高谷 幸司

#DirectClient #Java_with_Golang_Backend #PlanoTX #McLean #Richmond_VA #Hybrid #Local skills #Java #Golang #Python #AWS #OnlyH1B

1

What a discussion with Mr. Okamura, Director and Acting Secretary General of the Federation of Electric Power Companies of Japan (FEPC)! He told us about the S+3E, the basis of his energy policy, and his clear policy of promoting the operation of nuclear power as a means to realise this policy. Please take a look!

5

Nikkeiリスキリングにご取材いただきました。日系から外資系企業へご転職をお考えの方々、ぜひご覧ください！ I had the privilege of being featured in an interview with Nikkei Reskilling, where we delved into career transitions in foreign companies. The article, titled “It doesn't matter if you are not confident in your English - HR consultant from UK firm tells 10 truths about changing jobs in foreign companies“ provides valuable insights on English skills, selection processes, and cultural adaptations. During the interview, I shared insights on English language requirements, strengths of candidates from Japanese companies, and tips for navigating the selection process. It's heartening to witness foreign companies actively welcoming candidates from Japanese backgrounds. If you're contemplating a career change or keen on learning more, I invite you to check out the article! #CareerTransition #CrossCulturalSkills #日経 #リスキリング

39

1件のコメント

Thinking about making the leap from a Japanese company to a foreign firm in sales? Our latest article (Japanese Language Content) breaks down everything you need to know! 🌟 - Performance-Based Evaluation: Unlike the seniority-based system in Japanese firms, foreign companies prioritize clear KPIs and results. - Role Clarity: Sales roles in foreign firms are distinct, focusing solely on sales without additional duties, demanding results even from newcomers. - Success Tips: Set clear KPIs, utilize the PDCA cycle, and sharpen communication skills to excel. - Benefits: Higher salary potential, excellent vacation policies, and a chance to gain an international perspective. - Challenges: Higher turnover and the need to adapt to a results-driven environment. - Compensation Structure: A blend of base salary and incentives, with a focus on individual and company performance. Considering a career change? Partnering with a recruitment expert such as Turnpoint Consulting Co., Ltd can streamline your transition, providing insights, resume assistance, and interview preparation. Read the full article to learn more and take your career to the next level! 🚀 #TurnpointConsulting #AutomotiveRecruitment #CareerTips #Sales #InternationalCareer

20

2件のコメント

🔍 Unlocking Japan's English Speaking Potential: Insights from PROGOS Did you know that a survey of 660,000 Japanese professionals reveals a significant gap in English speaking skills? According to PROGOS, a leading language assessment company, only 7% meet the desired proficiency for global business. This gap is particularly noticeable among operational employees, while executives and students perform better. Key Findings: - Proficiency Levels: Many Japanese professionals are at a beginner to intermediate level, which is lower than needed for effective global communication. - Role-Based Differences: Executives and students tend to have better English speaking skills compared to general employees and managers. - Skill Gaps: Even those with good listening and reading skills often struggle with speaking fluently. These insights highlight the importance of focused training to improve English speaking abilities, which is crucial for Japan’s participation in the global market. 🌐 #EnglishSkills #GlobalCommunication #ProfessionalDevelopment #LanguageLearning #PROGOS #JapanBusiness https://lnkd.in/gi8NFSDT

2

The travel industry in Japan is undergoing significant changes with sustainability and digital transformation at its core. Here’s what I’ve observed: • Companies embracing these changes are thriving post-pandemic. • DX innovation, fintech integration, and eco-friendly practices are becoming increasingly essential for the ever-evolving travel landscape. Curious to hear your thoughts—how are these trends impacting your travel experiences or business strategies? https://lnkd.in/gSYR75vc

4

This is a story of the author of the comics that depicted himself as a cat in a corporate world where animals take the place of humans. Overtime and resignation are the topics in this excerpt of the comic series. Overtime used to be used by firms and employees as a means to increase income, hence base salaries being so low. With fewer people wishing to put in overtime hours in recent years even though their income remains low, which has become an issue in Japan. (Low base salary has been highlighted.) The other topic of resignation, which people didn't used to do, is now tied in with overtime, among other issues. Bosses were simply not used to the idea of having their team members "resign" on them. Employers need to treat their employees better by looking out for their well-being. Employees have more choices now and don't/shouldn't feel obligated to stay in a job or firm where they have to sacrifice their personal lives. #overtime #resignation #corporateculture #recruiting

2

【GridBeyond Japan】English Following Japanese GridBeyondは横河電機と戦略的パートナーシップを締結 電力取引と製造エネルギーコンサルティングをワンストップで提供 この度GridBeyondはシリーズCラウンドで総額約85億円の資金調達を完了し、その一部の資金を日本の工業計器・プロセス制御システムの電機メーカーである横河電機株式会社から調達するとともに戦略的パートナーシップ契約を締結したことをお知らせします。 これにより、GridBeyondがアイルランドやイギリスなどの先進的で競争の激しい再生可能エネルギー市場で培ったノウハウに、横河電機の日本の地で長年培ってきた信頼と経験、豊富な知識が加わります。 詳しくはリンクから: https://lnkd.in/gWrXjXJ6 ------ Yokogawa Invests in and Concludes Strategic Partnership Agreement with GridBeyond - One-stop provision of electricity trading and manufacturing energy consulting – GridBeyond is pleased to announce the completion of its Series C funding round, raising approximately 8.5 billion yen in total. As part of this funding, we have secured investment from Yokogawa Electric Corporation, a Japanese manufacturer of industrial instrumentation and process control systems, and entered into a strategic partnership agreement. GridBeyond will combine its expertise gained in advanced and highly competitive renewable energy markets such as Ireland and the UK with Yokogawa Electric's longstanding trust, experience, and abundant knowledge in the Japanese market. Link only available in Japan: https://lnkd.in/gWrXjXJ6

20

Unlock 4.5 Times Higher Profit Potential with the Right Leadership! 🚀 Discover how just 10% of employees possessing key abilities can skyrocket your company's success.

1

Japanese companies are finally coming to their senses. When I resigned from my first employer, a Japanese manufacturing firm, they had a policy of not re-hiring former employees. That was back in 2000 and even from before. Even in 2010 and possibly 2015, they still refused to even consider former employees, unless they were "very special", whatever that means. I moved on to global financial firms after that manufacturing firm and these global firms had alumni networks that they utilized effectively (I think) for a variety of purposes. They recognized that good emloyees often left to better their career and lives (and didn't feel negatively towards these employers), something that Japanese firms didn't understand. With the shrinking population yet strong demand for "native Japanese speakers", Japanese firms have to recognize the value of former employees who may bring back positive experiences and knowledge to their first employer or later employers. I certainly felt a sense of loyalty to my first employer but unfortunately they've done some things continuously to make me feel that I will never go back, especially the (maybe unwritten) policy of refusing to hire former employees unless they were "very special", whatever that means. #rehiringformeremployees #alumninetworks #recruiting

4

#リバースメタリング についての記事を共有させて頂きます！ Liked this article about #ReverseMotoring from Nikkei and I am sharing it with all. I hope that not only us, but also other Japanese companies will implement it! A reverse mentoring session was held between new grads and executives. The subject was "Improve the Well-being of NEC employees in small ways", and the executives and new grads worked in teams of four to develop a solution using digital tools. It was not a workshop where you discuss the problem in front of a white board, but rather a workshop where you use no-code tools to create an app. Needless to say, in the process, we used generative AI to create sample data, databases and so on. Our executives only provide their ideas, and the new grads carried out the rest of the work quickly, and even build the apps so fast. All the board members felt keenly that it would be a bad idea if we didn't put this generation in charge as soon as possible. The 35 new grads were members who raised their hands and proactively joined this session. The opportunities are equally given to us all but it's up to us whether we seize them or not.  We truly hope that the members will make the most of their experiences yesterday and continue to tackle challenges. #NEC #mentor #LifeAtNEC #generativeAI #Hiring

20

1件のコメント

Interesting topic that will continue to be an issue for hiring firms movig forward unless these issues are addressed. On one side, you have the employers who have to realize they're in a "seller's market", which in Japan means that the employee is in somewhat of a more advantageous position with the labor shortage. This is a difficult one for those firm owners who are set in their own ways and tend to be stubborn. On the other side, employees have to be more savvy in choosing which firm they're planning to work for. Although it's still very difficult to really know a firm unless you get inside, candidates, especially new grads, need to take a bit more time in research rather than just trying to get an offer from a firm. Like firms trying to find the "diamond" within the batch of candidates, candidates must try to find the "diamond" within the batch of firms and one that is a good "fit" with themselves. #earlyresignation #recruiting

3

ファストリ、外国人管理職8割に：日本経済新聞 https://lnkd.in/gESbp39r Fast Retailing aims to increase the proportion of foreign nationals in its global management to 80% by fiscal year 2030, with 40% of its executive officers being foreign nationals. The company plans to achieve this by increasing the number of new graduates and mid-career hires from universities in Asia and other regions. While some Japanese companies have started appointing foreign nationals to executive and managerial positions, Fast Retailing's goal stands out as particularly ambitious. To support its global business strategy, Fast Retailing will establish its main headquarters in both Japan and the United States. This move is aimed at strengthening its management team to oversee everything from store operations to development, procurement, and IT on a global scale. The need for executive talent extends beyond store operations into various fields, with the number of managerial positions reaching 2,144 as of the end of August 2023. Among them, the proportion of foreign nationals is already at 56%. The company also aims to increase the proportion of executive officers who are foreign nationals to 40% by around fiscal year 2030. To cultivate future managerial talent, Fast Retailing is expanding its collaborations with universities worldwide. It has already established partnerships with six universities in India and Vietnam, and has hired approximately 70 individuals, mainly IT professionals and those with MBA degrees. In an effort to improve retention rates, Fast Retailing offers detailed support to its employees. It has reintroduced an internal recruitment system, allowing eligible employees to apply for positions across countries and departments. This system is designed to provide employees with diverse experiences and develop them into future leaders. Furthermore, the company has improved its compensation packages to attract talent, including a maximum 40% increase in salaries in China in October 2023. In Japan, the starting salaries for new graduates have also been raised. Fast Retailing's Chairman and President, Tadashi Yanai, has stated that the company is willing to offer an annual salary of up to 1 billion yen to exceptional candidates. This emphasis on competitive compensation is aimed at attracting highly skilled professionals in IT, creative fields, and supply chain management. As Japanese companies continue to globalize, the trend of hiring foreign nationals for executive positions is on the rise. Hitachi, for example, has set a goal of increasing the proportion of foreign nationals in its executive ranks to 30% by fiscal year 2030. However, companies explicitly setting targets for the proportion of foreign nationals in their executive ranks remain relatively few.

2

1件のコメント

In Japan， young employees, including recent graduates, are increasingly considering early career changes, with over 40% reportedly contemplating leaving their current jobs. To address this, companies are urged to establish detailed support systems for young employees, addressing their concerns and bridging any perceived gaps. According to a survey conducted by Careerist in February, 43% of young professionals who joined the workforce in spring 2023 were either actively seeking a new job or considering a career change. Many young professionals experience a mismatch between their expectations and the realities of their jobs, leading to feelings of dissatisfaction and a desire for more meaningful work. Factors such as unexpected overtime and doubts about their working conditions contribute to this sentiment. To address the issue of high turnover among young employees, companies are exploring various approaches, including providing better support and career guidance, improving working conditions, and offering opportunities for personal and professional growth.

1

🌟 Insights into the Changing Landscape of Telework in Japan 🌟 According to a recent survey conducted by the Ministry of Land, Infrastructure, Transport, and Tourism, the proportion of employees and public servants who worked remotely, including from home, over the past year has decreased by 2.7 percentage points to 16.1%. Despite the widespread adoption of telework as a measure against the COVID-19 pandemic, the ministry explains that there is a noticeable shift back to in-person work, a phenomenon often referred to as "telework rebound." Interestingly, there has been an increase in the proportion of people who telework for only 1-2 days a week, indicating a growing trend of combining telework with office-based work. The survey, conducted online last year from October to November, included approximately 36,000 employees, public servants, and part-time workers, of which 5,832 reported teleworking in the past year. The implementation rate varied by region, with 28.0% in the Tokyo metropolitan area, 15.0% in the Kansai area, 13.3% in the Chukyo area, and 8.8% in regional cities excluding the three major metropolitan areas. This data provides valuable insights into the evolving telework landscape in Japan, suggesting a shift towards hybrid work models. How do you see this trend impacting the future of work in Japan? Share your thoughts in the comments below! 🚀🇯🇵 #Telework #RemoteWork #JapanBusiness #WorkTrends https://lnkd.in/gzvsSakG

2

2件のコメント

With a bit of good luck or with a bit of bad luck (depending on your standpoint) we will all of us, and our parents, end up in hospice or a nursing home. How do you know what to look for when shopping around? Some good easy to understand pointers here.

1

-Racism in Hiring in Japan- In my past job as a sales person, I've had way too many clients say, "Japanese is a must, so no foreigners." I'm Japanese and Canadian who can speak Japanese, does that mean I can't work? There are many perfecty qualified and skilled foreign workers in Japan who speak better Japanese than most people, does that mean they don't deserve a chance? Before you say "No Foreigners", think about why you're saying it - is it an unconcious bias that all foreigners can't speak Japanese, or is it because you don't want to work with foreigners? If the latter, take a long hard look at yourself and Japan; by 2040 the Japanese workforce will be razor thin, and companies will have to hire a workforce that isn't Japanese. (https://lnkd.in/gGwpX_mQ) Adapt, Accept, and Nurture. It ain't that hard folks.

1