HR Consulting In Japan

• A separate HR consulting unit for your company
• Strategic workforce planning with an unmatched talent management strategy
• Optimum performance management of employees

Choosing The Right HR Consultant In Japan

In the last few years, the HR consulting market in Japan has boomed significantly. This is mainly because more companies have realized that outsourcing critical HR functions (such as talent management, interviews, promotions, work environment, etc.) can save them a lot of money while maintaining the same efficacy as that of an in-house HR team.

These valuable resources can be redirected to more key business considerations of the companies, leading to faster growth and greater employee satisfaction.

However, this can only happen if the human capital strategy deployed by the HR consultants focuses on broader human capital issues. For instance, if a company’s major cause of low employee satisfaction stems from a lack of timely payroll distribution, the solution would not simply be outsourcing payroll to a third-party company. Rather, the company should choose human resource consulting, which provides integrated payroll services. This kind of approach can help in increasing the efficiency of human resources.

While choosing from a list of HR consultants, always consider the following:

• The track record of the HR consulting firms’ analysts – Reviews present in various online portals and from companies availing their services
• Focus on future human capital – Whether they prioritize skill-based learning for the employees
• Human capital expertise of the company – How well they understand the local people of Japan and their culture
• Advisory and implementation activities – The programs and schemes that the HR consultant runs within your company to promote productivity and employee satisfaction

The Best HR Consulting Services In Japan

Our human capital consultants focus on all internal company operations so that you can focus on improving your critical business functions. Apart from efficiently managing the core HR needs of your company, here’s what our human capital strategy includes:

Redesigning HR Processes

Our focus is to help you grow exponentially in the Japanese market while ensuring that your employees remain happy working for you. Our HR function area focuses on developing strong interpersonal skills that can help your employees bring better conversions and higher sales to the table. Our dedicated internal consulting department is available 24/7 to address all concerns and queries coming from the employees. Not just that, we offer the best solutions that create a win-win situation for both the employee and you.

New Talent Management Strategy

Talent management encompasses conducting fresh recruitment in the Japanese market for your company (via technical and non-technical interviews) and upgrading the skill set of the existing workforce. We believe that learning should never stop. The regular training sessions, seminars, and internal contests we offer aim to motivate the employees to learn more and prioritize personal growth. Our years of human capital expertise have taught us that the human capital spectrum should not just be limited to working as needed. A commitment to a job can work wonders.

State-of-the-art HR technology

Our advanced HR management software makes human resource consulting efficient and fast. We also offer integrated payroll management with our HR processes. It becomes easier for the HR department to manage payroll and access detailed insights into all employee issues.

At the back end, our technical team ensures that the HR analytics data is stored in an encrypted form on our servers and not shared with anyone. Safety and data privacy are two of the most important segments of the human capital domain, and we are committed to them.

Business Advisory And Local Expertise

Our HR analytics focuses on the overall growth of your business. We have professional advisors who are well-versed in business strategies that yield results in the Japanese market. After having worked with businesses spread across various industries for several years, our local distribution and marketing network has also strengthened considerably.

Our human resource consultants pass on these inputs to you as and when needed. To be the best human resource consultant contracted by a company, it is important to imagine being a part of the business and considering all avenues to upscale sustainably.

Regulatory Compliance And Government Mandates

Our human capital consultants always keep an eye out for any changes introduced by the government in work laws and business mandates. It is important to stay compliant with the laws of the Japanese government to prevent hefty penalties or cancellation of trade licenses. Our experts do the job for you, ensuring compliance with both tax regimes and work laws. As a matter of fact, we also do the time-consuming paperwork for tax filing and audit report submissions, if needed.

Work Laws In Japan

Payroll Cycle – The typical payroll structure involves distributing salaries every month (usually on the 25th of every month). Some international companies might also choose a 12-month pay period set up for their operations.

Minimum wages – The Japanese government does not have a standard national minimum wage. It is dependent on many factors, such as the city of work, job designation, and local rules.

For example, the minimum wages for formal positions are locally set as follows:

Tokyo: ¥985 per hour,

Osaka: ¥936 per hour,

Kyoto: ¥882 per hour

Annual Work Leave – There are provisions for annual and parental leave in Japan. Employees who have completed 6 months of service are entitled to a minimum of 10 paid annual leave days. This increases by 1 day per year for the following 2 years and by 2 days per year thereafter, up to a maximum of 20 days per year. Unused annual leave expires after 2 years if unused.

Maternity leave – Female employees are entitled to 6 weeks (14 weeks in case of multiple births) of paid leave before and 8 weeks after childbirth. They receive 60% of their average salary in general during this period.

Paternity leave – As of now, no statutory paternity leave exists in Japan, but a new law is expected to come into force soon, granting fathers the right to take up to 4 weeks of paid paternity leave within the first 8 weeks after birth.

Sick Leave – There are no specific provisions for sick leave in Japan. However, companies can offer them as an additional benefit in their employment contracts.

Overtime Compensation Rules – For the first 60 hours of overtime in a month, a 25% wage supplement is assigned. Overtime work exceeding 60 hours requires a special type of agreement with the employee.

Severance Pay – If employees are terminated without fault after serving for a minimum of one year, they are eligible for severance pay. Typically, the severance amount equates to 2 months’ salary per year of service, capped at 12 months.

Termination of Employment Contract – Both the employer and the employee hold the authority to initiate terminations. Both parties are obligated to adhere to precise procedures and notice periods mandated by law. The length of service and the grounds for termination determine the duration of the notice periods, which vary accordingly.