How to take Control Back from Union to Management in Japan

Birth of a Union isn’t a new thing in any Japanese firm. The employer has to deal with Union Problems since the Labor Laws of Japan are more employee-friendly and it is hard for any employer to terminate staff/firing employees unnecessarily.

Here you can read on the Rules for Terminating Staff in Japan.

Hence, we have shared a few tips by which the management of the firm can take back the control not quickly but soon. 

1. Bargain in a good manner.
2. The management shouldn’t meet for the union demands quickly just to avoid conflict in the firm.
3. The HR team or management team should propose their level of agreement after reviewing the demands of Union. Practicing this frequently will help to gain the control back at some extent.
4. Hiring an HRC Agency will help to create employee-satisfaction environment with the proper functioning of the firm.

You can read here more on How to Choose the Right HR Consultants?

TMT serves a new perspective, practices and readable content to solve performance, staffing, and union problems in Japan. We believe in creating a union-free environment because it is the company that provides job, salary and retirement benefits and manages the business, not a union.

What is the Cost of Firing Employees in Japan?

Firing employees is a usual practice and can be surfaced due to various reasons in any firm. However, the code and conducts of the country can demonstrate how much a firm has to bear if they fire an employee.

The Japan Labor Laws are more employee-friendly as compared to any employers. Hence, we have discussed here what a firm has to pay if they terminate any employee in Japan.

Reasons for firing employees in Japan

The valid reasons for which an employer can dismiss an employee from the firm. 

• If an employee lacks the ability to work.
•  If an employee founds to be accused of the official breach, theft, or leaking company’s useful information. Also, if an employee violates the firm’s rules and regulations. 
• If an employer declares the layoff. 
• If an employee resigns with a mutual agreement.

Cost of Firing Employees/Terminating Staff in Japan

Since the Japan labor laws are more favorable towards employees. An employer has to compensate the employee for the termination.

• In case of Resignation: An employer has to provide the lump sum amount of minimum three to maximum six months.
• The employer has to compensate the employee with a notice of 30 days or equivalent pay of it in case if reason matches with the first, second and third point.

The Benefits of Hiring Human Resource Consultant in Japan

Every business needs optimization at some point whether it is small or big. The cost of hiring a Human Resource Consultant is almost similar to a maintenance cost for any firm. Now, if you are feeling doubted whether one should hire an HRC, we have listed a few advantages for you.

The working principles of Human Resource Consultant are same as that of the HR team. All they do it is optimize the task Human Resource team works on. The benefits any HRC could potentially provide to the firm are listed below;

Recruitment

Recruitment is a major duty which can affect the performance and production of the firm. Employees are the driving force of the organizations and hence it is always necessary to hire qualified and smart employees.

HRC neither conduct interviews nor advertise for your hiring running in the present. But they could help to channelize the process, the judgments of the hiring team to find the deserving and potential employees for the firm.

Resource Planning

Well planned resources in any firm help to fuel and drive the organization longer. HR team usually takes care of it but the well-planned tips can optimize it to the fullest. And here’s where human resource consulting benefits.

Re-distribution of resources to different fields of industry in order to sustain the firm is what HRC strategize towards.

Brings a Healthy Environment

Taking care of the environment is also one of the tasks which consultants handle. But if the consultant could feel that they could modify and optimize it for more. They will consider it too in their plan.

A healthy environment promotes employee motivation which is obviously helpful for the firm in every manner.

Trace lagging in Rules of Employment

A consultant will analyze the rules a firm has, alter, suggest, modify or change them if they are the reason behind the lags of the company. Changes are necessary to drive the firm and this what a consultant focuses on.

They make sure to untie the knots which are holding the firm back whether if it's their personnel policies, termination rules, compensation rules, or anything else.

Managing Employee Relations

Any organizations who have a large base of employees may face the issues regarding employee relations. It could be hard to make each one of the employees understand and to tell them to be in harmony. HR Consultants manages the employee relations by solving the complaints filed and to plan well in order to avoid such scenarios in the future.

Such practices not only get benefits to manage employee relations but also improves employee engagement and productivity. Employees want to get listen and HRC provides the opportunity to them.

Right Utilization of Time

HRC optimizes almost all the possible evolving spaces which directly gives time to the management to look over their services, their future investments, tie-ups, and make plans to grow their firm without any sweat. It provides the right utilization of time by lowering the matters which needs to be sorted by experts only.

Staff Management

The period occurs in every firm when they need to make a decision on reducing the staff numbers and the reason found to be valid most of the times. It seems hard for the management to perform both the duties, terminating staff and analyzing the reasons at the same time.

Hence, HRC does it by either changing the policies or by compensating the employee as per whatever suits the situation.

TMT is in Corporate world since 1978

With the new perspective, TMT not only focusses on optimizing the structure of the firm but also make sure the employees feeling content and motivated. We resolve the performance issues, ROE (rules of employment), compensating Japanese employees, union problems, and staffing problems in Japan.

An organization must have willing employees and their reward can be compensation or bonuses to make the corporate operations succeed in this challenging marketplace.

You can contact us here and discuss your issues with us and we will be happy to hear from you.