jinjer Co., Ltd.
[Promotion of DX is an urgent need] A survey of the current situation in the construction industry, one month after the start of the upper limit on overtime work | Even after the law revision took effect, approximately 62% of companies are still unable to take action. Many companies are feeling the burden of “reduced working hours amid labor shortages”
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Jinjer Co., Ltd. (Headquarters: Shinjuku-ku, Tokyo, President and Representative Director: Takashi Kuwanai; hereinafter referred to as Jinjer), which provides the cloud-based human resources and labor management system “Ginger,” conducted a survey on “Overtime One month after the start of labor cap regulations, we conducted a survey of the current situation in the construction industry.
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■Survey summary
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[Survey overview]
・Summary of the survey: A survey of the current situation in the construction industry, one month after the start of the upper limit on overtime work.
・Survey method: Internet survey
・Survey period: May 27th to May 28th, 2024
・Survey target: 348 human resources personnel
≪About the use of this survey≫
1 When quoting, please clearly indicate the name of “Jinjer Co., Ltd.” as the source of the information.
2 If you wish to use this on your website, please include the link below as the source.
URL: https://jinjer.co.jp/
*Some of the 9 questions are included in this release. If you would like to see the full survey results, please see the URL below. ▶Details of survey results:
https://hcm-jinjer.com/blog/dx/kensetsu-survey-1month/
■Background of the investigation
From April 1, 2024, upper limits on overtime work in the construction industry will be applied. Under this regulation, overtime work is limited to a maximum of 45 hours per month and 360 hours per year. Even if there are special circumstances, you must be limited to less than 100 hours in a single month, less than 80 hours on average over multiple months, and less than 720 hours in a year.
With this background in mind, we conducted this survey to examine the construction industry’s current state of response, one month after the cap on overtime work was put into effect.
■Details of the survey content
While only about 36% of companies are making progress in responding to the legal reforms, about 63% of companies are not making much progress in responding.
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When asked, “To what extent are they responding to legal revisions?” approximately 63% of companies responded, “Not making any progress in responding (36.8%)” or “Not making much progress in responding (26.5%).” It has become clear that little progress has been made in responding to the situation.
Approximately 54% of companies that are taking action have already completed their preparations for the legal reforms.
On the other hand, approximately 30% of companies answered that they would complete the response within one year.
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When we asked companies that responded in Q4 that they were
“progressing on measures” about the estimated time for the measures to be completed, 54.2% of companies answered that they had already completed their measures. Regarding other matters, “Response will be completed within 3 months (10.8%),” “Response will be completed within 6 months (7.5%),” and “Response will be completed within 1 year (14.2%).” In total, approximately 32% of companies plan to complete the response within one year.
The top three initiatives underway regarding overtime work cap regulations are “setting appropriate work schedules that allow for two days off per week,” “reviewing salaries for the purpose of recruiting and retaining employees,” and “a system that allows accurate understanding of labor conditions.” Construction of
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When we asked companies that answered “we are making progress” in Q4 about their specific initiatives, we found answers such as “setting an appropriate construction schedule to achieve two days off per week (60%)” and “improving employee The results were: “Revising salaries for the purpose of recruitment and retention (50.8%)” and
“Establishing a system that allows accurate understanding of labor conditions” (47.5%).
We also asked free text questions about the challenges faced in responding to legal revisions.
“Although working hours have decreased, the labor shortage has not been resolved, so the burden on each person has increased,” and “Some people feel reluctant to go home early or take days off.” ‘ was heard.
Only 18.2% of companies answered that they “accurately track working hours.”
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When asked, “Are you accurately tracking your working hours?”, the most common response (33.5%) was “Although we are working on establishing a system, there are some concerns about whether we are accurately tracking working hours.” . On the other hand, only 18.2% of respondents said, “I feel that I am working to improve my system and am able to accurately track working hours.”
Approximately 70% of companies have either completed or are
considering implementing an attendance management system.
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When asked, “Are you considering introducing an attendance management system in response to legal revisions?”, a total of 30.3% answered that they were introducing or considering a “package type
(on-premises)”, while 30.3% answered “a service type
(SaaS)”.・Cloud)” accounted for a total of 17.2%, and “In-house proprietary development” accounted for a total of 20.5%.
*Some of the 9 questions are included in this release. If you would like to see the full survey results, please see the URL below. ▶Details of survey results:
https://hcm-jinjer.com/blog/dx/kensetsu-survey-1month/
■Comment from jinjer CPO (Chief Product Officer) Matsuba
[Image 8: https://prtimes.jp/i/89626/235/resize/d89626-235-4322d2f8559b9eedae8d-0.jpg&s3=89626-235-7e60efb6c3930290e6affb3f8e19ff9e-487×487.jpg] It has been one month since the cap on overtime work was implemented, but according to a survey, approximately 62% of companies have not taken action. Additionally, only about 18% of companies answered that they are able to properly manage employee working hours.
Many companies are under a heavy burden as they are required to quickly respond to regular legal changes. One effective way to alleviate this burden is to introduce a cloud-based personnel management and attendance management system. By using a cloud system, you can record employee clocks in real time from any location using your smartphone, allowing you to accurately track employee working hours.
Our company’s “Ginger” provides a wide range of services including personnel management, attendance management, personnel evaluation, and e-learning. All of this can be managed centrally in “one database,” allowing us to quickly respond to legal changes while preventing discrepancies in information between multiple systems.
We will continue to develop this service in order to provide valuable services to our users.
■What is cloud-based human resources and labor system “Ginger”? “Ginger” is a cloud-based human resources and labor system that allows you to manage everything from routine human resources tasks such as personnel labor, attendance management, and payroll calculations to talent management such as personnel evaluations and e-learning. The Core HR Database, which integrates human resources information into one, supports efficiency and automation of routine tasks such as payroll calculations based on attendance totals and input of forms related to social insurance procedures.
Additionally, since the databases of each system are connected, it is possible to automatically update the database and automate changes to privileges for each system in response to role changes.
▶ “Ginger” service site: https://hcm-jinjer.com
■Company overview
Company name: Jinjer Co., Ltd.
Representative: Takashi Kuwanai, Representative Director and President Location: 6-11-3 Nishi-Shinjuku, Shinjuku-ku, Tokyo WeWork D Tower Nishi-Shinjuku
URL: https://jinjer.co.jp/
More details about this release:
https://prtimes.jp/main/html/rd/p/000000235.000089626.html