「株式会社現場サポート」（2005年設立、従業員46人、鹿児島市）は、建設事業者向けに、発注者の国交省・地方自治体と建設事業者の現場との間で情報共有するソフトウエアなどを開発・販売しています。工事は発注者の意向を確かめながら進めます。従来は作成した書類を現場から発注者に持参し、許可を得ていましたが、このソフトウエアをインターネットを通じて受発注者が利用することで、発注者への訪問時間を短縮でき、しっかりと記録も残ります。社長の福留進一さんが勤務先の大手企業から独立した時の仕事は工事現場の写真などを電子納品するソフトウエアの販売が主力でした。勤務先企業がこの事業をやめることにしたので部下3人と独立しました。現在の製品への参入は2011年でした。すでに他に９社が同様の製品を扱っており、8社は大手企業ないしその子会社です。「現場サポート」は最後発で最小の企業でした。ところが、同社の現在のシェアは国土交通省九州地方整備局関連の工事では９０％、同中国地方整備局では８０％、鹿児島県、宮崎県関連の工事では99％以上です。販売は工事単位で「一現場いくら」となりますが、同社の価格は最も高く、しかも、製品機能の差別化は難しいそうです。

福留社長が強調する高シェアの原動力は人的サービスです。製品の導入だけでなく、しっかりと使ってもらう。そのため電話で顧客の運用上の悩みを聞き出し、アドバイスする。発注者からなかなか承認の返事が来ないといった相談にも対応する。１日100件、多い時は300件の電話応対があります。顧客からは「定期的に電話をくれ意見を聴いてくれる」「対応がすばやく的確だった」との声がよせられています。使命感に燃えたセールスも大きな原動力です。2，3回断られてもめげません。役に立つことをしているのだから遠慮することはないとの信念が新規顧客を開拓しました。さらに、現在では建設事業者を顧客としている種々の企業を販売店としてパートナー化し、販売力を一層強化しました。販売本数は7年前の8.5倍です。

社員のこの活躍を引き出しているのが、次の3本を柱とするマネジメントです。

第1は働きやすい労働システムです。フレックスタイム制、テレワーク制度、子供の年齢制限なしの時短勤務の選択など柔軟な働き方、平均所定時間外労働時間8.5時間、有給休暇平均取得日数16.1日（連続5日間の取得が義務化されている「リフレッシュ休暇」あり）、女性の育児・介護休暇取得と職場復帰率100％など、生活重視の働き方も実現しています。

第2は社員の自律性尊重です。その土台となるのは「社員は労働者でなく仲間」とのスタンスです。福留社長も社内では「さん」づけで呼ばれています。誰かが決定や情報を独占したら対等関係は生まれません。同社では5年の経営計画は管理職で決めますが当年の計画は全員参加で決めます。創業時から徹底的な情報公開を貫いています。効果的・効率的に伝えるために、ITを駆使、例えば重要会議の議事録、役員報酬・給与・交際費など勘定科目ごとの支出額もすぐ見られます。情報が公開されていても一方通行では意味がなく、双方向コミュニケーションが必要です。社員との社長面談が奇数月、部長面談が偶数月に実施されます。時間は10分ですが回数が重要と考えられています。さらに、目標管理面談2ヶ月一回、社長勉強会年間86回、懇親会2ヶ月1回等を行っています。これにデジタルによる双方向コミュニケーションが加わります。社内グループウェア、チャットツール、WEBデータベースなどを使って、日々相当な量のコミュニケーションを行っています。「質のアナログ・量のデジタル」と位置付けられています。同社にはルーティン業務の他に業務改善などのプロジェクトチームや環境整備委員会などの委員会があります。自律性が育つとその責任者になってもらい力を磨いてもらいます。

第3はよき人間関係の追求です。感謝の気持ちやお互いを尊重しあう組織風土創りをしています。人間学を学ぶ読書会を実施、社風の基礎を創りました。自分が感謝する仲間に「ありがとうポイント」を「ありがとう掲示板」にメッセージ付きで送ります。入社1年目で「ありがとう大賞」に選ばれた社員もいます。

「現場サポート」は心だけでなく物の豊かさも追及しています。IT業界平均給与の110％を目標として掲げ、そのために必要な人・時生産性を実現しています。現在は5,300円（労働分配率50％）、年間平均給与504万円、IT業界平均460万円の109.5％です。“夢の”人・時生産性1万円を目指します。

「現場サポート」の従業員平均年齢34.9歳（女性33％）、直近の入社試験倍率20倍、4年間離職者ゼロという実績は、以上の社員の物心の豊かさの産物です。

***

"Genbasupport Co., Ltd." (established in 2005, 46 employees, Kagoshima City) is developing and selling software for construction companies to share information with their work sites and the Ministry of Land, Infrastructure, Transport and Tourism as well as local governments that placed orders to the construction companies. The construction at the work sites proceeds while confirming the intention of the ordering party who requested the construction. In the past, the documents were brought to the ordering party from the work site for permission, but by using this software via the Internet, the visit time to the ordering party was shortened and the process remain recorded.

When the president Fukudome Shinichi became independent from a major company he worked for, his main job was to sell software that electronically delivers photographs of construction sites. Since the company he worked for decided to withdraw from the business, he became independent with three of his subordinates. He entered into the business with current products in 2011. Nine other companies already had similar products, and eight of them were major companies or their subsidiaries. "Genbasupport" was the last and smallest company. However, the company's current market share is 90% for construction under the Kyushu Regional Development Bureau of the Ministry of Land, Infrastructure, Transport and Tourism, 80% for construction under the Chugoku Regional Development Bureau, and 99% or more for construction under Kagoshima and Miyazaki Prefectures. Sales are made for each construction site as "how much per site", and the company gets the highest price, moreover it is said to be difficult to distinguish the function of the product from other companies.

As president Fukudome emphasizes, the driving force behind the high market share lies in their human services. In order to not only introduce the product, but also to make full use of it, his company listen to the customer's operational problems over phone and give advices. He also offers consultations to the customers when they do not receive approval from the ordering party. There are 100 phone calls a day, and 300 calls at most. Customers have commented that the company "regularly contact them over phone and listen to their opinions" and "the response was quick and accurate." Sales with a sense of mission are also a big driving force. Even if refused a couple of times, they won't be disappointed. The belief that they should not be hesitant because they are doing something useful has cultivated new customers. In addition, they have further strengthened their sales capabilities by adding new sales agents under partnership with various types of companies that have construction companies as their customers. The number of unit sales is 8.5 times that of 7 years ago.

This activity of employees is drawn from the management system based on the following three pillars.

The first is a labor system that is easy for employees to work in. They have realized a work style that emphasizes the lives of employees such as flextime system, telework system, selection of reduced working hours without age restrictions for children, average overtime work hours of 8.5 hours, average number of days of paid leave taken 16.1 days (including “refreshing leave” with obligatory 5 consecutive days ), 100% return to work rate after taking childcare / nursing leave for women, etc.

The second is respect for employee autonomy. The basis for this is the stance that "employees are colleagues, not workers." President Fukudome is also called "Fukumoto-san" in the company. If someone monopolizes decisions and information, there is no equal relationship. In the company, the five-year management plan is decided by the management, but the plan for the current year is decided by participation of all employees. The company has been thoroughly disclosing information since their founding. In order to communicate effectively and efficiently, anybody in the company can immediately see the amount of expenditure for each account such as minutes of important meetings, remuneration for directors, salary, entertainment expenses, etc. by making full use of IT.

Even if the information is open to the public, there is no point in one-way traffic, and two-way communication is required. Interviews with employees are held in odd-numbered months, and interviews with general managers are held in even-numbered months. The time is 10 minutes, but the number of times is considered important. In addition, they hold interviews on management by objectives once every two months, study sessions for the president 86 times a year, and social gatherings once every two months. In addition to this, digital two-way communication is practiced. They use in-house groupware, chat tools, WEB databases, etc. to communicate a considerable amount every day. It is positioned as "quality analog / quantity digital". In addition to routine work, the company has a project team for business improvement and committees such as the Environmental Improvement Committee. When autonomy grows for the employees, they are asked to become responsible for it and improve their abilities.

The third is the pursuit of good human relationships. They are creating an organizational culture that gives gratitude and respects each other. They held a reading circle for human studies and laid the foundation for theirr corporate culture. They send "Thank you Points" to the colleagues they appreciate with a message on the "Thank you Bulletin board". Some employee was selected for the "Thank you Grand prize" in the first year of joining the company.

"Genbasupport" pursues not only the heart but also the physical richness. They have set a goal of 110% of the average salary in the IT industry, and have achieved the necessary man-hour productivity for that purpose. Currently, it is 109.5% at 5,300 yen (labor share 50%), annual average salary of 5.04 million yen, and IT industry average of 4.6 million yen. They aim for "dream" people and hourly productivity of 10,000 yen.

The average age of employees of " Genbasupport " is 34.9 years (33% women), the latest pass rate of entrance examination is 1/20, and the number of employees who have left the company for 4 years is zero. This achievement is the product of the richness of the employees' matter and mind.