日本企业海外人力资源管理咨询
Identifying optimal HR management models for 日本ese offshore subsidiaries is critical for successful expansion. Our HR consulting services can deepen your foreign colleges’ understanding of 日本ese work culture while simultaneously harmonizing traditional 日本ese practices with cultural norms abroad.
海外商业文化与日本文化有何不同?
日本ese companies are accustomed to traditional HR management models, where each batch of new graduates are recruited for the purposes of long-term employment. 这种招聘模式并非总能在海外复制, where values of individual independence and freedom in career 发展 are more prominent. 吸引人才，确保海外办事处人手充足, HR management models need to be adapted for different work cultures overseas.
日本人力资源管理实践的独特性
| 日本 | 日本以外地区 |
|---|---|
批量招聘 应届毕业生
|
定位 招聘
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终生雇佣 心态
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自愿签订的雇佣协议
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价值 学习 & 团队分享
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价值 独立性 & 协作
|
日本企业人力资源管理的三条准则
Most 日本ese companies have seen success with long-term employment models. However, the business landscape overseas is a lot more heterogeneous. Some companies may favor loyalty while others are accustomed to regular turnovers. This introduces new challenges when 发展中 talent for 日本ese subsidiaries.
也就是说, optimizing HR management strategies of overseas 日本ese subsidiaries does not have to be an insurmountable task. The following three points outline key areas that HR teams of 日本ese companies may focus on when overseas:
1. Aligning 日本ese practices and business culture with strategy objectives
一般来说, the HR management’s main objective is to accelerate business growth via organizational and employee 发展. Organizational structure and employee 发展 plans will vary greatly between companies. 扩大 a business globally will require 日本ese companies to weigh organizational and human resource issues on a case by case basis that takes into account both present and future needs.
从日本到海外业务拓展的5个阶段
| 1. 日本出口 | 2. 本地经营(生产、销售等.) | 3. 跨界经营管理 | 4. 全球/区域一体化 | 5. 跨国管理 |
|---|---|---|---|---|
关键特性
|
关键特性
|
关键特性
|
关键特性
|
关键特性
|
商业问题 市场的扩张 |
商业问题 本地化 |
商业问题 价值最大化 & 成本优化 |
商业问题 共享价值下的组织变革 |
商业问题 业务组合管理 |
需要组织 与本地合作伙伴合作 |
需要组织 跨职能的合作 |
需要组织 价值链优化 |
需要组织 全球/区域治理 |
需要组织 重塑运营模式 |
需要的人才 双语员工 |
需要的人才 能干的当地员工 |
需要的人才 经验丰富的经理/专家 |
需要的人才 有远见的领导人 |
需要的人才 丰富的领导力管道 |
2. 关注人力资源管理中的关键问题
Two core metrics guide decision making in HR management: Business growth and management resource optimization. Evaluating business according to these metrics will vary depending on each business’ 发展al phase. To execute HR management effectively even under resource constraints, key issues must be correctly defined from the outset to so that the appropriate course of action can be identified.
Priority focus for HR management at each stage of business 发展
| 开始 | 扩大 | 加强 | 萎缩 |
|---|---|---|---|
典型的业务问题
|
典型的业务问题
|
典型的业务问题
|
典型的业务问题
|
主动成长
|
主动成长
|
主动成长
|
主动成长
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主动优化
|
主动优化
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主动优化
|
主动优化
|
3. 对文化多样性有深入认识
招聘动机, 发展中, 不同国家留住人才的方式也有很大不同, 地区, 甚至是个人. Having a proper understanding of each country's culture and social norms will provide solid grounding for introducing performance assessment and rewards criteria.
在不同的工作文化中找到共同点
对文化多样性有深入认识
常见的因素
- 层次结构
- 尊重地区
- 实用主义者
- 有趣的优先级
- 礼貌的表达
- 追随
- 有纪律的
- 严格守时
- 谦卑
- 尊重长者
- 慷慨
- 情感的敏感性
日本公司有效工作场所实践的人力资源解决方案
The following six steps outline how HR management can identify critical issues and formulate solutions accordingly. 而不是全盘采用这些步骤, our HR consultants will help you find a unique solution that incorporates 日本ese work culture and practices to cohesive office environments.
| 加强人力资源管理的六步法 | |
| 1. 可视化当前状态 |
|
|---|---|
| 2. 确定未来目标 |
|
| 3. 制定所需的政策 |
|
| 4. 开发能力 |
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| 5. 管理变更 |
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| 6. 培养文化 |
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这是日本企业海外扩张的正确工具
Receive unique solutions for overseas subsidiaries of 日本ese companies. With strong bilingual support and an in-depth understanding of HR practices in multinational 日本ese companies, 美世 Asia 日本ese Business Advisory team will help your organization transition overseas smoothly using 美世’s proprietary global methodologies.
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组织和人力资源战略设计
Develop mid-term organization and 人力资源战略 complete with specific actionables based on comprehensive diagnosis from 美世 JBA consultants. -
奖励政策和流程设计
Design a rewards program that brings employee satisfaction while meeting business needs based on market benchmarks and policy design principles provided by 美世 JBA consultants. -
人才管理政策与实践设计
制定招聘等全面的人才管理政策, 发展, 内部流动, and retirement by drawing links between organizational structure and workforce planning. -
组织设计和能力开发
美世 JBA consultants will help bring clarity to the future roles of HR functions as well as plan for long-term organizational structures by 发展中 HR processes based on customized analysis. -
制定员工健康和福利政策
Identifying employee health risk and understanding how it ties in with business resilience is crucial to designing attractive benefits program that are also cost-effective. 美世 JBA consultants can help you identify the right external partners that provide you and your employees with the best coverage. -
设计退休福利政策
Take care of your employees’ financial wellness long after retirement with the right external partners that 美世 JBA consultants can find. We will help you develop pension plans and deliver models that line up with market benchmarks.
塑造你应该如何看待转型
我们的日本商业咨询(JBA)团队
让我们开始吧
Your journey to integrating 日本ese business culture with overseas offices for a seamless global expansion starts here