A fragrance performance at a karaoke bar in Tokyo!

An article has been published about the case of introducing the expense reimbursement system "Rakuraku Seisan" at CTC First Contact, Inc. ~In the case of CTC First Contact~ To prevent situations where one might wonder "I thought I submitted it" or "Where are the documents?", they considered systematization. They were also managing payments to business partners using Excel, but there was a challenge to reduce and improve that workload. After the introduction, the integration with the transfer search significantly reduced the workload. They were able to change the payment site, which was impossible with paper operations. [Case Overview] ■Challenges before implementation - Uncertainty about the location of application documents ■Key points of implementation - Can be operated at a low cost - Flexible customization of settings *For more details, please refer to the related links or feel free to contact us.

Under the floor and in the attic... "Invisible spaces" are being reconsidered now The environment surrounding the housing industry has changed significantly in recent years. Rising timber prices, increased costs of equipment, a shortage of skilled workers, and prolonged delivery times are not temporary changes but are becoming entrenched as structural changes in the entire housing industry. Furthermore, in recent years, the global surge in resource prices, the depreciation of the yen, and rising logistics costs have compounded the situation, leading to a generally unstable environment for housing-related materials. What was once taken for granted—that "necessary materials can be obtained immediately when needed"—is no longer a given. Additionally, the construction and equipment industries continue to face a serious labor shortage. In particular, the aging of veteran craftsmen who support the field is progressing year by year, while securing young talent is not easy. As a result, situations such as difficulty in scheduling construction dates, longer waiting periods until construction, and limited availability of contractors in certain regions are increasingly common nationwide. In the housing industry, there is a growing sentiment that "construction plans cannot be made with the same sense as before," whether for new builds or renovations, which is becoming the norm across the country. For more details, please be sure to read the 【related materials】【related links】 below. ↓ ↓ ↓

Attendance management is something that is expected of every company and should be addressed. When asked, "Are you doing it?" it might be more concerning to hear, "Are you doing it correctly?" which could make some responsible parties feel anxious. You may be using time cards for clocking in, but are unsure about overtime calculations. You might be having employees input data into Excel, but how does that stand in terms of legal compliance? You may be managing paid leave on paper, but there’s no room for double-checking. Employee resignations may be ongoing, but could this be due to overwork...? Why not review the various pros and cons of different attendance management methods and revisit the important aspects of attendance management from the "basics"?

We have released a white paper titled "The Common Points of Attendance Issues Highlighted by the Labor Standards Inspection Office." This document provides a clear explanation of the challenges in attendance management that are likely to be pointed out by the Labor Standards Inspection Office, using specific examples. It addresses operational risks commonly seen in many companies, such as attendance aggregation in Excel, timekeeping management through self-reporting, insufficient management of paid leave, and rounding of overtime hours. Additionally, it introduces points that are often highlighted in inspections by the Labor Standards Inspection Office, such as "objective understanding of working hours," "unpaid overtime," "management of the 36 Agreement limits," and "compliance with the obligation to take 5 days of annual leave." This content can serve as an opportunity for companies that think "there have been no problems so far, so it's fine" to review their operations. Companies considering improving the efficiency of attendance management and strengthening compliance are encouraged to take a look. If you have any additional questions, please feel free to let us know.

"SNS Recruitment Boost" is a new recruitment support service that combines ultra-precise area targeting of "1 km radius" from stores or offices, direct access to 66 million Instagram users in Japan, and excellent cost performance with "initial cost of 0 yen and a monthly fee starting from 59,800 yen, all-inclusive." For companies considering pinpoint delivery to targeted demographics (age, gender, area, etc.) and a fundamental review of recruitment costs, the benefits of implementing this service are immeasurable. Disadvantages such as lack of advertising knowledge and operational hassle can be completely delegated to professional management by Meta-certified professionals, along with free support for the production of one banner (static image) each month. ▼ The "flow of service usage" is very simple: STEP 1: Decide on the objective STEP 2: Prepare photos (after that, you can completely delegate!) STEP 3: After banner approval, advertising distribution starts in just 3 business days.