EXPERIENCE WORK EFFECTIVELY AND INCREASE PRODUCTIVITY

WORK FOR LIFE

To manage human resources well and optimize business processes. In Japan, “work for life” a method of improving productivity, applied by businesses. Help to create high efficiency at work. Japanese employees, especially skilled ones, often enjoy a lifelong job. These employees are less likely to volunteer to change companies than employees in other countries.

Other employees are called temporary employees. Usually accounts for about 6% of the workforce, even in big companies like TOYOTA. There are also many part-time workers. When business activities decline, or when using labor-saving techniques. The company keeps this number of lifelong employees on the payroll. Temporarily lay off the number of employees, and erratically reduce bonuses for the number of lifetime workers. Transferring employees to other production departments.

STAFF PARTICIPATION IN DECISION-MAKING

Some Japanese companies encourage cooperation between workers and managers. Employees are allowed to participate in corporate governance. This is the process of cooperation between employees and managers in decision making and business policies.

As in Isuzu, employees elect their representatives to the company’s labor council. On financial and economic matters, Isuzu’s Labor Council is informed and consulted on decision-making, but the Board does not have the same rights as shareholders because even though shareholders and Employees have the same number of representatives, but the chairman who represents shareholders is the person who has the decision ballot.

QUALITY CONTROL GROUP

To improve employee productivity, Japanese companies experimented with different ways. Ask your employees to come up with initiatives to increase productivity. Collaborative efforts are motivated in part by this goal. Quality control team is one of those activities, a group of small groups of workers. Meet often to discover and to solve their problems. This is a participatory activity for many individuals to consult among colleagues. Because each individual usually does not want to have direct relations with the administrator.

WORK IN TEAM

For Japanese investment activities, people often use team work method. It fosters strong cohesion within the team and workers are more on task than just certain tasks. In terms of group linkage, a portion of the wage is usually not based on output. Therefore, the group will put pressure on not being absent often and always try hard.

In terms of different types of tasks, employees can rotate tasks in groups to reduce boredom and develop the ability to replace rooms when someone on the group is absent. In addition, groups of employees also control the quality and repair their own machines.

TRAINING AND TRAINING MANAGERS AT FOREIGN BRANCHES

Many Japanese firms claim the difference between international and domestic managers. International administrators must know how to make activities in the home country relevant to localities abroad and with good relations with the government of that country. Overseas branch administrators are generally broader than local administrators. They have to deal with difficulty in communication between companies and affiliates.

Japanese multinationals often prefer to appoint local administrators over expatriates because local administrators understand local operating conditions, are inexpensive, local people have can focus on activities to serve long-term goals. These companies send employees abroad to impart professional skills and business operations at home, to control overseas operations, and to develop managers.

And in Japan, the two functions of training and training employees abroad are building general knowledge for administrators and equipping administrators with methods to deal with special situations that often occur. out to expatriates.

CONCENTRATION CREATIVE

And finally, “The Fourth Wave of Civilization”. Directing Japanese companies to break the old management program by opening up new ways of increasing investment in innovation. Innovating technology, production and marketing processes to meet new requirements … In the strategy, companies focus on preferential policies for people with creative activities. In order to create creative opportunities for everyone, with a system of rewarding and encouraging creativity.

Source: Collectibles

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