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Enterprises invest plenty of time to human resource training and recruiting for best business operation. Japanese companies in Binh Duong pay special care for human factors in their development. For them, small and medium enterprises in Binh Duong should have righteous view of human resources which are “company’s assets”. For instance, Panasonic upholds the motto of “mak(ing) people before mak(ing) products”.

Copycat is applicable in many ways around but it is hard to do so with human resources as Do Van Khoi, Ph.D – Chairman and General Director of Bac My Corporation (BMC) put it that HR training is of great challenge, especially younger generation.

Besides, salary is not the most concerned issue as concluded by a recent survey. The preliminary concerns are turnover and working conditions. And employees are mostivated by payments and working conditions. Cash and benefits may atract people to come but other factors may keep them for good. Management does all the tricks, thus, training of managers is required. Mr. Khoi brings up an example of Sony group which is well-known for creative and new products. Sony has sponsored Idea Exposition Program and applied it to the company, helping them to have a comprehensive look at what is satisfactory and what is not towards employees.

Meantime, Professor, Dr. Yoshiaki Takahashi of Chuo University in Tokyo, Japan elaborates step-up salary policy in which the payment will be increased by 1% in the first 3 years, by 2% for more than 3 years, and by 3% for more than 5 years. As the matter of fact, enterprises following such payment policy must ensure growth of at least 5% a year in the face of divided social wellfare. In Japanese enterprises, training is an integral part to the company and they often leave aside 0.3% of HR expenses for training with consideration of types of employees, i.e. long-term and short-term ones.

Reported by Van Son – Translated by Vi Bao