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Consulting services for global organization and human resources

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A flock of Tanzania combine vector toward the new frontier.
Photo: Eric Isselée

Small and medium enterprises in foreign branch,
To resolve the problem of organization and HR.

There has been an increase of advancement to the developing countries for small and medium sized enterprises because of the harsh management environment in Japan and strong yen. On the other hand, the actual situation is that there are many small and medium sized enterprises in foreign branches that cannot show results because management, stabilization, and strengthening of the local employees are not going as well as they imagined.

Employment practice is in Japan is simultaneous recruiting of new graduates, long term employment, difficulty of dismissal and is very different from the global employment practice even though the recent situation is changing. Also, because of the mono-racial background, the organization climate has the understanding that they have mutual understanding even when they do not speak out loud because of their facial expressions and customs.

For those issues, HISAEDA CONSULTING can support your small and medium enterprise to localize in foreign countries, assist their independence, and solve the problems of global organization and human resources for strengthening based on the employment practice, culture, law, labor market in the foreign country.

Problems of organization and HR management in foreign branch

Organization and HR management

  • Employees in developing countries ask for raises often, but do not know how to handle the situation.
  • They have special skills but have no English skills or experience in foreign countries. We are worried about sending them away.
  • We want to verify ways of thinking of the local employees and their awareness for employment.
  • We are wondering about how much authority should be transferred to the local employees about the way to work and decision making.
  • We cannot find the appropriate distance between the overseas Japanese employee and the local employees.
  • We want to terminate bad employees but do not know how to terminate them appropriately.

HR system management

  • The CEO says “advancement in foreign countries” but has no clue about the labor management aspect.
  • We want to construct the global performance index based on our code of conduct.
  • We want to apply the renewed HR system for the main office in Japan to the foreign branch based on their local laws and wage practice.
  • We want to compose work regulation in foreign countries and welfare regulations.
  • We do not know the wage standard according to the industries and positions.
  • We do not know how much we should follow the trend of wage increase in the local area.
  • We have heard that we need to have clear segregated duties (details), but we do know what kind of materials to make.
  • There are no clear career path and promotion requirement for the local employees.

About Service

Organization and HR consulting services for spanning functional and geographical boundaries.

  • Penetration of the universal corporate Vision & Values to the each country' s employees.
  • Planning of universal organization strategy.
  • Development planning for international manager.
  • Constructing educational training system of universal organization.
  • Constructing the universal HR system (such as career path, rating and wage).

HR consulting service for foreign branch.

  • Making of segregated duties (details) for foreign branch.
  • Research for job market and wage standard according to the industries and positions.
  • Constructing and operation of HR system (such as career path, rating and wage) for foreign branch.
  • Planning of incentive and performance compensation for foreign branch.
  • Creating the rules of employment for foreign branch.
  • Planning of work regulation in foreign countries and welfare program for the overseas Japanese employee.
  • Planning of the recruitment, making of interview manual, and in the presence of job interview for local employees for local employees.
  • Implementing the organizational diagnosis for local employees.
  • Problem-solving organization and personnel issues through interviews for local employees.

Education and training in English / Japanese

  • Communication training for the overseas Japanese employee.
  • Global human resource development training for the overseas Japanese employee.
  • Making personal connections for the overseas Japanese employee.
  • Team building training between local employees and the overseas Japanese employee.
  • Managers training for local employees.
  • Performance rating and interview training for local employees
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