Nobody downloaded yet

The Concepts of HR Management in Japan - Research Paper Example

Comments (0) Cite this document
This paper analyzes the concepts of HR Management in Japan. The writer of this paper discusses Japanese perspectives on employment systems and their role that their closer alignment with business strategy characterizes and sustains ability of performance management…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92% of users find it useful
The Concepts of HR Management in Japan
Read TextPreview

Extract of sample "The Concepts of HR Management in Japan"

Download file to see previous pages HR managers, for instance, might be foreseeing the organization's enduring hiring needs based on demands of company growth and proficiency requirements. Or they might be increasing organization-wide human resource information systems that trail all of the information concerning employees that used to be stored on paper in file drawers. Or they can be benchmarking company HR practices against industry competitors (Konrad, A.M., and Linnehan, F., 1999). All these are big, protracted jobs, and they do not leave HR managers many resources sagging to deal with the fundamental tasks (e.g., hiring, firing, and training etc.) that used to be the restricted area of the HR department.
In Japan, there are different concepts concerning the continued viability of concepts of HRM, shushinkoyo is among that popular concept in large Japanese firms. Kobayashi of Aoyama Gakuin University believes that the three foundations of Japanese human resource management shushinkoyo, nenko joretsu, and kigyo-betsu rodokumiai (long-term employment, the seniority system, and enterprise-based unions) are crumbling and that there are most important changes ahead (Kilburn, 1994:45 ). Kobayashi points out that while major corporations can still retain much of the substance of long-term employment by off-loading excess employees to subsidiaries or associates, few now see this as more than a stopgap solution. Noguchi of Hitotsubashi University states that white-collar employees require to get used to the idea that they can lose their jobs (Rosario, 1993:22 ). Noguchi believes that it is a long-term trend that will not go away when the economy picks up.
It is not just employers who are having subsequent thoughts about shushinkoyo. More and more employees themselves have an aspiration to seek new opportunities outside their present company. In Japan, a term borrowed from English 'u-turn' refers to the trend of leaving big city jobs to go to smaller towns so as to enjoy a better lifestyle or freedom from the constraints of working in a large company. The number of employees opting for the 'u-turn' saw a considerable increase from the mid-eighties.
Fundamental HR activities in Japan are progressively more being decentralized and handed off to managers like line managers working front-and-center. That is a good thing, for the most part. After all, you are the one who is working with your employees' day in and day out.
Pucik and Hatvany (1983) summarize Japanese HRM strategies as (1) the development of an internal labor market, (2) company philosophies that stress strong ties between the company and employees and (3) an exhaustive socialization process that emphasizes co-operation and teamwork. The first strategy, the development of an internal labor market, requires the practice of shushinkoyo. As the Japanese firm recruits fresh graduates with the intention of employing them during the foremost portion of their productive lives. The subsequent strategy is implemented by taking advantage of collectivist tendencies and creating a strong bond between the employee and the company through socialization and the way benefits are structured. The third strategy is achieved by the encouragement of a group-oriented mentality. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“The Concepts of HR Management in Japan Research Paper”, n.d.)
The Concepts of HR Management in Japan Research Paper. Retrieved from
(The Concepts of HR Management in Japan Research Paper)
The Concepts of HR Management in Japan Research Paper.
“The Concepts of HR Management in Japan Research Paper”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF The Concepts of HR Management in Japan

HR Management

... HRM issues: Communication in international business management Human resource management (HRM) is one of the vital areas of businesswhich can make or break the business. The strategies developed by the HR department for the effective utilization of the manpower of an organization has significant role in the development of the organization. Many organizations fail to excel in the market because of the poor HRM strategies, even though they have competent workforce. On the other hand many other organizations excel in the market because of the smart HRM strategies even though their workforce is incompetent. Even though man material and machine are some of the essential resources needed for an organization, mobilization or effective... shake...
10 Pages(2500 words)Essay

HR management

...?HR Management Table of Contents Introduction 3 The Issues Relating to SMEs In Terms Of Personnel Management and HRM 3 Management of the Issues Related To the HRM in SME’s 5 Conclusion and Recommendations 7 References 8 Introduction Small and Medium-sized Enterprises (SMEs) play a vital role in the economy of most of the countries. The major cause behind this has been that most of the smaller firms have been considered as an important source of employment generation. In addition to this, the method of managing the personnel can be regarded as important for maintaining the competitive position of the firm as well as the industries. It can be revealed that...
4 Pages(1000 words)Essay

HR Management

...disadvantagwe. Future research should focus on including customers, gender and youth in the analysis of employment relations. Managerial evidence reflects continuity, however employee evidence facilitates the reassessment of the state of employment relations, and generally reject the “bleak house” and “black holes” settings. Within specific types of work mediated by the state, the main dynamic key central to a socio-economic customer-service employment relationship is a function of dimensions related to managers, workers and customers. There is scope to re-evaluate the concept of legally enforceable state-sponsored collective bargaining on an industry basis, a more advanced adaptation of wages councils...
7 Pages(1750 words)Essay

Emerging New HR Concepts

...Think Global, Act Local: Emerging new HR concepts The new global business scenario has been demanding a flexible strategy for maintain profitabilityand increase reach. Companies are compelled to enter into new territories and market. They have to work out well thought strategies and action plans in production, human resource management, supply chain management, product innovation and corporate governance. There are two sides for the growth story. On the one hand there are immense pressure from investors, share holders and management to increase profitability and productivity. On the other hand open competition and high bargaining power of customers and...
10 Pages(2500 words)Essay

HR Management

...apposite implementation on the staff members, conducting training sessions for them and arranging seminars, meetings and discussions for the boosting up of their morale. In addition, forecasting, planning, allocation of resources and keeping the work environment healthy, steady and peaceful are also included in the responsibilities of human resource department. Human resource department also maintains equilibrium within the organisation and condemns any type of discriminatory behaviour on the basis of caste, class, community, ethnicity, race, religion, age-group, sexual orientation and gender, where no biasness or prejudice could be inflicted upon the employees on the basis of above-described characteristics. “HR...
5 Pages(1250 words)Essay

HR Management

...A First-Time Expatriate’s Experience in a JV in China _________________________________ A comprehensive approach needs to be taken by the HRof an organization to align the actions with the organizational strategy because HR processes support the employees to achieve their goals (Righeimer). An Analytic Model of HRM for Performance of Control’s Joint Venture Source: Goodhall, K. & O. Nordhaug, 2003, International management: Cross-boundary challenges Acquisition Acquisition of the highly skilled and talented workforce should have been the major priority of the new JV. Hiring fewer expatriates was a good strategy for the company because adapting to the Chinese culture would not have been very easier for...
3 Pages(750 words)Essay

HR Management

...MGMT 3010 – Managing People For A Competitive Advantage Assignment #2 - HR Management List of 25 Key HR Concepts Learned During the Course HR Concepts Learned Source 1 The Premise of HR Value Ppt1 Almansour & Scheurer 5 2 HR Trends and Facts behind Trends Ppt1 Almansour & Scheurer 10 3 HR and Technology Ppt1 Almansour & Scheurer 11 4 HR and Regulatory Issues Ppt1 Almansour & Scheurer 17 5 Workforce Demographics Ppt1 Almansour & Scheurer 19 6 HR and Customer Service Ppt 2 Herbold, Almansori, Aldaeri 10 7 Developing Customer Literacy Ppt 2...
6 Pages(1500 words)Essay

HR Management

...Instrumental (hard) and humanistic (soft) HRM practices Instrumental (hard) and humanistic (soft) HRM practices Introduction HumanResource Management (HRM) is the area of management that deals with people. Invariably, it is linked to other sectors of management such as information technology, accounting finance, as well as production and management. The main goal of HRM is to maximize the productivity of people within an organization. Thus, HRM is a very essential and significant part of organizational success. It contains a number of areas that include HRM manpower planning, selection, recruitment and job analysis. There are also other related areas such as compensation...
2 Pages(500 words)Assignment

HR management

...with operations in 100 countries of the world. The human resource function is centralized but adequate scope for accommodating local needs and environmental pressures is present. Recruitment and selection is based on local market needs and product offerings in accordance with the policies of the Delegates. Training, development, reward and performance appraisal, and employee engagement initiatives at branches are also designed locally but in accordance with the broad policy shaped by the Delegates. The Press should grant greater autonomy to branches so that the HR function can be more responsive to urgent international pressures. Contents The Impact of Globalization on Human Resource Management at Oxford...
11 Pages(2750 words)Essay

Understanding HR concepts

...HUMAN RESOURCE TRAINING College HUMAN RESOURCE TRAINING Literature Review Human resource training is a topic that has garnered a lot of attention within then public domain in the recent past. Foot and Hook (2008) notes that employee training is one of the major roles of human resource management that seeks to improve the employee performance and ensure that there is optimal performance. One major reason for employee training is the rapid changes in the work environment that limits performance within the organization. Each day, the working conditions change and the employees have to adjust to these changes if they have to remain relevant within the work environment. Evidently, human resource managers use...
4 Pages(1000 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic The Concepts of HR Management in Japan for FREE!

Contact Us