For a long time, Korn Ferry Investment has been a special existence within the Korn Ferry Group, and if you want to talk about his business, it actually does not have much relevance to other brother companies, after all, it is only an investment company.

However, if you want to say that it doesn't matter, sometimes the relationship is quite close.

For example, if Korn Ferry Games wants to acquire a game company in South Korea, it is likely that it will really be Korn Ferry Investment.

The financial department in Korn Ferry Investment is an even more mysterious department, which is a real invisible department that has little contact with other brother companies.

Although Jiang Hui has always felt that industry is king, and only by developing industry can he truly expand the influence and existence value of Guanghui Group, the more he works hard, the more he finds that it is really difficult to leave the financial industry if he wants to develop industry.

"Mieko, what you don't know doesn't mean it doesn't exist. Looking at the pleasing beauty in front of him, Jiang Hui said with a smile.

"I'm sorry, but I'm lonely. But I'm curious, how can this department easily come up with 6.5 billion US dollars, you know, this is equivalent to more than 40 billion yuan. Mieko continued to ask.

"This involves trade secrets, and I can only say that every investment and every fund of the Korn Ferry Investment Finance Department is legitimate. ”

"Mr. Jiang, Sanyo now has nearly 100,000 employees and has operations in many countries around the world, will there be layoffs after the Korn Ferry Group becomes the owner of Sanyo?"

For a long time, there has been no tradition of layoffs in island companies.

Generally speaking, if there is no special reason, employees will serve in an enterprise for life, and the salary and promotion are generally subject to the order of first come, first served, which is called "annual merit sequence" in the island country, which is basically the concept of "iron rice bowl" and "big pot rice" in the original planned economy era of the Celestial Empire.

But in the era of the big pot of rice in the Celestial Empire, even the rice in the iron rice bowl did not rise much, and although the rice in the iron rice bowl of the island country has risen less over the years, it is still rising to some extent.

Of course, the concept of "lifetime employment" in island countries also came gradually, and there was originally a concept of "one hanging life" in the culture of island countries, which is to encourage efforts in one place and not advocate movement.

However, unlike the original agricultural and handicraft production, the movement of people will not only not cause any problems, but will also increase efficiency, but the movement of people and the increase in efficiency will also lead to the expansion of social inequality, because this mobility will strengthen the position of employers and weaken the status of employees.

Originally there was a provision in the island's civil law regarding the employment contract that both parties could terminate the employment contract at their own discretion. This provision reciprocates the bargaining capacity and social status of both employers and employees, but in practice the employer is stronger than the employee, and the civil law does not guarantee the employee, so that the Labor Standards Act of 1947 stipulates the minimum criteria that must be met in the event of dismissal.

The minimum criterion is that the dismissal is due to the employee's responsibility, and the employer cannot dismiss the employee at will, but if "30 days' notice or equivalent wages are given", the need for "employee liability" can be waived.

This actually means that as long as you are given one month's salary expenses, you can be dismissed at will. In the end, this is still the freedom of dismissal, but it needs to meet a small condition that is not very difficult.

Generally speaking, while recognizing the employer's right to dismissal, the courts of island countries now impose considerable restrictions on the employer's exercise of this power, in order to prevent "abuse of the right of dismissal".

Basically, "employees cannot be dismissed without a valid reason" is the consensus of the island society, and it is almost impossible to dismiss a "regular employee", that is, a regular employee for an unlimited period of employment, unless there are special circumstances such as the closure of the company or the violation of laws and disciplines by the employee. Even contract workers, the so-called "contract employees", cannot terminate their employment contracts before the expiration of their term of employment.

Generally speaking, people in island countries are more industrious, and it is not common to take advantage of this kind of employment security and not be dedicated to their work. The question is whether companies can afford the pressure to secure jobs.

After the bubble economy, many enterprises in island countries had the problem of overstaffing, and how to reorganize enterprises was the biggest problem. It seemed that cutting excess personnel was the shortest way to restructure a business, so in the mid-nineties of the last century, "restructuring" became synonymous with "layoffs".

It is difficult for companies in island countries to lay off employees, so they generally use the "early retirement" method, that is, the company pays a generous severance pay to recruit employees who are willing to leave.

At the same time, in order to make it easier to lay off employees in the future, many companies are increasingly willing to use contract or temporary workers instead of regular workers. First, the wages are low, and second, it will be convenient to be fired in the future, and when this wind blows the hardest, ANA even recruits contract workers to work as flight attendants.

As a veteran enterprise, that is, a big-handed enterprise in the eyes of the people of the island country, ninety percent of the 100,000 employees are regular employees, and these regular employees will not be fired under normal circumstances.

But now that Sanyo has been acquired by the Celestial Empire's Radiant Group, it's really hard to say what people will do, and Sanyo's employees can't help but worry.

"In the early negotiations for the acquisition, we have promised Sanyo's management not to voluntarily lay off employees. As an international company, Korn Ferry Group will be responsible for its commitments. ”

Hearing Jiang Hui's words, Mieko breathed a sigh of relief for no reason. Although Mieko herself is not an employee of Sanyo, she can always find someone who is linked to Sanyo by her relatives and friends, so she is more concerned about whether there will be layoffs.

"This time, the people of the island country discovered that the major shareholders of NICO, the school intranet, and YY live broadcast are all Guanghui Group, and it can be said that the Guanghui Group is the most influential Celestial Empire enterprise in the island country, what do you think about this?"

"I've been emphasizing that the Korn Ferry Group is an international enterprise, our business covers almost all countries, you may only see a few websites in the island country that are our group, but if you go to the United States, Germany, and the United Kingdom, you will also inadvertently use or see the products of the Korn Ferry Group, so you have to ask me how I feel about the Celestial Empire enterprise with the greatest influence in the island country, then I can only say that other Celestial Empire enterprises are too uncompetitive. ”

Jiang Hui's answer seemed a bit unexpected by Mieko, but after being stunned for a moment, Mieko continued to ask: "After the acquisition of Sanyo by the Korn Glory Group, what measures will be taken next to recover the decline in Sanyo's development in recent years?"

(End of chapter)