How Global HR Thinks

Business Start-up
March 26, 2010 (Friday)
Ver. 1

What is Business Start-up?……
 It is not just creating a box named “Company”
 In order to give “Life” to a box (company), we need to
think of things something “core” (Philosophy) for a
company through dialogue
 And you and we will carefully think about “Idea” of your
company.
＊We are very much interested in “realization” by clients
through our dialogue. At the same time that is our best
“value” that we are able to offer to our clients.

2

1. Creation of “Vision”
2. Determination of “Mission”(Through what business activities, are
you going to contribute to the Society?)
3. Definition of your main business (Domain): “What you will do” and
“What you will NOT do”
4. Who are your targeted clients?
5. Your business territory (ex: Focusing on a single area or
nationwide)
6. Marketing Strategy
7. Pricing
8. SWOT Analysis
9. 5F Analysis
10. Business Planning
11. Various infrastructure (ex: Tax consultant, paralegal, web designer,
etc)

3

Global Business
Ver. 1

Purposes of Global Business Consultation:

1. We help companies contemplating on doing
business in Japan
2. We offer various services to non-Japanese
companies in Japan so that our services
enable those companies better perform

5

 Study of “Market” where our clients are doing business – Immature
Market, Growing Market, or Mature Market?
 What are the uniqueness of the market for our clients in Japan?
 Market size
 Other market analyses
 Macro-economy in Japan
 Trends and latest information
 Related organizations and associations
 Competitors
 Desirable Corporate Strategy
 Desirable Business Strategy
 Desirable Marketing Strategy

6

 Knowing your market by 5F analysis
 SWOT analysis
 Desirable HR System
 Laws and Regulations by the Government
 Business Infrastructure (Company homepage,
Tax Consultant, and Paralegal, etc)
 Cultural sensitivity
 Manning
 Optimum salary
 Outsourcing
 Business Connections in Japan

7

HR System
Ver. 1

Basic Idea:

We design system where both management
and employees fell that they are “Happy”
working for the company.

9

1. Appraisal System

2. Incentive System

3. Salary System

4. Bonus System

10

 We do our best avoiding focusing only on results. We also take processes
and efforts into consideration in appraisal system: Attitude of employees
for the common goal is critical.
 We focus on good and strong points
 We do NOT focus on bad and weak points
 Appraisal/Salary Hike/ Promotion/Personnel Transfer (Career Path)
should be holistically considered
 We design Appraisal System where we help employees become
“Champion” (Creation of such Corporate Culture through this System is
pivotal)
 We have to make sure that timely feedbacks are properly made through
this Appraisal System (Creation of such Corporate Culture through this
System is pivotal)

11

 System only when company can afford to pay
out incentive to employees (ex: Meeting
targeted EBIT)
 System only when company performance and
work by employees enabled to meet their
financial target (ex: Incentive will be paid out
only when value for EBIT exceeds the target
and in such a case, certain X% of EBIT will be
the budget)
12

 Salary
System with elasticity: Opportunity of
every month salary hike for employees whose
performance are highly recognized

 Broadband System: Upper and Lower limits of
salary amount linked with classes of
employees

13

 Basic Salary× N months（No Change?）
 Link with Appraisal System: Calculated by
both individual and company performances
 Link with newly created Appraisal System by
Global HR

14

1. Observation of Job Site: (We observe your job site and feel the
atmosphere of job site and watch the eyes of employees there,
hear the tone of voice of employees: We think it important to
actually know/feel the job site)
2. Hearing from managers and above
3. Hearing from employees of job site
4. Creation of concept of HR System that is optimum to client
5. Based upon above, detailed system to be designed
6. Upon request, writing manual for New HR System
7. Explanation of New HR System by client
8. Feedback: We hear what you have felt for our services
9. After follow-up service: Approximately three (3) months later,
we will contact you to see if minor change of the System is
needed）

15

 HR System where various circumstances, value, life style
of employees are considered in the HR System (HR
System that employees can choose for their right fit.:
Employees who need to take care of their old parents.
Employees who like “High Risk High Return” or “Low
Risk Low Return”
 Most effective HR System is a system that does NOT
evaluate employees or punish employees but it is a
system that make your employees “Champion”
 Excellent Management System (HR System) is a system
that finds out employees who are doing right things for
their company and recognize them and appraise them.
Also the system needs to fix employees going wrong
directions from their goals！

16

Training & Development
Ver. 1

Introduction:
We are in the era of uncertainty where it is almost impossible for us to foresee our
future
Thus what you will have to do about this is to have a clear vision of your business
and
imagine your desirable employees:
① What are the skills that you want your employees to posses?
② What mind-set do you want your employees to have?
③ What determinations do you want your employees to show?
Please let us help you find your answers for the above three questions!
You are absolutely right!
Training & Development is your very important investment for your future and this
should NOT be influenced by the economies of your businesses

18

 GE is serious about investing in education to develop their next
generation business leaders
 Annual budget is $90 billion
 GE has been shifting their focus by the changes of society
 GE thinks through the contents of their training rather than justification
of educational budget or financial performance of training and
development
 Putting effort on how to develop business leaders for the next 10 years
 GE is thinking about desirable employees and their concrete skills: “Big
Thinker” (Those who have wide perspective)
 “Reverse Mentoring”: Young employees will be tutors for mid- to
veteran employees
 Secret of strength of GE is “Attitude of continuous learning”
 Current CEO at GE spends 30% of its work in the development of future
business leaders
 (Nikkei: Monday, December 17, 2009)

19

1. Training & Development System
2. Reflection upon Appraisal System
3. Reflection upon Career Path
4. E-learning

20

 The processes of designing Training & Development may look like
this
1. Hearing: With Staff and Managers and above
2. Review of current training & development system
3. Imaging new training & development system (System that best
matches with client)
4. Design of training & development system
5. Compulsory subjects and courses
6. Selective
7. Checking the effects of Training & Development (Where can you
find the results of the system?)
• Better Operation Profit
• Better Client Satisfaction
• Decreasing turn over ratio , etc
*Benchmarks are subject to change by clients

21

 Training records of trainings approved by the
company will be monitored and will be
reflected upon appraisal system. The data will
be critical in promotion, salary hike and so
forth of employees

 For promotion, there are mandatory courses

22

 Training & Development Program will be
connected with Career Path. Both various and
timely programs and career paths should be
ready together
 Taking courses should give employees various
career paths based upon courses employees take
 The System also should match with career paths
planned by employees Company should give
learning opportunities that match with career
paths planned by employees)

23

 Seeking circumstances where employees are
able to learn any time and any place
 Help clients find the right vendor for
Training & Development Programs

24

How Global HR Thinks

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