Frequently Asked Questions
Please explain HRM’s service and fee system.
Our service system is basically divided into the following two. We will decide whether your service request will be a Project (short-term contract) or a Retainer (long-term contract) depending on the service content needed. So, please contact us.
A contract that clearly indicates the scope, term, and fee of the service at the time of contract. Even if our services are similar at first glance, the process and service volume may differ greatly depending on the client’s situation. So, our staff will estimate in advance.
A contract that sets a fixed monthly service hour at the time of contract and the client company receives services within that time.
Is there an attorney in HRM?
No. We do not provide legal services. HRM is a human resources consulting company that provides business-related advice specifically focus on Human Resource Management. If you need legal advice, we may be able to introduce you to an attorney.
Do you have an office in Japan?
No. There is currently no office in Japan. However, we have many clients in Japan and often communicate with them while adjusting the time difference.
What kind of industries have you supported to date?
We have a long history and operate in locations with many types of industries. We have supported the following industries including, but not limited to, foods, chemicals, electric appliances, medical equipment, pharmaceuticals, semiconductors, precision equipment, information & communications, transportation equipment, air transportation, logistics, travel & tourism, services, restraint business, non-ferrous metals, fishery, agriculture & forestry, construction, banks, securities and commodities futures, insurance, other financing business, recruiting service, real estate, games / toys / amusement products, oil and coal product, electronic power and gas, consulting, think tank / marketing / research, trading companies, government organization, etc.
Can you support a client in both Japanese and English languages?
Yes. Most of our staff is bilingual in Japanese and English.
Although our company in the United States is owned by a Japanese company, most of our employees are locally hired and cannot speak Japanese. What are the benefits of choosing HRM?
Our core services are HR management, and they are closely related to organizational strategies such as HR policies and systems. Even if the company tries to emphasize a local responsiveness approach in its strategy, there are still many companies who assign senior management directly from Japan never working in the United States. It is important that they understand HR practices in the United States.
We are familiar with HR practices both in the United States and Japan and common challenges of international assignees from Japan and we can provide an important intermediary function between Japanese management and their American employees. We believe that this an important reason for choosing our services.
There are other companies that provide “HR consulting” in the United States. What is the difference from other companies?
“Human Resources” is a wide range field, and each company has their own specialties. Our specialty is “Human Resources Management”, and we have been dedicating to this expertise area more than 30 years. In addition to our specializing in HR Management techniques, we deeply understand Japanese business culture and can be more successful in reducing the gap between U.S. and Japanese business differences.
We have no contract with HRM. Please tell me the process to receive the services.
The general process is showing below.
- Contact HRM through “Inquiry Form” on our website or call Our Office.
- You and HRM will have an initial consultation meeting*.
- HRM will provide you with a quotation or a proposal.
- You will consider and request the services to HRM.
- You and HRM will finalize the contract.
- HRM will begin its services to you.
* Initial consultation meeting: Free consultation that HRM will collect necessary information to prepare a quotation or proposal.
We are planning to start a business in the United States and hire local employees. What kinds of HR related documents do we need for HR perspective?
It depends on your business plan and employment plan, but many companies start with recruiting that leads to offer letters or employment contracts, confidentiality agreements, employment policies (employee handbook), and government-designated forms and posters once there is a physical office established