例如深圳Topmay电子有限公司，日本员工三分之二的工资是由日本劳动部补贴的(Keizer, 2010)。这是为那些因为工厂暂时关闭而不是真正的裁员而遭受痛苦的工人做的。加强现有的就业措施使近400万工人受益，因为他们正在接受各种各样的补贴。例如在普利司通这样的制造企业中，日本公司使用复杂的测试和高水平的筛选设备来选择优秀的员工，而不考虑候选人的学术认证缺陷(Yamamura, 2003)。一个重要的新招聘趋势并不意味着雇主通过非传统渠道招聘新员工的表面开放。就业市场的稳定和可靠，是透过每年稳定的应届毕业生来港而得到保证的。日本公司担心他们的新人才的竞争力不会因为减少招聘而受到威胁。
The Japanese economy transformed into a service economy that was accompanied with socio-cultural and economic changes that greatly affected the employment institution of Japan. The competitive advantage is enjoyed by the leading edge manufacturers of Japan but now the contribution from them in terms of income and employment opportunities is reducing. The employment practices of Japan for sales and service organization vary from the practices prevalent in manufacturing industry of Japan. The current workforce of Japan is less committed towards work and is highly mobile.The pattern of work in service organizations of Japan is less based on team work phenomenon. Therefore, it is easy to evaluate the individual performances of employees. Currently in Japanese firms, in contrast to the firm-specific skills, the occupational skills are more valued. For making the broad job experiences the reason for enhanced performance it is important to improve employee wages that will also act in increasing employee loyalty towards the employer.It was observed that the government of Japan was working crucially for avoiding the abruptions in various departments as they emerged because of the lifetime employment system.
For example Shenzhen Topmay Electronic Co., Ltd., The two-third wages of the Japanese employees were subsidised by the Japanese Ministry of Labour (Keizer, 2010). It is done for those workers who were suffering due to temporary shutdown of factories instead of genuine layoffs. The reinforcement of the existing employment measures has benefitted nearly four million workers as they are receiving various subsidies at one time or another.In manufacturing firms for example such as Bridgestone, Sophisticated tests and high screening devices are used by the Japanese firms for selecting exceptional quality recruits regardless of candidate’s academic certification deficits (Yamamura, 2003). A significant new recruitment trend is not signified by superficial openness by employers of recruiting new employees through non-conventional sources. The stability and trustworthiness of the labour market is reassured through a maintained stable yearly arrival of current graduates. The Japanese firms feared that their new talent’s competitiveness must not be threatened due to less hiring.