| Code |
Category
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QUESTION
|
Sender
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View Answer*
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Q11-008
|
Leadership |
Enduring and Emerging Leadership Qualities: Which one will Work in Japan?
|
HR Manager, Leading Japanese Retailer |
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| Q11-007 |
General HR Management
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How can Japanese companies and Japan-based branches be supported by their HR to become more kokusaiteki (国際的), internationally intelligent, globally resilient?
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HR Manager, Japanese (Traditional) Company
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| Q11-006 |
Employment Law
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I would like to know what an employer can do in Japan if an employee is consecutively on sick leave. Can the Company terminate his employment?
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Global HR, Lifescience Company
|
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| Q11-005 |
Crisis Management
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How can Japan HR professionals help their companies, employees & fellow HR pros to address the challenges of the effects of the recent the Great Tohoku-Kanto Earthquake?
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JHRS
|
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| Q11-004 |
Training & Development
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Do you believe that Japan needs an HR credentialing or certification system for HR pros in Japan? Why or why not? I personally don't believe in it but I'm interested in hearing from your thoughts.
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Head of HR, Global Financial Company
|
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| Q11-003 |
Diversity & Inclusion |
How can we develop a diversity program without being tied as a "gender" or women's issue? |
Diversity & Ethics Officer, Large IT Company
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| Q11-002 |
General HR Management
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I’m new in the recruitment world, and I would like to know what is the difference between HR management in Japan and in Occident (or West)? Which skill is required in Japan that is not in Occident ? And another maybe weird question, do the facial analysis and the micro-expressions, research of Pr. Paul Ekman, Wallace V. Friesen and David Matsumoto, could be useful for a recruiter?
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Aspiring Recruiting Professional in Tokyo
|
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| Q11-001 |
Performance Management
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How do you manage poor and high performers WITHOUT spending too much or using money as a tool in doing so?
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Sr. HR Manager, Global Consumer Company
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| Q10-007 |
HR Special Interest
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How do you best address workplace discrimination (particularly gender, age, and even nationality) in Japan? We know that companies are not supposed to do them but in reality, everybody knows as well that such discriminatory practices exist here. Is it cultural, ignorance, or simply, stubbornness?
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Tokyo-based HR Consultant
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| Q10-006 |
Employee Health, Safety, & Welfare
|
According to MHLW, this year marks the 12th consecutive year that suicides in Japan topped 30,000+ with most of them attributed to depressions brought by stress in the workplace.
Unfortunately, me (or my company) was one of those unfortunate beings who had to endure this experience when one of our employees committed suicide last year (we had a downsizing last year as well). To be perfectly honest, I still have not "recovered" from this experience and feels guilty about it myself.
Hence, my first question is a bit selfish but I would want to know what advice can you give to ME to help me overcome this feeling of guilt (justified or not)? The second is, what advice can you give to HR professionals to help prevent this from happening again during their watch and if it does happen, what or how should we manage or go through with it?
|
HR Manager from a Tokyo-based Technology Company. |
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| Q10-005 |
Recruiting/ Staffing/ Talent Acquisition
|
As a headhunter, clients always complain about their external recruiters' inability to present them the right or best candidates for their search positions. However, it takes two to tango, right? Clients are also most of the time unrealistic with their expectations. They say it's an "urgent" position at the start of the search but they give delayed feed backs and drag the process too long! As someone who has been in the "client" side at one time of your careers, what advice can you give to clients (and headhunters as well!) so that they can better manage their relationships with recruiters?
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Frustrated Headhunter based in Tokyo |
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| Q10-004 |
Talent Management
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How can foreign-affiliated orgs in Japan mitigate the talent drain, find ways to keep and/or novel ways to develop new leaders for this market?
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Executive Coach in Tokyo
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| Q10-003 |
HR Expat Management
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As an expat (or someone who have worked with expats), what advise can you give as to the Top 3 things that HR expats like me should know or do in order to be successful in HR management in Japan? |
HR Director, Foreign-affiliated Medical Device Company based in Tokyo
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| Q10-002 |
Change Management
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Our CEO is looking for some disruptive ideas to help grow the business, improve operational efficiency or other types of ideas for each department/function. I need your help to consider some creative ideas that could bring positive “disruption” to our business in HR function.
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HR/GA Manager, Foreign-affiliated company in Aichi |
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| Q10-001 |
Strategic HR Management
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Nowadays, many companies are talking about making HR a 'strategic business partner.' But, can HR be really 'strategic' especially in Japan? If so, what would be the critical success factors based from your experience?
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HR Manager, Foreign-affiliated firm in Tokyo
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