Takamiya Certified as "Health and Productivity Management Outstanding Organization 2026"

Takamiya Co., Ltd. (hereinafter referred to as Takamiya, Osaka Head Office: Kita-ku, Osaka City, Tokyo Head Office: Chuo-ku, Tokyo, Representative Director, Chairman and President: Kazumasa Takamiya), a platformer in the construction industry, starting with scaffolding, which 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. Takamiya upholds a human-centric philosophy, stating that "human resources are the essence of corporate strength," and promotes the creation of an environment where each employee can maintain their 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 segments or individuals. Such burdens can lead to prolonged working hours, employee exhaustion, and an increased risk of turnover.

Against this backdrop, Takamiya, based on its human-centric philosophy that "human resources are the essence of corporate strength," views each employee as a valuable 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 also steadily increased (9.6 years in FY2020 → 10.7 years in FY2024), demonstrating tangible results. The certification as a "Health and Productivity Management Outstanding Organization 2026" is positioned as a comprehensive evaluation of these initiatives.

Click here for more information on the Health and Productivity Management Outstanding Organization Certification System.

Click here for more 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 reality of work styles and encourage proactive behavioral change in each employee. Digital signage installed within the company collects and displays data such as overtime hours, leaving times, and usage of internal systems by department, creating an environment where everyone can grasp the current situation.

By sharing data in a way that does not identify individuals, it provides an opportunity for employees to become aware of "their own work styles" without excessive pressure. This promotes spontaneous improvement actions such as reducing long working hours and reviewing work, leading to sustainable work style reform. The time created by this awareness transformation is not merely leisure but leads to opportunities for further skill development.

Digital signage in the entrance and waiting areas.

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 that are busy and short-staffed, 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 self-developed intranet, it promotes matching with personnel who have the necessary skills, achieving both work efficiency and skill utilization. It provides opportunities for skill acquisition through self-improvement and contributes to the equalization of work across the company.

Click here for the press release about the Coin System.

3. Internal Job Posting System: Flexible Personnel Allocation and Autonomous Career Development

As a place to further develop the experience gained through the Coin System, Takamiya has introduced an "Internal Job Posting 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 to the relevant department temporarily to provide work support. This not only allows the company to achieve work efficiency through flexible and rapid personnel securing but also leads to employees' skill improvement and experience enhancement in new environments.

Unlike traditional company-led transfers, this system allows employees to volunteer after understanding the situation and challenges of the new assignment in advance. Employees have commented, "We feel value in being able to choose and challenge ourselves by our own will, not by company instructions."

■ Support for Continuous Employment Corresponding to Life Stage Changes

Support for continuous employment corresponding to life stage changes such as childcare and nursing care.