How the Strategic Tools Assist You Toward Productivity, Profits and Personal Success

1.

Manpower Sourcing/ Recruiting - Executive Search
Good Executive Search - research, identification and direct scouting methods are labor intensive. Our team of recruiters will start with your top executive positions and is willing and able to build up your organization.

TMT has placed over 25 executives and professional staff in each of a number of our clients. In a large number of client companies over 10 key managers have been placed in each firm.

2.

Compensation and Benefits - Design and Change
The reward system at many multinationals in Japan are out of date. They fail to take the best of Japanese practice and are often based on myth, false assumptions and the wrong assumptions and the wrong adaptations of local practice.

With such a mind-set and paying practices even Japanese companies could not survive. Furthermore, what works in a large Japanese model employer may not work in your firm. It is unlikely you can break into the market unless you make some timely changes.

3.

Rules of Employment - Set-ups and Adjustments
A quick reading of your Rules of Employment, Salary Regulations and Retirement Regulations may tell us why you don't have people hustling, are not able to pay for performance, have unduly high fixed costs, face awesome liabilities, have the wrong people clinging on for the wrong reasons, and lose some of your best human resources. If set-up right or changed these Work Rules can be your most strategic tool to business success.

4.

Problem Employee Solutions / Terminations
It is true that if you are dealing with a litigious employee, it is virtually impossible to successfully terminate staff in Japan (without having to reach deep into your pockets and wipe egg off your face).

We share with you our simple, yet powerful strategic tools which will give you complete control over hiring and firing at little extra cost and without having to terminate and fight ongoing legal battles.

5.

Staff Reductions and Cost Saving Programs
It may appear easy enough to reduce staff if you are willing to spend enough money on the buy-out. However, if not strategically handled you will lose some of your indispensable, best performers, yet will never squeeze out the worst performers even with a big extra premium payment. Big payouts to poor performers is the wrong reward for the wrong behavior. It gives a dangerous and / or demotivating message to those who remain.

We will show you how to target right, and design the program and formula to get the most for your money. It is even more important, to at the same time, check-list your practices and change Work Rules or cut unduly high benefits and personnel related costs assuring long term corporate health.

6.

Union and Staff Relations / Attitudes
The wrong collective action and attitudes can prevail even without a formal union structure. By managing fairly (bargaining in good faith) but not meeting union demands, making management counter-demands, and through proper employee communication, the company can win back the power that only management can give a union in the first place.

Remember, it is the company that provides jobs, pays salaries and retirement benefits and manages a business, not the union. Our perspective, guidance and strategic planning maintains the union free environment and modifies union / corporate culture, so you can get on with the job of decisively managing your firm as required.