IndexOrganizational DesignStaffing ProcessSelectionTraining and DevelopmentCultural AwarenessInitial VisitsLanguage InstructionPractical AssistanceSalary and CompensationConclusionJapan is located in 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 has four distinct seasons. The historical context of Japan is quite interesting as a country isolated from the outside world since its origins, until 1500, when missionaries and merchants began arriving from Europe. Since then, Japan has continued to develop and has now become an economic and technological power (“Brief History of Japan”, 2018). Japanese people are not very familiar with English since there are only a few immigrants from Western countries. This country also has a diverse and interesting culture, where the locals are able to change in line with age-old trends and ways without eroding the ancient traditions and culture. Harmony is the key value in Japanese society as a guiding philosophy in business, family and society as a whole. This system is then applied to their work environment by focusing on teamwork. The work system is based on good relationships between tools within an organization. Furthermore, workplaces in Japan are more formal and have long working hours compared to other Asian countries which are mostly informal with shorter working hours. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original EssayOrganizational DesignBefore assigning the assignee to work in Japan, you must first understand the intercultural communication aspects contained in that country. It refers to the existence of 5 dimensions; power distance, individualism vs collectivism, masculinity vs femininity, uncertainty avoidance and long-term orientation, Japan and Singapore have significant differences. Japan is a borderline hierarchical society, very aware of its hierarchical position in the social order. This has an impact on the decision-making process which tends to be slow because all decisions must be confirmed by each hierarchical level before reaching top management (Harada, 2017). The power distance in Japan itself is not that high because Japanese society supports equality. Japanese society displays a collectivistic and masculine society embracing a group mentality with a competitive spirit. Japan is one of the most uncertain countries on earth (Harada, 2017), as natural disasters often occur, and is also known for its high future orientation. They encourage thrift and efforts in modern education as a way to prepare for the future (Harada, 2017). On the other hand, Singapore has a higher power distance. This is because Singapore adheres to the belief in the stability of society based on unequal relationships between people. Not much different from Japan in terms of work environment, Singapore society also relies on teamwork, although it values ​​and encourages softer aspects of culture such as equality with others, being modest and humble. Singapore is also considered one of the countries with the lowest degree of uncertainty avoidance and long-term vision for future orientation. Based on the analysis of all dimensions on Singapore and Japan, also aligning the objectives of sending a candidate to work abroad, it can be determined that the most suitable organizational model to apply to the Japanese branch is a structureDivisional organizational structure This structure works by dividing divisions on the basis of product, region (geographical), process, or equipment. Each division can operate independently under the direction of a division manager, who is directly accountable to the CEO, so that coordination between functions in each position becomes easier. In a divisional organizational structure, division managers 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 increase the number of initiative centers within a company. This structure also allows for the processing of multiple tasks in a parallel manner and allows for the diversification of skills or cross-functional expertise. 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 people in the right positions at the right time. In personnel policy, there are three approaches that can be used: ethnocentric approach, polycentric approach and geocentric approach. In this case, the approach that will be applied is an ethnocentric approach. The ethnocentric approach assigns workers from the company's country of origin or expatriates to the management position. The objective is to maintain competitiveness by carrying out structural standardization and operational control so that the quality of production and performance of operating units are maintained according to the wishes of the directors as architects of the strategy (Tiwari, 2013). This approach could train expatriates to hone their skills in the field of international business, knowing and understanding various cultural cultures, as well as local consumers' desires and expectations towards the company.RecruitmentRecruitment is the first step taken by the company to attract and search for human resources compliant with the qualifications required by the company. The most suitable recruitment for overseas assignments is internal recruitment. As a company that has an exceptional reputation in Singapore, it definitely takes people who already know the ins and outs of the company and can fully commit to the company. To carry out internal hiring, there are various activities that can be carried out including succession plans, open offers for a position (job posting), assistance to workers, groups of temporary workers, promotions and transfers. Internal sources include current employees who may be nominated for promotion, transfer, or reassignment, and former employees who may be rehired. Useful tools used for internal recruiting include employee databases that can be used to search for talent internally and support the concept of promoting from within, job posting procedures, and job proposals (Gusdorf, 2008). Selection The next phase after recruitment is the selection process. The selection process is a very important stage in human resource management, by choosing and convincing the best candidates to fill the vacant positions and do the necessary work, the organization will get high performing and good quality employees (Corniuk, 2016). In this case the selection can be made using different support tools. The first screening tool is the background check. Background checks are not limited to simply looking for criminal records, because the company is responsible for the safety of its employees and customers. Background checks include checking previous work, ofany registered awards or certifications and references. The next selection tool is the personality inventory. This personality test is very important, aiming to measure the honesty of future employees and their mental stability. The last tool is behavioral analysis. This tool helps the company provide insights into how employees will think and behave. Training and Development Training and development plays an important role in determining the effectiveness, efficiency of the company and employee performance. Training and development is more focused on improving the expatriate's skills and competencies in relation to the position or function for which he or she is responsible. When an employee has been chosen for an expatriate position, pre-departure training is considered an important step in ensuring the expatriates' effectiveness and the success of their work abroad. Effective cultural training also allows individuals to adapt to new cultures more quickly. Pre-departure training that contributes to a smooth transition to other countries includes cultural awareness training, initial visits, language instruction and practical assistance. Cultural Awareness Cultural awareness training programs need to be well designed, to foster 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 assignment. Initial Visits A useful technique for orienting international employees is to send them on the initial trip to their host countries. A well-planned trip abroad for expatriate candidates includes a possible test to assess their suitability for the job. The trip serves to introduce expatriate candidates to the work environment of the host country and help them prepare adequately before departing for an international assignment. Language Instruction The ability to speak a foreign language can increase expatriates' effectiveness and negotiation skills. In this case, it is very important for expats to learn Japanese, as Japanese people are not very familiar with English. expatriates must also understand the company's general language as a form of standardization of reporting and other control mechanisms, especially regulatory control. Practical assistance Practical help makes an important contribution to the adaptation of expatriates and their families to the new environment. This practical assistance will be provided by the host country's personnel department. In addition to planning pre-departure training, it is also important to consider the repatriation process. The repatriation process can be divided into four related phases: Preparation, involves developing plans for the future and obtaining information about new positions. Companies can provide a list of things to consider before returning to your home country (such as closing bank accounts and settling bills or preparing others for the return of employees and families to the home country); physical relocation, referring to the transfer of personal influences, breaking ties with colleagues and friends and moving on to the next location, usually the country of origin; Transition, means occupying housing where needed, making housing and school arrangements, and completing other administrative tasks (such as renewing a driver's license, opening a bank account, registering for health insurance); eReadjustment, involves overcoming aspects such as corporate changes,.