Takamiya Certified as a 'Health and Productivity Management Outstanding Organization 2026'

Takamiya Co., Ltd. (hereinafter referred to as Takamiya, Osaka Head Office: Kita-ku, Osaka; Tokyo Head Office: Chuo-ku, Tokyo; Representative Director, Chairman and President: Kazumasa Takamiya), a platformer in the construction industry, including scaffolding, that continues to create innovative solutions for industry challenges, has been certified as a 'Health and Productivity Management Outstanding Organization 2026' by the Japan Health Council. At Takamiya, we uphold 'human-centered management,' which states that 'human resources are the essence of corporate strength,' as our management philosophy, and we promote creating an environment where each employee can maintain physical and mental health and continue to work with peace of mind.

■ Background of Certification Acquisition: Challenging the 'Structural Issues' of the Construction Industry
The construction industry faces structural challenges such as chronic labor shortages and an aging workforce, which tend to concentrate work burdens on specific groups or individuals. Such burdens can lead to prolonged working hours and employee exhaustion, potentially increasing the risk of turnover.

Against this backdrop, Takamiya, based on its 'human-centered management' philosophy that views 'human resources as the essence of corporate strength,' considers each employee as a vital asset. Beyond merely improving the working environment, the company promotes human capital management aimed at optimizing work burdens and realizing autonomous work styles. As a result, the paid leave acquisition rate improved from 47.6% in FY2020 to 75.3% in FY2024, and the regular health check-up rate reached 100%. The average length of service is also on the rise (9.6 years in FY2020 → 10.7 years in FY2024), showing steady results. The 'Health and Productivity Management Outstanding Organization 2026' certification positions these efforts as comprehensively evaluated.
Click here for information on the Health and Productivity Management Outstanding Organization certification system.
Click here for details on Takamiya's health and productivity management.

■ Takamiya's Main Initiatives: A 'Self-Sustaining Growth Cycle' from Current Situation Assessment to Challenge
Takamiya aims to create an environment where each employee can review their own work style and proactively choose growth opportunities, deploying a series of measures that lead from visualization to behavioral change and further career expansion.

1. Digital Signage: Visualization of Work Styles and Awareness Transformation
Takamiya utilizes digital signage as an initiative to visualize the actual state of work styles and encourage proactive behavioral change among individual employees. Signage installed within the company aggregates and displays overtime hours, leaving times, and usage status of internal systems by department, creating an environment where everyone can grasp the current situation.
By sharing data in a non-identifiable manner, the company provides an opportunity for employees to become aware of 'their own work styles' without imposing excessive pressure. This promotes spontaneous improvement actions such as curbing long working hours and reviewing work, leading to sustainable work style reforms. The time created by this awareness transformation is not merely leisure time but also an opportunity for further skill development.
Digital signage in the entrance and waiting area.
Image of the digital signage screen (overtime hours, incentives, coin system circulation).

2. Coin System: Skill Acquisition and Workload Distribution
Utilizing the time created by visualization, participation in the 'Coin System' (an internal side-job type HR system) to support tasks in other departments is encouraged. This system allows employees from other departments to utilize their skills to support tasks in departments experiencing labor shortages during busy periods, and in return, they are awarded internal currency 'coins.' This creates a system where departments and bases support each other's work, preventing work concentration on specific employees and leading to company-wide workload distribution.
Furthermore, by visualizing employees' possessed skills on a proprietary intranet, the company promotes matching personnel with necessary skills, achieving both work efficiency and skill utilization. This provides opportunities for skill acquisition through self-improvement and contributes to the company-wide equalization of work.
Click here to view the release about the Coin System.

3. Internal Recruitment System: Flexible Staffing and Autonomous Career Development
As a venue to further develop the experience gained through the Coin System, Takamiya has introduced an 'Internal Recruitment System.' This system openly shares situations of labor shortages in specific regions or departments within the company and solicits support from across the company. Employees can voluntarily transfer temporarily to the relevant department to provide work support. This not only allows the company to flexibly and quickly secure personnel for improved work efficiency but also leads to skill enhancement and experience gain for employees in new environments.
Unlike traditional company-led transfers, this system allows employees to proactively volunteer after understanding the situation and challenges of the destination department in advance. Employees have commented, 'We feel value in being able to choose and challenge ourselves by our own will, rather than by company directive.'

■ Continuous Employment Support Corresponding to Life Stage Changes
Changes in life stages such as childcare and nursing care.