 36 employees have been granted maternity and childcare leave (as of March 31, 2016), and that number is rising every year. We are committed to providing workers with the opportunity to reflect on how to advance their own career while balancing professional and personal lives. In studying what type of support is required, we seek to establish the optimal direction for our corporate regulations and structure, with the goal of creating an enterprise at which women can achieve their full potential.