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Questions and Answers
What financial strategy is Sony using to attract talent with AI skills?
Sony offers competitive salaries of up to ￥7.3m for workers with AI skills.
Why is Line Corporation recruiting a significant percentage of its workers from outside Japan?
Line Corporation is recruiting about 37% of its workers from outside Japan to bring expertise into the country.
What training method is Daikin using for employees who lack knowledge of AI?
Daikin plans to train over 1,000 current employees with no AI knowledge through a training program.
What type of external training does Daikin provide to new graduates?
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What challenge do businesses like Sony and Toshiba face when offering higher wages?
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What is the criticism surrounding Japan's plan to recruit and train 250,000 AI professionals annually?
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What potential drawback is associated with Daikin's external training program for graduates?
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What factor influences the success of on-the-job training at Daikin?
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Study Notes
Recruitment Methods
- Sony is offering competitive salaries of up to ￥7.3m for those with AI skills
- Sony is recruiting workers from favoured universities like Carnegie Mellon University to bring in fresh ideas and techniques
- Line Corporation is recruiting 37% of its workers from outside of Japan, bringing expertise into the country
Training Methods
- Daikin plans to train over 1,000 current employees in AI who lack this knowledge
- Daikin offers financial rewards to retain staff who are being trained, which can be used as an incentive
- Daikin is providing external training for new graduates through Osaka University, ensuring high-level training and expertise in AI development
- Daikin is using on-the-job training where workers learn from experienced staff
Challenges
- Businesses like Sony and Toshiba are facing higher costs and potential lower profit margins due to increased wages, which may limit investment in new AI projects
- Japan's plan to recruit and train 250,000 people in AI skills annually is ambitious but faces a shortage of AI teachers, which may hinder its success
- The time lag at Daikin, where new graduates are at university for a year, can delay benefits of the external training program, putting them behind advancements in China and the US
- The success of Daikin's on-the-job training relies heavily on the expertise of existing staff in AI
Overall
- Japanese companies are employing various recruitment and training strategies to increase AI expertise and compete globally
- The success of these strategies will depend on effective selection and recruitment processes, with time being a significant factor
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Description
Explore the current recruitment strategies and training methods employed by leading companies in Japan's AI sector, including Sony and Daikin. Understand the challenges faced by these businesses in a competitive market while striving to enhance their workforce's skills in artificial intelligence.
