jinjer Co., Ltd.
JINJER conducts a “Survey on the actual situation of the logistics industry one month after the start of the cap on overtime work” | Challenges after the cap on overtime work are enacted include “accelerating labor shortage,” “reduction in salaries,” and “lack of understanding among shippers.” Many answers.
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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,” has conducted a survey titled “After-hours Management” for a total of 274 human resources personnel. One month after the start of labor cap regulations, we conducted a survey of the actual situation in the logistics industry.
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■Survey summary
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[Survey overview]
・Summary of the survey: A survey of the actual situation in the logistics 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: 274 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/butsuryu-survey-1month/
■Background of the investigation
From April 2024, based on the Work Style Reform Act, a cap of 960 hours per year (excluding work on holidays) will be applied to overtime work for driving cars. At the same time, the “Improvement Standards Notification (Subject to Administrative Dispositions Based on the Freight Motor Transport Business Act)” which stipulates the length of time that truck drivers can be restrained, etc., will also strengthen the length of time they can be restrained (*).
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*Reference: Created based on the Ministry of Land, Infrastructure, Transport and Tourism’s “2024 Logistics Issues.”
https://www.mlit.go.jp/policy/shingikai/content/001620626.pdf Against this background, we conducted this survey to examine the current situation in the logistics industry, one month after the overtime cap regulations were applied.
■Details of the survey content
Approximately 32% of companies are making progress in responding to the legal revisions, and approximately 64% 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 64% of companies responded, “Not making any progress in responding (44.9%)” or “Not making much progress in responding (18.8%).” As a result, little progress has been made in responding to the situation.
Approximately 52% of companies that are taking measures have responded that they have already done so.
Approximately 36% of companies are expected to complete the measures within one year.
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When we asked the companies that responded in Q4 that they were “progressing on measures” about the estimated time for the measures to be completed, 52.5% of companies answered that they had already completed the measures. The following responses were: “Response expected to be completed within three months (22.1%),” “Response expected to be completed within six months (9.0%),” and “Response expected to be completed within one year (4.9%).” Approximately 36% of companies plan to complete compliance within one year.
The top three initiatives being implemented regarding upper limits on overtime work are: “Development of a system to accurately grasp labor conditions,” “Review of truck driver working conditions with the aim of strengthening recruitment,” and “Attendance management system, Delivery management system.” Utilization of IT systems such as
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When we asked companies that responded in Q4 that they are taking steps to respond to the situation, we asked them about their specific initiatives, and the responses were: “Establishing a system to accurately understand labor conditions (63.1%)” and “Establishing a system to strengthen recruitment.” “Reviewing the working conditions of truck drivers (56.6%)” and “Using IT systems such as attendance systems and delivery management systems (44.7%).”
In addition, when we asked free text questions about challenges in responding to legal revisions, we received responses such as “the labor shortage is accelerating”, “it will lead to reductions in wages”, and “shippers’ understanding is not progressing”. It was mentioned.
Approximately 77% of companies have already introduced 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 29.9% answered that they were introducing or considering a “package type
(on-premises)”, and “service type (SaaS)” was the answer.・Cloud)” was a total of 16%, and “in-house development” was a total of 31.5%. *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/butsuryu-survey-1month/
■Comment from jinjer CPO (Chief Product Officer) Matsuba
[Image 8: https://prtimes.jp/i/89626/237/resize/d89626-237-4cab3f3ba0ee87e1236b-7.jpg&s3=89626-237-e42c9056746c59596a6ff7f9333d07e1-487×487.jpg] As of now, one month after the enforcement of the upper limit on overtime work, only about 30% of respondents say they are able to accurately tally their working hours. The way truck drivers work is very different compared to other industries. It is necessary to understand working hours by considering various points such as long hours of direct and direct transportation, waiting time for cargo, and detention time.
Against this background, demand is expected to increase for attendance management systems that can record time in real time using
smartphones, regardless of location, and for measures to improve employee engagement as part of human resources management.
Our company’s “Ginger” provides a wide range of services, including human resources management, attendance management, personnel evaluation, and e-learning. All of this can be centrally managed in “one database,” making it possible to quickly respond to legal changes while also preventing information discrepancies between multiple systems.
We will continue to develop this service so that we can provide valuable services to our users.
■What is the 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 entry 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 Address: 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/000000237.000089626.html