04 Human Resources
01 Human resource policy
01 Human resource policy
01 Existence or absence of policy
01 Is the human resource policy clearly set?
Y Check the contents and expression whether they are appropriate or not.
N Ask the policy of the management about the human resource, and recommend to define
in writing.
02 Does the human resource policy match the management philosophy and policy?
Y Confirm consistency with the management philosophy and the procedure of developing
the policy with regard to the human resources as a management resource.
N Explain to the management that human resource is one of important management
resources, and guide them to make the policy match with the management philosophy.
02 Strategic nature
01 Strategic nature
01 Is the human resource policy strategic from the point of view of the timing ofexecution, purpose, and emphasis?
Y Check if the policy is appropriate in the strategic nature.
N Explain that a human resource strategy has an important part in the corporate
strategy.
02 Do you have consciousness of the employee satisfaction level, and set forth a
concrete policy for the promotion?
Y Check the policy if it is concrete and appropriate, and suggest if the correction
is required.
N Explain that the employee satisfaction level is required for securing a stable
operation and a fixing rate of the employees.
03 Does the human resource policy include personnel, recruiting, capability
development, wages and the like?
Y Confirm if they are suitable for the middle term plan.
N Explain that individual plans such as a personnel recruit plan in a middle term andthe like are necessary for implementation of a human resource plan.
04 Is the human resource policy linked with the other management policies such as
the finance plan, new product development plan and the like?
Y Check if it corresponds with other policies, and identify if there is any
imperfection.
N Explain to the management the necessity of a manpower plan for the implementation,
if they have another management policy, a new market development, for example.
02 Support
01 Do the management resources support the human resource policy?
Y Check from the number of employees and the content of policy if the policy isappropriate.
N Explain that implementation of the policy requires support of management resources.
03 Decision rules
01 Are the rules of human resource policy setting, modification and adjustment
appropriate?
Y Check if they are appropriate from the employee’s point of view.
N Explain to the management they cannot control the settings without the rules.
04 Publicity
01 Are the publicity and agreement of human resource policy in the company madeenough?
Y Ask the employees to confirm if they have understood the policy.
N Explain to the management that understanding of the policy leads the employees toincrease their motivation for work.

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02 Human resource organization
01 Human resource organization
01 Existence or absence of organization
01 Is there an organization to manage human resources?
Y Check by the organization chart and the like if the organization properly functions.
N Explain the necessity of a department to manage human resource if the company has
more than a certain number of employees.
02 If there is no human resource section, do you have a function or network to
supplement the job?
Y Check if the supplementary function is properly working.
N Explain the necessity of an organization to implement the human resource policy.
02 Content of organization
01 Is an organization fitted to the human resource policy and plan maintained?
Y Confirm if the organization is not perfunctorily maintained.
N If there is no organization, explain to the management so that they understandnecessity of a proper organization themselves.
02 Do the leaders have appropriate insight and ability?
Y Check the leaders whether they have appropriate capability or not by interviewingthem.
N Let them recognize the importance of the leaders and requirement to them.
03 Are the job description and authority of recruiting, arrangement, commencement ofwork, industrial relations and the like clear?
Y Confirm the related documents if they are clearly defined in writing.
N Explain that human resource management is not performed smoothly if it is not clearlyset.
04 Is the delegation of authority smoothly carried out, considering way of giving
responsibility, duty and authority?
Y Confirm if the responsibility, duty and authority are balancing each other.
N From view of capability development and motivation, recommend them to delegate
authority together with responsibility.
05 Does the company have a function for collection of external information because ofimportance of information on human resource, especially on wages?
Y Investigate if the source and method of the collection are suitable.
N Suggest to the management to make an effort and prepare a measure for collection of
the information on wages, and let them understand that the information on wages byitself may affect the turnover of the employees.

03 Employment
01 Plan for securing human resource
01 Importance of securing human resource
01 Is the plan for securing necessary human resource based on the human resource
policy?
Y Investigate whether the plan is suited the human resource strategy such as new
employment and the like.
N Suggest development of a plan securing essential staff based on the human resource
policy and strategy.
02 Do the short, middle and long term plans for securing human resource match withother management plans?
Y Confirm the consistency with other plans.
N Explain that a plan for securing human resource is related to other management plans.
03 Is the plan for securing human resource linked to the human resource expenditureplan?
Y Confirm the relation including the wage structure and total personnel expenditure.
N Explain variation of personnel expenditure by increase or decrease of the number ofstaff links directly to increase or decrease of the total expenditure.
02 Employment plan57

01 Embodiment
01 Is the concrete employment plan carried out deliberately according to the plan for
securing human resource?
Y Confirm if the plan is carried out deliberately.
N Let them understand that a non‑scheduled employment may cause a problem between theemployer and the employees.
02 Are the contents of description, number, timing, corresponding department and thelike of staff to be employed defined?
Y Confirm whether the requirement of employment is appropriate or not.
N Suggest that employment of adequate personnel according to the concrete assignment
plan is needed in securing staff.
02 Person in charge
01 Is a person in charge specialized in the recruiting and the employment assigned?
Y Investigate whether the staff in charge is fair and can judge applicant’s ability.
N Explain that securing necessary personnel is one of the most important task in the
management, and that a specialized staff is necessary.
03 Selection method
01 Are the selection method and employment standard fixed in a fair rule?
Y Confirm whether the contents of the rule are appropriate or not.
N Suggest that minimum rules such as an interview, a written examination and the likemust be included.
02 Is there any deviation on employing relatives?
Y Explain excessive deviation makes hinder for carrier development.
N Recommend examining the balance of capability and the reliability is employing
relatives.
03 Are screening by documents, a written examination, a physical examination, a skill
test, an interview examination, etc. properly set?
Y As an important point is different in the type of industry, judge whether it issuitable from the point of view.
N Suggest a procedure of interview examination, because it is often considered
important.
04 Are you making use of aptitude tests of external organizations and the like?
Y Check whether the external organization and content of the tests are proper.
N Check necessity of the test and recommend a neighboring organization, if the test
is appropriate.
05 Do you consider introduction of an intern system (learning through experience)?
Y Check what kind of educational background and career (a university student, a college
student or an adult) is needed.
N Recommend introduction of the system, because the personal character and potential
capability can be judged through the learning.
04 Employment procedure
01 Employment procedure
01 Do you properly correspond to a person provisionally decided employment?
Y Check whether the contents of correspondence is proper.
N If correspondence to the recruited person is not appropriate, the person may be
employed to another company with better conditions.
02 Are the personnel and carrier records of the employees filed under a fixed rule?
Y Check and confirm the personnel and carrier records if the contents are appropriate.
N Recommend introduction of a simple record system, and let them understand theimportance because the authority may request presentation of the record.
03 Do you have various employment contracts according to the type of employment?
Y At first check what types of employment are made, and examine whether the contentsof the contract are proper by the type.
N Ask their understanding that, it may create a problem between an employer andemployees later, if the initial contract is not clear.

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04 Is the period of trial employment set properly?
Y Check whether it is suitable for the custom and acceptable by the employees or not.
N It is preferable to carry out the system, so recommend the introduction afterinvestigating that it can be confirmed in the labor contracts and the like as a custom.
05 Initial education
01 Initial education
01 Is the education prior to employment carried out with proper contents and schedule?
Y Check and suggest whether the content and schedule of education are appropriate, andwhether the education is suitable from the point of view of the employee and the
manager.
N Explain the necessity and effect of the education before employment.
02 Is the initial education performed not only for training of newcomers but also
considering their future carrier development and the like?
Y Check if meaning of the educational curriculum and the carrier development is taken
into consideration.
N Recommend to check what kind of talent is required for the company, and then suggest
what kind of education is proper.
03 Are managers from each division also participate in the initial education, not only
staff from the personnel section?
Y Check the actual situation of cooperation between the personnel section and the
managers.
N Explain that participation in the initial education of the manager from the divisionscheduled an assignment of a new employee can result in smooth acceptance after
assignment.
06 Individual employment
01 Employment of new graduates
01 Is the employment of new graduates established in the recruiting method and channel
by one’s educational background?
Y Check the channel if it is suitable.
N Examine regular communication with the university or the educational facilities.
02 Have you prepared materials, pamphlets and the like for recruiting activities?
Y Check whether they have contents of strong appeal for the management philosophy andfuture advancement of the company.
N Hearing view of the management, recommend preparation of a corporate guide and thelike as a concrete measure.
03 Is the expense for employment activities budgeted?
Y Check whether the budget is used properly.
N Explain the necessity of budgeting for the expenses and controlling the use.
04 Do you introduce and utilize the system to work in a limited area?
Y Investigate how the system relates with the wages.
N Check whether it is necessary or not. If necessary, recommend to introduce it.
02 Employment of women
01 Do you obey the law of equal opportunity when you recruit a female employee?
Y Check if the recruiting condition and ratio of male/female employee are met with thelaw.
N Explain the necessity of research and observance of the related law.
02 Are the protection systems such as childcare leave introduced?
Y Investigate what kind of system is introduced for the female employees with children
and if it is satisfactory or not.
N Recommend to the management an introduction of the proper system, as many women go
into the work in some countries.
03 Is a female re-employment system carried out?
Y Investigate whether a woman has advantage about the re‑employment after the childdelivery.
N Investigate if the employment agreement specifies the unacceptable re‑employment as59

a principle, and suggest a measure referring to the law of the country concerned.
03 Temporary, part-time worker employment
01 Is the recruiting method of a temporary worker and a part-time worker flexible
according to the requirement?
Y Check whether the method is flexible for busy or non‑busy time of the work.
N Propose to the management a way of reinforcement of cost competitive power by shifting
the personnel expense to a variable cost.
02 Do you always issue a written notice when you hire part-time or temporary workers?
Y Confirm the contents of notice if they are appropriate.
N Explain that a written notice is required to inform part‑time or temporary workers
when they are hired.
03 Do you apply a flexible employment condition that enables to realize proper
treatment and immediate work force?
Y Recommend a personnel system considered that a temporary or part‑time worker withtalent has a chance to be a regular employee.
N Propose to treat favorably a part‑time worker, if the person has a talent.
04 Employment of mid-career employee
01 Are various employment channels such as the job placement office, the high talentbank, the private sector organization and the like secured for mid-career employees?
Y Investigate what kind of organizations it is, and judge if it is proper.
N When there is not any suitable organization secured for recruiting a talented person,
recommend recruiting by word‑of‑mouth communication.
02 Are the salary and work environment suitable for maximizing the mid-career
employees’ performance and stable employment?
Y Confirm the stability level and compare the salary and work condition with thestandard in the industry.
N Explain and let the management understand if the stability level gets worse, extra
cost of education and carrier development for new employees are needed, and it will
increase the total cost, and suggest improving the wage and condition of new
employees.
05 Employment of middle and old aged people
01 Do you utilize a database and the like for senior people employment when you recruit
middle and old aged people?
Y Check if the utilization is appropriate?
N Explain them an advantage of hiring experienced people with a favorable condition.
02 Is there any consideration made for working condition of middle and old aged people?
Y Investigate the situation whether the consideration is appropriate or not.
N Suggest the necessity to consider working condition of elderly employees who haveskill and technical knowledge.
03 Do you apply measures for the safety and occupational health improvement?
Y In many countries people respect the elders, so special consideration is necessary
if the elderly are talented. Check the level of consideration taken.
N Ask to the management how elder the people employed are, and recommend to improve
the working condition, if needed.
06 Employment of foreigners
01 Do you observe the law in the employment of foreigners?
Y Check the contents of law, and investigate their compliance.
N Suggest the necessity of observing the law.
02 Is the employment procedure of foreigners carried out properly and legally?
Y Investigate if the documents for employment are maintained, and the expiry of thepassports is grasped when employing foreigners.
N If it is illegal, request to observe the law.
03 Is handling of the working contract, working condition, and social insurance suitable?
Y Investigate whether the different condition and the like according to the religion
is taken into consideration or not.
N Discuss with the management what the problem to be improved at least is in comparison

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with other companies.
07 Acceptance of dispatched staff and contracted staff
01 Have you made a contract with a regular agent for dispatch of employee and accept
the staff?
Y Make research of finding need for manpower, and check whether the agent is capableor not.
N Confirm to the management whether securing a talented person required is difficult,and propose measures for securing.
02 Do you take any measures for fusion and communication between enrolled employees
and dispatched staffs?
Y Check how they are effective and if the contents are useful for stable employment.
N Investigate the stability of employment, and advise a countermeasure, if there isany problem.
03 Do you utilize the contracted staff?
Y Investigate for what kind of job the contracted staff is working, and what kind of
talent the company will need in future.
N Investigate whether the cause of inconsistency comes from the capacity of thecontracted staff or the company, and propose an improvement plan.
08 Employment of disabled person
01 Do you employ disabled persons more than regulated by the law and treat themproperly?
Y Check whether the number of disabled workers meets with the law or not.
N Explain the necessity of investigation of the related laws for disabled workers, andobservation of the laws.
02 Do you pay attention and give assistance to the disabled employees for their work
environment, job assignment, daily life, and the like?
Y Check the opinions of the management and disabled employees, how far the company
considers, and if it is satisfactory or not.
N Explain that the assistance will make a good reputation to the company as a social
contribution for the community.
09 Acceptance of loaned staff
01 Is the contract with a loaned staff properly made?
Y Investigate whether the purpose of loaned staff such as technical instruction isclear, and the treatment and condition are defined.
N Examine and propose consideration satisfactory to both a loaned staff and a company
accepting.
02 Does the employment condition of loaned staff appropriate? Is there any distrust
among other employees?
Y Check the working condition of loaned workers. Interview other workers, if needed.
N Explain that distrust may emerge to the person and other employees, and it will be
an obstacle of the teamwork, if work condition of a loaned worker is not appropriate.
03 Do the employment condition and treatment enable to maximize the ability of loaned
staff?
Y Check what the responsibility and authority of leaned staff are and if the condition
and treatment are appropriate.
N In order to be successful in acceptance of loaned staff, it is necessary for theaccepting company to prepare a system for acceptance.
04 Is the job assignment of loaned staff made according to the plan of securing humanresources?
Y Check whether the actual job assignment meets with the plan or not.
N Explain the organization has extra burden if the assignment does not follow the plan.
05 Is the job assignment of a loaned staff made in consideration of the person’s desire
and ability?
Y Check the actual situation.
N Investigate if there is any mismatch in the assignment and the desire is accepted.
06 Are the education and training for new assignment introduced and utilized?

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Y Check whether the content of education and training is proper.
N Explain the necessity of re‑education of loaned staff so that they can do the job
with full capacity in the company.

04 Work regulation management
01 Work regulation management
01 Work regulation
01 Are the working conditions based on the labor law established?
Y Check whether they are satisfactory from the labor regulations and laws.
N Explain that the labor regulations and laws must be observed.
02 Are the working regulations and the like maintained and utilized?
Y Check whether the content (major items such as wages, a retirement allowance, andworking hours) of the working regulation are appropriately and clearly defined.
N Even though the duty to establish working regulations is not imposed by the law,
recommend that it is better to make them in order to avoid a trouble between theemployer and employees.
02 Working hours
01 Is the working hour system suitable for the actual condition of working place?
Y Check how the company adjusts the working hours, and talks with the employees, forthe busy time and the idle time.
N In order to adjust the seasonal nature of working hours, suggest a discussion between
an employer and a representative of employees.
02 Are the new types of working hours such as a flexible time system or a discretion
labor system introduced?
Y Confirm the purpose and effect, and check whether they are appropriately introduced
or not in the type of work.
N If the introduction improves productivity remarkably for the type of work, propose
the implementation to the management.
03 Is the decision of core time rationalized?
Y Check whether the core time is rational to the type of job.
N Investigate if there is any distrust between an employer and employees and confusionin the workshop because of opaque core time.
04 Are the agreement and notification about the working hours made properly?
Y Check whether they are defined in writing, and the contents are understood and agreed
by the employer and employees.
N They may cause a trouble between the employer and employees, so suggest to discussthem between the two parties.
05 Is the annual calendar utilized? Is an agreement between the employer and employeeson the calendar made?
Y Check whether the calendar is shown to the employees and it is utilized.
N Explain necessity to make a calendar showing yearly holidays from the operation planand production plan, in order to obtain understanding of the employees.
03 Work management
01 Do you grasp the attendance of employees correctly using a time card or so on?
Y Investigate the method of grasping the attendance and advise the improving point,
if any.
N Suggest discussion between the employer and employees and introduction of a time cardand the like.
02 Is the rate of attendance grasped? Do you take any countermeasures for the
improvement?
Y Check the effect of the improvement measures, and advise an improvement plan if theresult is not satisfactory.
N Instruct a method to grasp the rate of attendance and measures to improve it.
03 Is a direction procedure of overtime work made in a rule?
Y Check the result of overtime work, and suggest decreasing it by increase of
productivity as far as possible.

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N Explain the necessity to make a rule, and instruct a procedure of the direction.
04 Is a procedure for a business trip, outside duty, and the like made in a rule?
Y Investigate the contents of the rule, and examine whether it is appropriate or not.
N Explain the necessity of the rule, and instruct a procedure of the direction.
02 Working regulation
01 Working regulation
01 Are the working regulations being observed?
Y Investigate whether the working regulations are clearly defined in writing and thecontents are appropriate.
N Suggest to the management to discuss with the employees about definition of theworking regulations in writing, making them public thoroughly and appropriatenessof the contents.
02 Are the measures to prevent the employees from doing dishonesty established?
Y Investigate what kind of measures is taken, expecting what kind of dishonesty will
be done, and how the effect is. Suggest if there is any problem.
N Suggest discussion on the creation of working regulations and the observance between
an employer and employees so that dishonesty may not be performed.
03 Is the punishment regulation decided and operated properly?
Y Examine the contents and the practice of punishment if there is any excess, andpropose the improvement.
N Investigate the environment whether it requires the regulation and punishment or not,and propose to make a regulation, if needed.
03 Commendation
01 Commendation
01 Does the system raise morale of the employees?
Y Check whether the contents of commendation system and the like, are effective toincrease the motivation of employees.
N Explain how the system contributes to improve the productivity and stable employment.
Examine and recommend introduction of a rewarding system suitable to the company.
02 Is a commendation for long-term continuous service carried out effectively?
Y Investigate whether the commendation is defined in writing and contributes to theimprovement in morals of the employees or not.
N Propose to the management the introduction if the long‑term service commendation isuseful for improvement in the morale and preservation of the skill.
03 Is the regulation established carried out successfully?
Y Confirm the regulation is defined in writing. Suggest conducting a morale survey ofthe employees, if needed.
N Ask their opinions why it is not carried out properly, and examine the reason.
04 Grievance consultation
01 Grievance consultation
01 Is a problem solving system established for grievances such as labor conditions?
Y Investigate whether it is defined in writing and discussed between the employer andemployees.
N Investigate existence of grievances, such as labor conditions and the like, among
employees by a consciousness survey. Propose to make a system, if required.
02 Have you established a counseling system such as a personnel consultation and usedit?
Y Check the effect by the consciousness survey of the employees.
N When a counseling system is required, considering from the labor conditions and theconsciousness survey, propose the introduction.
03 Is there any sexual harassment?
Y Investigate what kind of sexual harassment is existed. In case of the problem, suggest
taking a decisive disposal.
N Check if the system to maintain discipline in a working place is defined in writing
05 Other labor conditions

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01 Overtime work
01 Is the rule for overtime work observed and the management of working hours carriedout?
Y Check if the rule is clearly defined in writing, and examine its contents.
N Investigate if an improvement is necessary as a labor condition through aconsciousness survey and the like.
02 Is the rate of premium for overtime beyond the labor regulation?
Y Confirm if the rate is defined in writing.
N Suggest observance of the criteria of the labor regulation.
02 Annual paid leave
01 Is there an annual paid leave system?
Y Check if the annual paid leave is defined in writing and the contents are suitable
to the working conditions.
N Explain the necessity of proper annual paid leave to keep employees’ motivation.
02 Isn’t a rate of taking annual paid leave low?
Y Investigate the reason through a consciousness survey why the rate of acquisition
is low, and suggest a measure to increase the rate as an improvement plan of labor
condition.
N Conducting an attribution analysis why the rate is high, suggest necessity of
examination and improvement, if the high rate comes from absence caused by bad working
conditions.
03 Is the handling of term change and the like performed smoothly?
Y Investigate whether the rule is agreed between the employer and employees and clearly
defined in writing.
N Check if it does not causes to decrease employees’ motivation by a consciousness
survey.
03 Maternity leave and the like
01 Is the maternity leave system carried out properly?
Y Check if the system is defined in writing and the contents are suitable.
N Propose the necessity of consideration for mitigation of work and encouragement of
employees in taking the leave.
02 Are systems for child-care leave, nursing leave, and the like carried out?
Y Check whether the systems are defined in writing properly or not.
N Suggest introduction of the systems, after an examination of trend in the industry
and other companies, if the implementation of them is needed.

05 Industrial relations
01 Industrial relations
01 Industrial relations
01 Is the labor union organized? Does it belong to an upper-organization?
Y Investigate the measures of the companies, under conditions if the industrial
relations are good, if the right of strike exists and the like.
N Suggest discussion with the employees’ representative about labor conditions and thelike.
02 Is an employer-and-employee agreement concluded? Are a labor-management
consultation and the like employed properly?
Y Confirm whether it is friendly one and it has any problem for the company.
N Explain the necessity of having a meeting for consultation between an employer andemployees.
03 Is there a reliable relation existed between the management and labor union?
Y Investigate if there is any problem by a consciousness survey of the union members.
N Investigate a reason of the lack of reliable relation, and suggest the improvementplan.
04 Is there a joint management council or an employer-and-employees round-tableconference?

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Y Investigate whether it has any problem to carry out in the operation and the like.
N Explain the necessity and meaning of an employer‑and‑employees conference and thelike.
05 Have you introduced an employee stock ownership plan, a stock option system andthe like?
Y Check whether the management understands the meaning of stock option system enoughand if it has contributed to improve the morale of employees.
N Suggest investigating employees’ needs for an employee stock ownership system.

06 Promotion and transfer
01 Promotion and transfer standard
01 Employment of standard
01 Are the standards of promotion, demotion, and transfer established? Are they applied
fairly and well known to the employees?
Y Confirm if the standards are clearly defined in writing and well known to theemployees.
N Suggest investigating through a consciousness survey whether they are applied by the
management’s personal feeling or not.
02 Is the self-assessment system utilized for promotion and transfer?
Y Investigate how they make use the system.
N Propose an introduction of system reflecting the self‑evaluation properly, and asuitable method.
03 Is the promotion system regulated by two aspects of job position and qualification?
Y Check whether it is defined in writing or not.
N Explain the necessity to consider a promotion from two aspects of job position andqualification.
04 Is a multi-career paths system performed?
Y Investigate if the contents are defined in writing and accepted by the employees.
N Check whether the personnel affairs are controlled by dogma and prejudice of the
management.
05 Is a course selection system carried out?
Y Check what kind of choice is prepared and how far the desire of employee is considered.
N Judging requirement of the course selection system from the kind of job and theeconomic background of the company, and propose the introduction, if needed.
06 Do you make use of an expert position system and the like in transfer?
Y Grasp the content of expert position, examine the appropriateness, and propose
further utilization of the system.
N Investigate whether it is useful for succession of the technology and the skill in
the company by introduction of the system, and recommend making use of it.
07 Do you emphasize the capability of employee in promotion?
Y Confirm if the criteria for promotion are appropriate.
N If a merit system is understood by the management and considered to be effective inthe company, propose introduction of the system such as management by objective.
08 Are there a managerial position aptitude test, a managerial position appointment
examination system and the like? Do you make use of them?
Y Check the contents of them together with a consciousness survey of the employees.
N Investigate carefully the actual condition, and propose the improvement because any
appointment by prejudice of the management will make volition fall of the employees.
02 Job rotation
01 Job rotation
01 Is the transfer linked with the job rotation?
Y Check if it is defined in writing and the direction is appropriate.
N Explain the necessity of rotation for the carrier development.
02 Is the transfer carried out as a mean for carrier and multi-skill developments?
Y Confirm the effect of the plan hearing both from the employer and the employees.

65N Propose examination of conducting a carrier development plan.
03 Do you consider the individual carrier development in transfer?
Y Check whether the transfer is made in a long‑term plan.
N Explain an effect of carrier development for fostering human resources by a plannedtransfer.
04 Is there a term of office system for management task and the like?
Y Check if it is defined in writing.
N Check whether other systems for activation of the organization are utilized.
05 Do you foster cluster specialists (professional evaluated outside the company)?
Y Grasp the situation how effective the fostering is.
N Discuss with the management if the fostering is necessary.
03 Temporary transfer as loaned staff
01 Loaned staff
01 Is there a system of dispatching an employee as loaned staff to an overseas affiliatecompany and the like?
Y Check actual employment of the system.
N Discuss with the management if it is necessary or not.

07 Retirement
01 Retirement age
01 Retirement age
01 Is there a regulation of retirement age system?
Y Check the contents of retirement age system and the actual age of retirement.
N Ask how they consider about rejuvenation of talented employees.
02 Is the standard of retirement and dismissal properly defined?
Y Check if it is defined in writing and the contents are proper.
N Suggest according to the labor regulations and the labor custom in the country.
03 Is a course selection system (early-retirement incentive plan etc.) established?
Y Check the system defined in writing.
N Explain the requirement, if needed.
04 Are systems of service extension, re-employment, and the like established?
Y Investigate and confirm the actual condition and effect.
N Discuss with the management if they make any problems in securing a talented person.
02 Retirement pay
01 Retirement pay
01 Do you maintain the regulations for retirement pay, and prepare (reservation of fund,writing-off) of the payment?
Y Check whether the contents of the regulation are defined in writing together withthe financial condition.
N Investigate if there is any dissatisfaction among employees by a consciousness surveyof employees.
02 Do you have a corporate pension system?
Y Check if it is defined in writing and what the contents are.
N Explain that preparation of pension fund is effective in welfare and motivation of
employees.
03 Retirement preparation
01 Retirement preparation
01 Are you enforcing an educational training for capability redevelopment and the like?
Y Investigate the employment and the like after the capability development.
N Though a capability development is effective for the company, other companies may
hire employees with improved capacity away. Propose to the management a plan suitable
to the actual condition of the area.
02 Is the supply of information for health management enriched?

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Y Grasp the contents and check if it is sufficient.
N Propose to provide the information and the like to employees as much as possible,
because the health influences to work after retirement.
03 Is the information of pension system and the like enriched?
Y Investigate operation of the pension fund and supply of the information.
N Advise that a pension program and the like should be prepared and maintained in order
to cope with the labor regulations of the country.
04 Employment adjustment
01 Employment adjustment
01 Do you correspond to such a way that you assume situations of layoff, dismissal,
member curtailment, and the like?
Y Investigate the actual condition.
N Ask opinion of the management how they think of the correspondence at the timeof production adjustment and the like, and propose an action needed.

08 Wage
01 Kind and system
01 Kind and system
01 Are the kind and the system of wage suitable to the actual condition of company?
Y Investigate the system defined in writing, and suggest an improvement plan, if needed.
N Recommend to review the wage structure.
02 Have you established the wage system based on the job survey and the like?
Y Investigate the correspondence between the content of job analysis and the wage.
N Check whether the wage system is vague or not. If it is necessary, recommend theimprovement.
03 Is the wage founded on a daily basis or a monthly basis?
Y Confirm with the description defined in writing.
N In case of a daily basis, check whether it is an appropriate system in the type ofindustry and business.
04 Isn’t it a comprehensive wage decided by an vague standard?
Y Check whether the employees have feeling of unfairness and the like or not.
N Investigates what kind of other wage system it is.
05 Have you introduced a wage by work and according to the job function?
Y Investigate the standard of judgment by job function.
N Recommend study of the introduction, if the job requires.
06 Are the various allowances reasonable and simple? Aren’t the allowances foradjustment too many?
Y Check the contents of special allowances.
N Suggest integration and simplification of the allowances, leaving only necessary
allowances.
07 Have you introduced an annual-salary system and the like?
Y Investigate whether a perfect annual‑salary system or a partial system is introduced,
and check the effect.
N Instruct the introduction of the system, if the company is in the type of industry
suitable to the annual‑salary system.
02 Wage level
01 Wage level
01 Does the wage stay at an appropriate level compared with that of the industry, thescale, the area, and the like?
Y Check the level, referring to the data of the industry.
N Suggest an appropriate level from the actual condition of profit of the company.
02 Is the minimum wage system observed, and is the system based on the criteria of thelabor regulations?
Y Check the actual conditions.
N Investigate the actual conditions of profit in the company and propose to pay the67minimum wage, if it is possible.
03 Are the personnel expenses containing salary and wage appropriate, considering fromthe solvency and the value added?
Y Check the appropriateness from the labor’s relative share in the value added. Also
compare them with the standard in the industry and the business type.
N Suggest that the company must make effort to raise the share to an aptitude
distribution, when the labor’s relative share in value added value is low, and thatthe company must increase the value added, when the share is high.
04 Do you maintain various materials of which are able to compare the wage level and thelike?
Y Investigate how they are making use of the materials.
N Make research whether there are any statistic materials in the municipality andeconomic organizations of the area, and inform the result.
03 Wage regulation
01 Wage regulation
01 Are the wage regulations maintained in detail and made well known to the employees?
Y Check the contents of the regulation and publicity to the employees.
N Suggest the maintenance considered the actual condition of the company and the throughpublicity.
02 Are the annual pay raise and raise or down of the basic wage carried out based on
the regulation?
Y Check whether they are fairly carried out with a meeting between the superior andsubordinates or not.
N Investigate if there are any unfair promotion and the like.
03 Is there any regulations for mid-career employees?
Y Check the contents defined in writing.
N Investigate the rate of fixing of mid‑career employees.
04 Is the regulation of domestic and foreign traveling expenses for business maintained?
Y Check the contents defined in writing.
N If there is a business trip, recommend introduction of a regulation defined inwriting.
04 Personnel performance evaluation and its relation
01 Personnel performance evaluation and its relation
01 Do you have a wage system that can reflect the evaluation of personnel performance?
Y Check the method of personnel performance evaluation and its relation with the wage
system.
N Examine and recommend a system that the evaluation is reflected in wage system.
02 Is the evaluation of personnel performance reflected in wage rise and bonus?
Y Check the actual situation.
N Examine and recommend a system of making evaluation reflect in the wage system.
05 Bonus
01 Bonus
01 Is the meaning of bonus payment clear?
Y Check if it is defined in writing and well known to the employees.
N Investigate whether the employees have feeling of unfairness in the distribution.
02 Is the bonus system able to reflect the management performance?
Y Investigate the actual operation.
N Check if the company pays much more or less for the bonus comparing with the management
performance.
03 Have you set a rule for bonus payment that can reflect personnel evaluation, and is it
fairly applied?
Y Confirm if the rule is fairly applied.
N Explain that the fair and appropriate reflection is required for increase of moraleof employees.
04 Is the evaluation of employee’s performance directly reflected in the bonus?

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Y Check if it is fairly and appropriately reflected.
N Explain meaning of bonus and effectiveness of the performance reflection policy.
06 Salary calculation
01 Salary calculation
01 Are the daily calculations and the like of salary, pay rise and bonus madeautomatically?
Y Investigate the actual level of the automation.
N Recommend starting from a small investment for using a personal computer, when theautomation is required or considered to be needed.

09 Personnel evaluation
01 Personnel evaluation system
01 Standard
01 Is the objective of personnel evaluation fostering staff and their utilization?
Y Check the contents of the system and the situation of use.
N Explain that an initial objective of personnel evaluation should be staff fosteringand their utilization.
02 Is there a standard of the personnel evaluation system that matches the actual
situation of the company?
Y Grasp the actual situation, and check the standard in the system.
N Explain necessity to establish a standard in the personnel evaluation system copingwith situation of the company.
03 Is the department responsible to the personnel evaluation regulated?
Y Check the contents of duty and staff of the department.
N Explain the necessity to regulate a department responsible in order to conductpersonnel evaluation properly.
04 Is the record of personnel evaluation kept in a data file?
Y Confirm the contents of the data file and whether it is easily used.
N Explain the necessity to keep the record in a data file in order to utilize it forthe personnel evaluation.
02 Utilization
01 Do you utilize self-declaration and self-evaluation systems?
Y Please explain how you are applying them.
N Explain that they are fair applications of the personnel evaluation system.
02 Is the personnel evaluation system regulated and made widely known to all?
Y Check whether the system matches the actual situation of the company.
N Explain that establishment of the system is essential for the personnel management.
03 Is the personnel evaluation method well understood and made well known to all? Is
there any irregularity in the evaluation by the evaluators?
Y Inquire to both the evaluator and evaluates how the evaluation method is applied.
N Explain that the personnel evaluation system must be well understood and irregular
evaluation by an evaluator must be avoided for its good functioning.
04 Is an evaluation interview conducted by the evaluator?
Y Check the method of evaluation interview.
N Explain necessity to have an evaluation interview.
05 Is the personnel evaluation system put into practice fairly as regulated?
Y Inquire to the employees evaluated.
N Explain that the evaluation system is rather harmful, if the system is unfairly
applied.
06 Are there an introduction of human assessment and the like?
Y Check the contents.
N Explain them that it is effective.
07 Is the personnel evaluation reflected in promotion and transfer?
Y Check the rule of which reflects the evaluation in promotion and transfer.

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N Explain that the result should be reflected in some means for fair personnel
management.
08 Do you try to use the personnel evaluation for capability development of theemployees through its process?
Y Check the contents of the personnel evaluation.
N Explain that one of the objects of personnel evaluation is to utilize it for capability
development of employees.
02 Contents of evaluation
01 Contents of evaluation
01 Is the evaluation point decided from a duty examination?
Y Check how and up to what stage the duties are examined.
N Explain that it is necessary to investigate the contents of duties and decide theevaluation point from their criteria.
02 Are performance, capacity, manner and the like unified in the personnel evaluation?
Y Check the contents of evaluation.
N Explain that they should evaluate from these three points of view, not from a single
point.
03 Does the evaluation weight differ in salary increase and bonus?
Y Check the contents of evaluation weight.
N Explain that the weight should be put on results in bonus, and on capability in salary
increase.
04 Do the evaluation details and weights differ by position or duty?
Y Check the contents.
N Explain that evaluation details and weights differ by position and nature of duty.
03 Evaluator’s training
01 Evaluator’s training
01 Do you conduct evaluator-evaluatee training?
Y Grasp the contents of training and check whether it works effectively.
N Explain that the training is needed to avoid irregular evaluation and secure fairness
in evaluation.
02 Are hollow effect, centralized tendency, logic difference, approach difference and thelike cleared?
Y Ask them what kind of measures they take to avoid these differences.
N Explain that evaluators tend to be involved in above‑stated differences.

10 Communication
01 Communication at work
01 Means
01 Do you properly impart information on management policies and results to theemployees?
Y Grasp how far the communication is done actually and propose further improvement.
N Explain that sufficient disclosure of information to the employees is required formaking them work well according to the management policies of the company.
02 Are there a lot of contacts between the employees and the managers and executives?
Y Grasp the conditions of contacts and propose further improvement.
N Explain that contact with employees is a prompt way in order to get good mutualcommunication.
03 Do you make full use of transmission means such as bulletin boards, internal news
and the like?
Y Check the situation of use such as where they are set and how the employees pay
attention to them.
N Explain that the little utilization comes from wrong preparation of the means, andsuggest the necessity of the countermeasure.
04 Do you regularly have an office informal gathering and the like?
Y Grasp the contents of gathering and how often they have it.

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N Explain that it is a useful means of communication.
05 Are the monthly and weekly meetings regularly held, and is the communication madesmooth?
Y Check the meeting minutes if they are held regularly and the contents are appropriate.
N Explain the effect of holding meeting regularly and continuously, and instruct theimplementation.
06 Do you try to secure communication with and among the employees in morning andevening meetings?
Y Check if the time and the contents are appropriate.
N Instruct holding of meetings with all people in the office regularly to exchange andmutually share information.
02 Morale improvement
01 Organization development
01 Do you tackle Organizational Development (OD) in order to review a stiff organization?
Y Check the contents of OD.
N Explain the usefulness of OD.
02 Are you considering promotion of a mobile organization in place of the divisionsystem?
Y Ask about the organization, and confirm whether it has any problem.
N Confirm whether there is any problem in the system they conduct at present.
03 Have you ever enforced a consciousness survey of your employees, up to the present
time? What was the problem in the result?
Y Ask the problem, and propose a measure for the improvement.
N Explain the importance of employees’ consciousness survey that reveals their hidden
actual condition.
04 Are you positively tackling improvement of the morale?
Y Check what kind of measures they are tackling.
N Explain that improvement of the moral is needed to increase efficiency at work.
05 Do you have a system of mutual awarding by the employees through office card andthe like?
Y Confirm what kind of system they actually conduct.
N Explain an advantage of mutual awarding system by the employees.

11 Management by objective
01 Management by objective
01 Objective system
01 Is there a system to realize a target created in the company?
Y Confirm what kind of system it is.
N Explain that a proper procedure is important to realize a target.
02 Fixation
01 Have you introduced a management by objective system and is it fixed?
Y Confirm how it is fixed.
N Explain that it is needed to make efforts for fixation of the system.
02 Do the top-down and bottom-up correspond together in the management by objective
system?
Y Confirm what kind of procedures they are taking.
N Explain the necessity that the top‑down and bottom‑up should correspond together for
making an objective.
03 Is the process for promoting management by objective prepared in a manual, and is it
fixed?
Y Check what kind of manuals they have made.
N Explain that a manual is effective for conducting an efficient management by
objective.
04 Are interviews on the objective and evaluation of the objective conducted daily?
Y Check the method how they conduct the interview and evaluation.

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N Explain that interview and evaluation are necessary for promoting the objective
system.
05 Are the management by objective system and the personnel evaluation linked
together?
Y Check how they are linked.
N Explain the necessity that both of them should be linked.
06 Is the information on management by objective system shared mutually?
Y Check how it is shared.
N Explain that sharing information is necessary for effective application of thesystem.

12 Capability development
01 Capability development plan
01 Plan of important point
01 Do you have a capability development plan linked to the personnel and labor policy?
Y Check how it is linked.
N Explain that a capability development plan must be linked to the personnel and labor
policy.
02 Have you established a plan of important point on fostering staff for promotion of
information technology and globalization?
Y Check their plans.
N Explain that there will be need of the staff for information technology andglobalization hereafter, and therefore they need to foster the staff.
03 Do you have a registration system for employees desiring overseas work?
Y Confirm what kind of systems they have.
N Explain the necessity of a system from rotation of the overseas representatives andfostering employees to be dispatched.
04 Is it your objective to promote individual character formation through education andtraining?
Y Confirm the contents of the curriculum.
N Explain that an individual character building is necessary.
05 Do you grasp individual needs for capability development and do you put them inorder?
Y Confirm how they grasp and put them in order.
N Explain that to grasp their needs and to put them in order is necessary to practiceeducation and training effectively.
06 Is the person in charge of education and training appointed?
Y Confirm what kind of duty the person has.
N Explain that appointment of a responsible person is necessary for practicing
education and training effectively.
02 Technique for capability development
01 Do you properly select capability development techniques and the tools?
Y Confirm what kind of curriculums they have.
N Explain that it is necessary to introduce techniques and tools proper and suitable
to the actual circumstance of the company.
02 Do you tackle the case method (study of cases), improvement of handling capability,
training of the whole shop and the like?
Y Confirm the contents.
N Explain that it is necessary to apply measures suitable to the actual circumstanceof the company.
03 Is the capability development plan systematically created by the level? Is it carriedout?
Y Confirm how they create the plan and carry it out.
N Explain how to make a plan and how to carry it out.
04 Are you conducting MTP (Middle Management Training Program) and the like?
Y Confirm the contents of the program.

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N Explain an application of the program.
05 Do you deal with fostering managers through MAP (method of evaluating managers inadvance) and the like?
Y Confirm the contents of the method.
N Explain an application of the method.
06 Do you deal with job redesigns such as job enlargement, job fullness, job rotation andthe like?
Y Confirm the concrete contents of their job redesign.
N Explain the necessary of tackling the job redesign.
07 Have you established OJT (On-the-Job Training), individual instruction and the like asa system?
Y Confirm whether the contents of OJT are clear.
N Explain that it is necessary to establish OJT system because the procedures of work
repeat in many cases.
08 Do you conduct OFF-JT (outside training, training by level, etc.) properly, making itmeet with the objective?
Y Confirm whether the contents of training meet with their objective and are conducted
properly.
N Explain that they need to be introduced adopting methods of mass education andcorrespondence course of education.
09 Do you conduct education for fostering multi-skilled workers and service staffs?
Y Check the effect of the education.
N Explain it is a useful method for both employers and employees.
10 Do you maintain a system that supports self-development (qualification acquisition,etc.)?
Y Confirm the contents of the support system.
N Explain them to support self‑development gives not only satisfaction for employees
but also gives a positive effect to the company.
11 Do you conduct duty enlargement, duty fullness and the like?
Y Check the contents of them.
N Explain them that they are useful not only to increase efficiency of company
activities but also to improve moral of employees.
12 Are the small group activities established as a system?
Y Confirm how the system is managed actually. Check it is not conducted for mere
formality.
N Explain them usefulness of small group activities.
13 Do you continuously enforce the suggestion system? Have you obtained a goodresult by the enforcement?
Y Confirm how the system has been carried out.
N Ask the reason why the system has not been enforced continuously.

13 Corporate welfare
01 Social insurance
01 Social insurance
01 Have you entered to the labor and social insurance and do you apply the systemusefully?
Y Confirm the conditions how they apply the social insurance and utilize the mutual
relied association and the like.
N Explain that an application of these insurance is a means to improve welfare of
employees.
02 Welfare measures
01 Welfare measures
01 Do you enforce welfare measures such as recreation and the like? Are they
established?
Y Confirm how they are enforced.
N Explain the necessity and instruct how to enforce them effectively.

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02 Do you have mutual aid associations and common interest clubs? Are they
established?
Y Confirm how they are operated.
N Check whether there is the necessity of such associations and clubs in the personnel
policy.
Suggest examining measures to establish them, in case they are needed.
03 Are there assistance systems for employee cafeteria, meal allowance, transportation
allowance and the like?
Y Confirm that they are neither excessive nor little comparing with other enterprisesof the same type of industry and in the same region.
N Explain the necessity to take proper welfare measures as a policy for stable
employment.
04 Is there fixed contribution money for celebration and mourning? Is it being properly
managed?
Y Confirm what kind of system it is and how it is managed.
N Explain that the system is necessary to improve employee morale.
03 Medical examination
01 Medical examination
01 Do you enforce regular medical examinations at the time of and after employment?
Y Confirm how they are enforced.
N Explain medical examinations are necessary means not only for employees but also forthe company to increase efficiency at work.
02 Do you conduct a medical examination at the time of overseas dispatch and a special
medical examination?
Y Confirm how they conduct the medical examination.
N Explain that medical examinations are indispensable before and after an overseas
dispatch.
04 Working environment
01 Working environment
01 Are the working environments such as working field, office and the like safe and wellmaintained?
Y Confirm how their environment is maintained and propose to prepare better environment
for work.
N Explain that maintenance of the environment is necessary for better efficiency atwork.
02 Do you take measures for creating a pleasant office environment?
Y Confirm the contents of measures.
N Explain applications of the measures.
03 Is the usage environment of OA tools for VDT work proper?
Y Confirm the actual conditions of the usage environment of OA tools.
N Explain the necessity of making the environment proper.

14 Safety and sanitation
01 Management system
01 Management system
01 Does the top management show an active interest in safety and sanitation
management?
Y Confirm the contents of safety and sanitation management.
N Explain the necessity of safety and sanitation management.
02 Do you maintain a safety and sanitation management system matched yourcompany’s actual condition and based on provisions of the labor safety and sanitation
law and the like?
Y Confirm how they observe the provisions.
N Suggest strict observation of the systems provided by the law.
03 Are the methods of safety management concretely defined in writing and enforced?
Y Check their actual measures.

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N Explain that the company is bestowed to reduce expenses by anti‑disaster schemes afterall.
02 Safety and sanitation education
01 Safety and sanitation education
01 Are you properly conducting a safety and sanitation education such as for newly
entered staff in the company, for general, for special and the like?
Y Confirm the education is not given only for formality.
N Explain that the education is the nearest way to prevent disasters.
02 Do you perform a hazard prediction drill?
Y Check if the contents and frequency of the drill are appropriate.
N Explain the necessity of the drill, and recommend introduction of it.
03 Safety measures
01 Safety measures
01 Are you devising prevention and reduction measures of labor disasters?
Y Confirm the contents of the measures.
N Explain the necessity of the measures.
02 Do you adopt concrete measures for safety of elder people?
Y Check if the safety measures are appropriate.
N Explain the necessity of consideration of safety in the workshop for employment ofelder workers with rich experiences.
03 Have you established safety criteria based on the labor law?
Y Grasp the contents of the safety criteria. Confirm whether there is any problem inregard with the law.
N Explain that observation of the law is an indispensable duty for a company.
04 Are you conducting maintenance and inspection of safety criteria of the workplaceenvironment and actions?
Y Grasp the contents of maintenance and inspection.
N Explain the requirements of regular maintenance and inspection.

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