My Assignment#5
smith014
bus325_assignment3_recruiting.pptxHuman Resource: Recruiting in Japan
Cheryl Smith
Strayer Univeristy
Professor Stacy Flood
November 4th 2015
Summary on Japan Recruiting
It is noted that currently Japan is in a struggle of recruiting young graduates to the business industry (Mackie, 2010).
Politics has played a role in this struggle especially for young people from other nations
As a result of the desire for more young people in Japan business industries, some firms have opted to adopt English language in the workplaces
Japan style of recruiting can be traced back to the 1970s and the 1980s. Their style has been viewed as quite unique in comparison to that in which the countries of the west such United States of America normally uses. This practice is normally taken for a period of one year. High rate of retirement among the Japanese people has led into various problems in recruiting new young employees. Demographics of this country has played a significant role in the state in which Japan is facing in terms of young people to recruit. Japan has a population pyramid which is wide at the top than the bottom and thus meaning that the number of the elderly is greater than that of the young people. This is what has therefore led to the struggle currently faced in recruiting young employees. Politics as stated above has also played a key role from the fact that security issues should also be put in mind while employing people from other countries. The firms have however developed various strategies that can be used in ensuring there are more young people working in the business sector in Japan.
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Summary on recruiting in Japan
Language impact has therefore had a positive implication on recruiting in Japan
Japan is also focusing upon the fresh graduates from institutions of higher learning
The country is also using mergers with other businesses in other countries in order to come up with highly skilled individuals in the business sector
The issue of language has played a key role on the improvement of the recruiting in which Japan uses. Due to less young population in Japan, the country has opted to employ graduates from other English speaking countries and ensured their numbers are significantly high enough. This ends up in the elimination of feeling lonely among many people who speak a language that is different from yours. In some business organizations, Japan has ensured that for every 100 employees, 70 are Non-Japanese. The country has further went ahead in ensuring it gives more focus on the fresh graduates from various universities around the world. Nations such as India have been potential places in which Japan focuses on obtaining the fresh graduates. Mergers with other big related businesses in other countries have also proved to be another way in which Japan can increase the young recruits.
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Three factors considered when recruiting
When recruiting Japan normally focuses on three factors
These 3 major factors include:
An individual’s personality
Motivation of the person
Lastly is the communication skills of the individual (Kiyoto, 2003).
In order for Japan to carry out an analysis based on these three factors, they usually carry out some observations and analyses. First of all, they will focus on obtaining information from the institution in which the student graduated from. This may involve getting information from their personal lecturers and other people who were close to them during their lifetime in school. It is from these institutions in which information on personality, motivation as well as communication skills of the student can be easily obtained and put under analysis. Japan business institutions have also opted to hold introductory meetings for the new graduates and this helps the institutions to actually know the kind of persons they are. Once they qualify highly in these 3 factors as well as the skills on the job they have trained for, they get recruited.
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Persuasive closing summary
The three factors mentioned above are very crucial
It is also very important to note that Japan focuses less on what the graduates have studied and rather gives these factors priority
Personality of the student for instance is important in describing the person they are; for instance, whether innovative, responsible, self discipline, dutiful and imaginative among other factors
Generally, what the students have learnt in the institutions of higher learning can still be trained when they are working and thus forming the reason as to why Japan focuses less upon what the students have studied in the institutions of higher learning. However, Japan will focus upon on these three factors as the core factors for recruitment. Personality plays a central role as it describes the kind of a person in which an individual is. As stated above, personality will describe an individual based on how responsible, loyal, dutiful, honest, creative, innovative, imaginative and how disciplined they are. These factors generally mean that having such kind of personality will be easier to work with and also adapt in the Japanese way of work. This therefore makes personality a strong and crucial factor for recruitment.
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Cont: Persuasive closing summary
Motivation on the other hand focuses on the intrinsic kind of motivation
The students have to be self motivated and have the desire to achieve for better successes
Communication skills also play a critical role for Japan’s recruitment from the fact that the businesses have people from different diversities. This shows how these factors are important (Keizer, 2009).
Motivation on the other hand depends upon self motivation. Based on the reports of the graduates from their institutions, one can determine as to whether the students are self motivated or not. One way to know this is by looking at their performance in their studies. Self motivation is a very important factor for business organizations as workers cannot work without being motivated either by their self or the organization. Motivation will influence performance and this critically means that where motivation is less performance will also be less and the vice versa is true.
Communication skills on the other also form an important factor for the recruitment process. Having employees from diverse background will generally need the employment of best communication skills in avoidance of conflicts which arise due to diversity of people.
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References
Kiyoto, T. (2003). What's driving Brazil-Japan Migration? The Making and Remaking of the Brazilian Niche in Japan. International Journal of Japanese Society.
Mackie, V. (2010). Managing borders and managing bodies in contemporary Japan. Journal of the Asia Pacific Economy
Keizer, A. (2009). Transformation in- and outside the internal labour market: institutional change and continuity in Japanese employment practices. International Journal of Human Resource Management
