Initiatives for Society
Providing facilities as countermeasures against COVID-19 infections
In 2021, APA Hotel Yokohama-Kannai and Hotel MyStays Oita were utilized as accommodation and medical facilities for patients with mild symptoms or quarantine facilities for returnees from overseas. In addition, meeting rooms at Hotel MyStays Shin Osaka Conference Center were provided as a vaccination venue.
Contribution to Disaster Prevention
Designated as "Tsunami Evacuation Building*"
- Buildings designated by municipalities in advance as an emergency evacuation site for local residents to evacuate temporarily when a Tsunami inundates an area, in areas where it is considered difficult to evacuate due to time delay from the occurrence of the earthquake to arrival of the Tsunami considering geographical conditions
Participation in Local Activities (Hotel Operator)
MHM has implemented various initiatives to contribute to local communities in many areas.
- Clean-up activities of the surrounding roads and rivers
(Hotel MyStays Matsuyama) - Official partner agreements to support community-based sports club teams
(Hotel MyStays Haneda) - Support and cooperation for community festivals, community disaster prevention activities, and public health activities
(Hotel MyStays Kanda and many others)
Local Production for Local Consumption in Food Procurement
(Hotel Epinard Nasu)
Supporting local agriculture and contributing to the promotion of food education by using food produced in Tochigi Prefecture, where the hotel is located, for ingredients at restaurants in the hotel.
Developed "Nasu-no-Uchi Boxed lunches (abbreviated as "Nasuben")" using foodstuffs produced in Nasu, including Nasu Wagyu (Beef), Koshihikari (Rice), Shirobijin-negi (Onion), Nira (Chinese chives), Spinach, Apples, Udo (Wild plants), Carrots, and Milk.
Initiatives for tenants － tenant satisfaction survey
We conducted a satisfaction survey for all residents of INV's residential properties excluding three student residences with fixed-rent sublease, in March 2022 through an external research organization. We collect opinions and requests of residents and share them with PM companies to improve building / equipment specifications and services.
Asset Management Company Initiatives for Employees
We, the Asset Management company, place among the top priorities of business management the establishment of a comfortable work environment and organization that promotes the physical and mental health of executives and employees. We have made various initiatives to establish an environment that promotes personnel evaluation and benefits in order to maximize the abilities and motivation of every employee which leads to the achievement of sustainable growth.
Regular performance appraisals and feedback processes
All employees set an annual goal following an interview with their reporting supervisor. We conduct personnel evaluations at the end of the fiscal period after an interview with all employees to look back on their performance and provide feedback on the evaluation results. The result of those performance reviews are reflected in employees' compensation. We have established a transparent personnel evaluation system through regular measurement and feedback processes.
Skill development opportunities
Employees are provided with a wealth of e-learning contents to prepare for qualification exams and to acquire various business skills. Employees can use them at any time to improve their expertise and skills.
Respect for human rights and promotion of diversity
We accept differences in diverse professional abilities and values as well as paying respect to positive heterogeneity in order to maximize the abilities of each individual employee. We aspire to achieve sustainable corporate growth while creating additional value.
Our Compliance Regulations clearly prohibits all kind of discrimination and sexual harassment, and we strive to foster a corporate culture that respects personality, and promote the active participation of women by creating a work environment and systems that are comfortable for women.
Employee Data (At the End of Each Fiscal Year)
| FY2019 | FY2020 | FY2021 | FY2022 | |||
|---|---|---|---|---|---|---|
| Number of Directors | 5 | 5 | 5 | 5 | ||
| (Females (Female ratio)) | 0 (0.0％) | 0 (0.0％) | 0 (0.0％) | 0 (0.0％) | ||
| Number of Employees | 19 | 19 | 20 | 20 | ||
| (Females (Female ratio)) | 12 (63.2％) | 12 (63.2％) | 12 (60.0％) | 12 (60.0％) | ||
| General Managers (Note) | 7 | 7 | 8 | 8 | ||
| (Females (Female ratio)) | 3 (42.9％) | 3 (42.9％) | 3 (37.5％) | 3 (37.5％) | ||
| Managers | 6 | 6 | 5 | 5 | ||
| (Females (Female ratio)) | 3 (50.0％) | 3 (50.0％) | 2 (40.0％) | 2 (40.0％) | ||
| Number of newly hired employees | 6 | 0 | 2 | 3 | ||
| (Females (Female ratio)) | 2 (33.3%) | 0 (0.0%) | 1 (50.0%) | 2 (66.7%) | ||
| Number of Turnover (Turnover rate) | 3 (16.7％) | 0 (0.0%) | 2 (10.5％) | 2 (10.5％) | ||
| Average years employed (for male employees)...a | 4.9 years | 5.9 years | 6.0 years | 6.7 years | ||
| Average years employed (for female employees)...b | 4.2 years | 5.2 years | 5.8 years | 6.3 years | ||
| Percentage difference in average years employed for female to male employees...b / a | 86.8% | 89.1% | 96.6% | 95.3% | ||
- (Note)
- General Manager and Staff General Manager
Initiatives for health and well-being of each employee
We have established various benefit programs listed below to support each work/lifestyles of employees.
- Full subsidy for a comprehensive medical checkup (no age restriction)
- Childcare leave (including shortened work hours for childcare)
- Family care leave (including shortened work hours for nursing care)
- Family care leave to care for children
- Monetary gifts for congratulations, condolences, etc.
- Service provided by an employee benefits services company
- Premium Friday (early-out once a month)*
- No overtime on Wednesdays*
- Off-peak commuting or remote working in case of emergencies such as infectious disease outbreak
- *
- We implement Plan Do Check Action cycles to ensure that management regularly reviews the implementation rate of the system and improves the implementation rate for Premium Friday and No overtime on Wednesdays.
| FY2019 | ||
|---|---|---|
| The implementation rate of Premium Friday (Note 1) | 51.4％ | |
| The implementation rate of No overtime on Wednesdays (Note 1) (Note 2) | Zero hours overtime | 22.4％ |
| Less than 60min. overtime | 58.2％ | |
- As measures to prevent COVID-19 infections, we have adopted off-peak commuting and Work from Home systems since February 26, 2020, and Premium Friday and No overtime on Wednesdays systems have not been applied.
- Calculation is based on the employees excluding absent ones on the day for No-Overtime-Working.
Other Initiatives for Employees
- Cover the expense of getting or renewing qualifications
- Prohibit discrimination and harassment (Defined by compliance rule)
- Establish the external contact office for the internal reporting and protect the whistleblower
- Conduct employee satisfaction survey (once in every 3 years for permanent and contract employees; actual coverage ratio in Fiscal Year 2020: 100% of employees)