Table of ContentsOrganizational DesignHiring ProcessRecruitmentSelectionTraining and DevelopmentCultural AwarenessFirst VisitsLanguage InstructionPractical AssistanceCompensation and CompensationConclusionJapan is located on the Asian continent and is known as the third largest economy in the world ("Japan Country Profile", 2018). Unlike most countries in the Asian region, Japan experiences four distinct seasons. The historical background of Japan is quite interesting as a country isolated from the outside world from its inception, until the 1500s, when missionaries and merchants began arriving from Europe. Since then, Japan has continued to develop and has become an economic and technological powerhouse to this day (“Brief History of Japan,” 2018). The Japanese do not know English very well since there are only a few immigrants from Western countries. This country also has a diverse and interesting culture, where people are able to change according to age-old fashions and fashions without eroding old traditions and culture. Harmony is the key value of Japanese society as a guiding philosophy in business, family and society as a whole. This system is then applied to their work environment, favoring group work. The work system is based on good relationships between instruments within an organization. Additionally, workplaces in Japan are more formal and have long working hours compared to other Asian countries which are mostly casual with shorter working hours. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essayOrganizational DesignBefore assigning a person to work in Japan, it is first necessary to understand the aspects of intercultural communication contained in this country. Refers to the existing 5 dimensions; Power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, and long-term orientation, Japan and Singapore have significant differences. Japan is a borderline hierarchical society, very conscious of its hierarchical position in a social order. This has an impact on decision-making which tends to be slow because all decisions must be confirmed by each hierarchical level before reaching top management (Harada, 2017). In Japan itself, the power distance is not that great because Japanese society advocates equality. Japanese society shows a collectivist and masculine society by adopting a group mentality with a competitive spirit. Japan is one of the most uncertain countries in the world when it comes to avoidance (Harada, 2017), as natural disasters occur often and it is also known for its future orientation. They encourage thrift and effort in modern education as a way to prepare for the future (Harada, 2017). In contrast, Singapore has a higher power distance. Indeed, Singapore believes in the stability of a society based on unequal relationships between individuals. Not unlike Japan in terms of work environment, Singaporean society also relies on group work, although this more values ​​and encourages the softer aspects of the culture, such as equality with others, modesty and humility. Singapore is also considered one of the countries with the lowest uncertainty avoidance and a long-term vision for its future direction. Based on an analysis of all dimensions of Singapore and Japan, also aligning the objectivessending an intern to work abroad, it can be determined that the most appropriate organizational design to apply in the Japanese subsidiary is a divisional organizational structure on which this structure operates by dividing the divisions. the basis of the product, (geographic) region, process or equipment. Each division can operate independently under the leadership of a division head, directly responsible to the CEO, so that coordination between the functions of each position becomes easier. In a divisional organizational structure, division heads can develop strategies for each division. These divisions can be a good place to train young managers and it is also a good place to develop entrepreneurial intuition and multiply the centers of initiative within a company. This structure also allows the processing of several tasks in a parallel manner and allows for diversification of skills or cross-functional skills. Staffing Process The staffing process can be seen as a series of activities carried out continuously, to maintain the personal needs of organizations with the right of people to the right positions at the right time. In personnel policy, three approaches can be used: the ethnocentric approach, the polycentric approach and the geocentric approach. In this case, the approach that will be applied is an ethnocentric approach. The ethnocentric approach fills the management position with workers from the company's home country or expatriates. The objective is to maintain competitiveness by carrying out structural standardization and operational control so that production quality and performance of business units are maintained in accordance with the wishes of managers as strategic decision makers (Tiwari, 2013). This approach could train expatriates to hone their skills in international business, learning about and understanding different cultural backgrounds as well as local consumers' wants and expectations from the business. RecruitmentRecruitment is the first step taken by the company to attract and search for human resources that meet the qualifications required by the company. The most suitable recruitment for missions abroad is internal recruitment. As a company with an exceptional reputation in Singapore, it definitely requires people who already know the ins and outs of the business and can fully commit to the business. To carry out internal recruitment, several activities can be carried out including succession plans, open offers for a position (job offer), assistance to workers, groupings of temporary workers, promotions and transfers. Internal sources include employees who are currently working and who may be nominated for promotion, transfer, or reassignment, as well as former employees who may be rehired. Useful tools used for internal recruitment include employee databases which can be used to source talent internally and support the concept of promoting from within, job advertisement procedures and job submissions. employment (Gusdorf, 2008). Selection The next step after recruitment is the selection process. The selection process is a very important step in human resource management, by choosing and attracting the best candidates to fill the vacant positions and carry out the necessary work, the organization will get high-performing and good quality employees (Corniuk, 2016 ). In this case, the selection can be madeusing several support tools. The first screening tool is the background check. Background checks are more than just a criminal record search, as the company is responsible for the safety of its employees and customers. Background checks include checking previous work, every award or certification on record, and references. The next selection tool is the personality inventory. This personality test is very important, with the aim of measuring the honesty of future employees and their mental stability. The last tool is behavioral analysis. This tool helps the company provide insight into how employees will think and behave. Training and Development Training and development plays an important role in determining the effectiveness, efficiency of the business and performance of the employees. Training and development is more focused on improving the expatriate's capabilities and expertise related to the position or function that falls under the expatriate's responsibility. When an employee has been selected for an expatriate position, pre-departure training is considered an important step in ensuring the effectiveness of expatriates and the success of their work abroad. Effective cultural training also allows individuals to adapt more quickly to new cultures. Pre-departure training that contributes to a smooth transition to other countries includes cultural awareness training, initial visits, language classes and practical assistance. Cultural Awareness Cultural awareness training programs must be well designed, to foster an appreciation of the host country's culture so that expatriates can behave accordingly, or at least imitate and develop appropriate role models. The cultural awareness program component depends on the country of origin, duration and purpose of the international mission. Initial VisitsA useful technique for orienting international employees is to send them on an initial trip to host countries. A well-planned overseas trip for expatriate candidates allows for a possible review to assess their suitability for the assignment. The trip serves to introduce expatriate candidates to the business context of the host country and to help them prepare properly before departing for an international assignment. Language Instructions The ability to speak a foreign language can increase expats' effectiveness and negotiation skills. In this case, it is very important for expats to learn Japanese, because Japanese people do not speak English very well. expatriates must also understand the general language of the company as a form of standardization of reporting and other control mechanisms, especially normative.Practical assistancePractical assistance makes an important contribution to the adaptation of expatriates and their families to their new environment. This practical assistance will be provided by the personnel department of the host country. In addition to planning pre-departure training, it is also important to think about the dispatch process. The repatriation process can be divided into four related phases: Preparation, involves making plans for the future and obtaining information about new positions. Companies can provide a checklist of items to consider before returning to their home country (such as closing and settling bank accounts or preparing for employees and families to return to the home country) ; Physical relocation, referring to the transfer of personal influences, breaking the.