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ともに、輝きをつくる ブライザ株式会社 Cùng nhau tỏa sáng, Bryza Co.,Ltd. အတူတူတောက်ပကြမယ် Bryza Co.,Ltd.

ともに、輝きをつくる ブライザ株式会社

20年前に設立され、現在約200名の外国籍採用実績があるブライザ株式会社

RISE for Career でも外国人採用活動を積極的に行っているブライザ株式会社様にインタビューをしました。

外国人採用において今後の目標や計画、外国人エンジニアに伝えたいことをシェアしています。

 

 

 

 

 

“私たちが大切にしている事は『ともに、輝きを創る!』という事。すべての関わる人に寄り添い少しでも多くの人やエンジニアの成長機会をサポートしともに輝き続けて行きます。” 

 - ブライザ株式会社

会社概要

会社名:ブライザ株式会社

設立年月:2003/03

資本金:5,000万円

売上高:44億6000万円(グループ203億円)

従業員数:850名

事業領域:機械・電気電子/建設/IT

URL: https://bryza.co.jp/

インタビュ

1. 貴社の強みについて教えてください。

あらゆる技術系の方にとって、チャレンジができる理想的な環境です。自動車・半導体・電子の大手企業とお取引があり、 建設・建築関係に特化したアウトソーシングなど様々な事業を持っていますのでメーカー系・建築系のエンジニアにとって大変働きやすい環境です。IT業界への拡大も始まり、組み込み系のみならずアプリケーション等も求人拡大しているところです。

2. 現在採用している外国人材の人数・職種・出身国を教えてください。また、一番多い国籍はどちらですか。

全従業員の内外国籍が28%で、韓国:107名、中国:41名、ミャンマー:16名、ベトナム:14名などアアジアを中心に12ヶ国からの外国人エンジニア194名が在籍しています。韓国籍に関しては新卒もたくさん採用しています(今後は国籍問わず、新卒採用も拡大していく予定)。現在建設系を中心にミャンマーの方も増えてきている状況です。引き続きミャンマーの方を積極的に採用できたらと考えています。ミャンマー、ベトナムの方はほぼ建設系で採用をしています。

3. 外国人人材を採用しようと思ったきっかけと、外国人採用を始めた時期について教えてください。

外国人採用を初始めて10年ほど経ちました。優秀な方を採用するにあたり、日本人に限らず採用活動を続けた結果、自然と外国人採用が定着してきました。

4. 外国人採用の際、重視しているポイントは何でしょうか。

一番は(日本語の)会話力です。どんなに優秀でも会話ができないと、配属先がないので、会話力を一番重視しています。望ましいのは日本での就業経験があることです。日本での就業経験がなければ、母国で十分に経験を積んでいることが必要だと思います。

5. 外国人人材を採用して感じた課題や注意点はありますでしょうか。

日本語ができる方を採用しているので、特段のトラブルはありませんでした。トラブラがあっても国内で採用した方と大差はありません。外国人の方全体において、日本に行きたいというモチベーションは過去の方があったかと思います。「日本で働く」という魅力を明確にお伝えし、訴求できないといけません。最近は優秀な方でも、N2を取得していない方がいらっしゃるので日本語能力を測る社内試験を自社で作りました。日本語資格の有無だけで優秀な方を見逃さないようにしたい

と考えています。

6. 外国人人材が入ることにより、会社が良くなった点や採用のメリットについてあれば教えてください。

日本だけでは採用できなかった優秀な方を採用できるようになりました。

7. 外国人のキャリアアップについてどうお考えですか。

キャリアアップに関しては分け隔てなく社員全員の育成プログラムを提供しています。社員であれば、同じようにキャリアアップを目指していただけるようなプログラムになります。

8. 今後も積極的に外国人採用を続けていきたいですか。

さらにさらに積極的に進めていきたいです。

9. どんな職種・仕事内容で外国人を増やしていきたいですか。

建設系は、今まで通り採用を進めていきたいと考えています。機電系も、今なかなか優秀な人がいないので積極的に外国人を採用していきたいです。IT系もミャンマーで優秀な方がいらっしゃると聞いているので、ぜひ進めていきたいです。IT・機電・建設の分野で外国人採用を進めていきますが、中心としては建設系で増やしていきたいと思います。今後は中途採用のみではなく新卒も積極的に採用を進めていきたいと考えています。

10.ブライザ様の魅力的な点は何ですか?(福利厚生・研修など)

まず、スキルアップしたいという方にお応えできる環境ではあります。意識して、特定のお客様に弊社員を採用頂けるようなスキームを作っていっていますので、チームとしての育成・助け合いが促進され、一人ぼっちにならず働きやすくなると思います。仕事だけでなく、常にスキルアップ・チャレンジ精神を持ってほしいというスタンスで資格奨励金制度も作りました。自分が頑張れば頑張るほど支給されます。

 

11. 一年に外国人を何名くらい採用していますか。

2023年度は50名くらい採用しましたが、2024年度は55-60名を目標にしています。採用全体の3割は外国籍の方を採用したいと考えています。面接数で言えば、ここ2年は日本人:外国人=4:6と逆転しています。2022年度はベトナムが中心、2023年4月以降は ベトナム・中国・ミャンマーが多くなっている状況です。

12. 求職者の方へメッセージをお願いします。

中村様:日本の技術者として就業を目指すのであれば ぜひわたしたちに会ってみてほしいです。これからも外国人の皆様へよりPRしていけるように頑張っていきたいと思います。

 

阿部様:まだ外国人を採用される企業さんは少ない中、私たちは日本語さえできれば、国籍・性別・年齢を問わず採用しております。大手の就業先で仕事ができることが強みです。建設に関してはビッグプロジェクトに携われるチャンスが多いです。ご家族が検索してすぐ出てくるようなプロジェクトも多く、ご家族も安心して送り出していただけます。例えば、ミャンマーの方はほぼ100%スーパーゼネコンでお仕事頂いていますし、設計者の方もほぼ支店・本店で働いて頂いています。


ブライザ株式会社様に応募希望な方は下記URLから求人内容の詳細を見てください。

みなさんからの応募をお待ちしております。

新卒求人を見る:: https://www.risefor-career.com/news/NEWS000126

中途求人を見る: https://www.risefor-career.com/news/NEWS000127

 

 

 

 

 

Together, Creating Brilliance

Established 20 years ago, Bryza Co., Ltd. has a track record of employing approximately 200 foreign nationals. We interviewed Bryza Co., Ltd., which actively engages in foreign recruitment activities through RISE for Career. They shared their goals, plans, and messages they wanted to convey to foreign engineers regarding their foreign recruitment.

 

 

 

 

 

"What we value most is 'together, shining and creating!' We will continue to support growth opportunities for as many people and engineers as possible, standing by everyone involved and shining together." - Bryza Co., Ltd.

Company Overview

Company Name: Bryza Co., Ltd.

Establishment: March 2003

Capital: 50 million yen

Sales: 4.46 billion yen (Group: 20.3 billion yen)

Number of Employees: 850

Business Areas: Mechanical/Electrical, Construction, IT

URL: https://bryza.co.jp/

Interview

1. Please tell us about your company's strengths.

We provide an ideal environment for professionals in various technical fields to challenge themselves. With clients in the automotive, semiconductor, and electronics industries, as well as specialized outsourcing in construction and architecture, we offer a diverse range of businesses, making it a comfortable environment for engineers in the manufacturing and construction sectors. We are also expanding into the IT industry, not only in embedded systems but also in applications, with an increasing number of job opportunities.

2. Could you tell us the number, positions, and countries of the foreign nationals currently employed? Which nationality is the most common?

Among all employees, 28% are foreign nationals, with 194 foreign engineers from 12 countries mainly in Asia, including 107 from South Korea, 41 from China, 16 from Myanmar, and 14 from Vietnam. We are actively recruiting new graduates from South Korea (and plan to expand our hiring to include new graduates regardless of nationality). Currently, we are seeing an increase in the number of Myanmar nationals, especially in construction-related positions. We aim to actively recruit more individuals from Myanmar in the future. The majority of our hires from Myanmar and Vietnam are in the construction sector.

3. What prompted you to consider hiring foreign nationals, and when did you start foreign recruitment?

We started foreign recruitment about 10 years ago. As we continued our recruitment efforts to hire talented individuals, not limited to Japanese nationals, foreign recruitment naturally became established within our company.

4. What are the key points you emphasize when hiring foreign nationals?

The most important aspect is proficiency in Japanese conversation. Regardless of how talented someone may be, if they cannot communicate effectively, they may struggle to be assigned to a suitable role. Therefore, we prioritize conversational Japanese skills. Additionally, having prior work experience in Japan is desirable. If they lack Japanese work experience, they should have gained sufficient experience in their home country.

5. Have you encountered any challenges or points of concern when hiring foreign nationals?
Since we primarily hire people who can speak Japanese, we haven't experienced any particular issues. Even if there are troubles, they are not significantly different from those we encounter when hiring domestically. Overall, it seems that there used to be more motivation among foreigners to come to Japan. It's essential to convey the attractiveness of 'working in Japan' and appeal to it. Recently, even talented individuals may not have obtained N2 [Japanese Language Proficiency Test Level N2], so we have created an in-house test to assess Japanese language proficiency. We want to ensure that we don't overlook talented individuals solely based on the presence or absence of Japanese language qualifications

6. In what ways has the company improved or benefited from hiring foreign nationals?

We have been able to hire highly talented individuals who we wouldn't have been able to recruit solely within Japan.

7. What are your thoughts on the career advancement of foreign nationals?

We provide training programs for all employees without discrimination to facilitate career advancement. Our programs are designed to allow all employees to pursue career advancement equally.

8. Do you intend to continue actively hiring foreign nationals in the future?

Absolutely, we want to proceed even more actively.

9. What types of positions or roles do you want to increase the number of foreign nationals in?

We want to continue recruiting in the construction sector as before. Additionally, as there is currently a shortage of highly skilled individuals in the mechanical/electrical field, we want to actively recruit more foreign nationals. We have also heard about highly skilled individuals in the IT sector from Myanmar, so we would like to proceed with recruitment in that area as well. While we will continue to promote foreign recruitment in IT, mechanical/electrical, and construction fields, our focus will primarily be on increasing recruitment in the construction sector. In the future, we aim to actively recruit new graduates, not just experienced hires.

10. What are the attractive points of Bryza Co., Ltd.? (Welfare benefits, training, etc.)

First and foremost, we offer an environment where individuals who want to enhance their skills can thrive. We are consciously creating schemes to have our employees hired by specific clients, which promotes team development and mutual assistance, making it easier for employees to work without feeling isolated. We have also established a qualification incentive system with the stance that we want our employees to continuously strive for skill improvement and embrace a spirit of challenge. The more effort individuals put in, the more they will be rewarded.

11. How many foreign nationals do you hire annually?

We hired around 50 individuals in the fiscal year 2023, but our target for 2024 is 55-60 individuals. We aim to have foreign nationals comprise 30% of all hires. In terms of interview numbers, there has been a reversal in the ratio of Japanese to foreign nationals over the past two years, with Japanese candidates comprising 40% and foreign nationals 60%. In the fiscal year 2022, the majority were from Vietnam, but since April 2023, Vietnam, China, and Myanmar have been the most common nationalities.

12. Could you please give a message to job seekers?
Mr. Nakamura: If you aspire to work as a technical professional in Japan, we would love for you to meet with us. We will continue to work hard to promote ourselves to foreign nationals.

Mr. Abe: In an environment where few companies are hiring foreign nationals, we hire regardless of nationality, gender, or age, as long as you can speak Japanese. Working at major companies is our strength. Especially in the construction sector, there are many opportunities to work on big projects. Many projects we are involved in are easily searchable by family members, so your family can feel reassured. For example, almost 100% of our projects in Myanmar are with super general contractors, and designers mostly work at branch or head offices.


For those who wish to apply to Bryza Co., Ltd., please visit the following URLs to see detailed job listings.

To view new graduate job listings: https://www.risefor-career.com/news/NEWS000126

To view experienced hire job listings: https://www.risefor-career.com/news/NEWS000127

 

Cùng nhau tỏa sáng, Bryza Co.,Ltd.

Bryza Co., Ltd. được thành lập cách đây 20 năm và hiện có khoảng 200 nhân sự người nước ngoài.

RISE for Career - website hỗ trợ kết nối việc làm cho kỹ sư nước ngoài tại Nhật đã có buổi phỏng vấn với Bryza Co., Ltd. về các mục tiêu, kế hoạch trong tương lai và lời khuyên dành cho các kỹ sư nước ngoài khi tìm việc tại Nhật.

 

 

 

 

 

 

私たちが大切にしている事は『ともに、輝きを創る!』という事。 すべての関わる人に寄り添い少しでも多くの人やエンジニアの成長機会をサポートしともに輝き続けて行きます。 

(Tạm dịch: Ở Bryza Co., Ltd., chúng tôi đề cao việc “Hãy cùng nhau tỏa sáng” . Chúng tôi sẽ tiếp tục đồng hành và hỗ trợ tất cả mọi người liên quan, đem đến cơ hội phát triển cho nhiều người và kỹ sư hơn nữa để cùng nhau tạo nên kỳ tích. )

- ブライザ株式会社

 

About Bryza Co., Ltd.

Tên công ty Bryza Co., Ltd. (ブライザ株式会社)

Thời gian thành lập Tháng 3 năm 2003

Số vốnđơn vị yên Nhật):5,000 vạn yên

Doanh thu: 44 tỷ 6000 vạn yên (Toàn tập đoàn là 203 tỷ yên)

Số lượng nhân viên: 850 người

Lĩnh vực kinh doanh Cơ khí ・ Điện - Điện tử ・ Xây dựng・ IT

Link URL: https://bryza.co.jp/

 

Nội dung Interview

1. Điểm mạnh công ty bạn là gì?

Đây là một môi trường làm việc lý tưởng dành cho những ai theo đuổi chuyên ngành kỹ thuật muốn thử thách tiềm năng của bản thân. Công ty chúng tôi hợp tác kinh doanh với các công ty lớn trong ngành ô tô, chất bán dẫn, điện tử và các lĩnh vực kinh doanh đa dạng khác như gia công phần mềm chuyên về xây dựng và kiến ​​trúc,... Có thể nói đây là môi trường làm việc rất linh hoạt cho các kỹ sư sản xuất và kỹ sư xây dựng. Hiện nay, chúng tôi đã bắt đầu mở rộng sang ngành CNTT và với nhiều cơ hội việc làm không chỉ cho các vị trí hệ thống nhúng mà còn các vị trí về phát triển ứng dụng.

 

2. Vui lòng cho chúng tôi biết số lượng, ngành nghề và quốc tịch của các nhân sự người nước ngoài đang làm việc tại công ty. Ngoài ra, hiện quốc tịch nào là phổ biến nhất tại công ty bạn?

Nhân sự người nước ngoài chiếm 28% trong tổng số nhân viên ở công ty chúng tôi. Cụ thể với 194 kỹ sư người nước ngoài đến từ 12 quốc gia chủ yếu ở châu Á, chúng tôi có 107 nhân sự từ Hàn Quốc, 41 nhân sự từ Trung Quốc, 16 nhân sự từ Myanmar và 14 nhân sự đến từ Việt Nam. Riêng với quốc tịch Hàn Quốc, chúng tôi cũng đang tuyển dụng nhiều sinh viên mới tốt nghiệp. Trong tương lai, chúng tôi dự định sẽ tăng cường tuyển dụng thêm nhiều sinh viên mới tốt nghiệp đến từ các quốc gia khác.

 

3. Vui lòng cho chúng tôi biết lý do và thời điểm bạn quyết định thuê nhân sự người nước ngoài

Đã khoảng 10 năm kể từ lần đầu tiên chúng tôi bắt đầu tuyển dụng nhân lực quốc tế. Kể từ quá trình bắt đầu tuyển dụng các nhân tài, chúng tôi đã đăng tin tuyển dụng với nội dung "không giới hạn quốc tịch". Kết quả là chúng tôi bắt đầu tuyển dụng được những nhân tài quốc tế một cách tự nhiên.

 

4. Công ty chú trọng điểm nào khi thuê nhân sự người nước ngoài?

Điều quan trọng nhất là khả năng giao tiếp (bằng tiếng Nhật). Dù bạn có kỹ năng và kinh nghiệm làm việc tốt đến mấy mà không giao tiếp được thì sẽ khó có thể phân công làm việc ở vị trí nào cả, vì vậy chúng tôi đặt kỹ năng giao tiếp lên hàng đầu. Tiếp đến chúng tôi sẽ ưu tiên các bạn có kinh nghiệm làm việc tại Nhật Bản. Tuy nhiên, nếu bạn chưa có kinh nghiệm làm việc tại Nhật Bản thì chúng tôi sẽ xét các kinh nghiệm bạn đã tích lũy tại quốc gia của bạn.

 

5. Những vấn đề và lưu ý cần có khi tuyển dụng nhân sự người nước ngoài

Ngay từ đầu, chúng tôi đã thuê một nhân sự có thể nói được tiếng Nhật nên thường chúng tôi sẽ không gặp bất kỳ rắc rối cụ thể nào. Ngay cả khi có rắc rối thì cũng không có quá nhiều sự khác biệt so với những nhân sự người Nhật. Thậm chí chúng tôi nghĩ rằng người nước ngoài nói chung do họ đã chọn đến Nhật Bản và làm việc nên động lực làm việc của họ thường rõ ràng hơn. Một điều mà các công ty Nhật Bản cần lưu ý đó là làm sao để thu hút các nhân lực quốc tế và truyền bá về sự hấp dẫn khi chọn làm việc tại Nhật Bản.

Ngoài ra gần đây có một số ứng viên tuy rất giỏi nhưng chưa đạt được chứng chỉ tiếng Nhật JIPT từ N2 trở lên nên chúng tôi đã tổ chức các bài kiểm tra nội bộ để đo lường năng lực tiếng Nhật. Chúng tôi muốn đảm bảo rằng chúng tôi không bỏ sót một nhân tài quốc tế nào chỉ vì họ chưa có chứng chỉ tiếng Nhật.

 

6. Những lợi ích nhận được khi tuyển dụng nhân lực quốc tế

Lợi ích tốt nhất mà chúng tôi có được là những nhân tài mà ở Nhật Bản không thể thuê được.

 

7. Bạn nghĩ gì về việc thăng tiến sự nghiệp (Career up) cho người nước ngoài?

Về thăng tiến sự nghiệp, chúng tôi cung cấp các chương trình đào tạo cho tất cả nhân viên mà không có sự phân biệt đối xử. Nếu bạn là nhân viên chính thức, các chương trình đào tạo này cũng sẽ cho phép bạn hướng tới sự thăng tiến nghề nghiệp theo cách tương tự.

 

8. Sau này công ty có muốn tiếp tục tuyển dụng nhân sự nước ngoài không?

Chúng tôi rất muốn tuyển dụng một cách chủ động hơn nữa.

 

9. Những vị trí công việc hiện tại muốn tăng số lượng người nước ngoài

Trong lĩnh vực xây dựng, chúng tôi xin tiếp tục tuyển dụng như bình thường. Tuy nhiên lĩnh vực Cơ - Điện hiện tại lại không có nhiều nhân tài, nên tôi muốn tích cực tuyển dụng người nước ngoài vào các vị trí này. Ngoài ra, chúng tôi cũng nghe nói ở Myanmar cũng như Việt Nam có không ít các nhân tài trong lĩnh vực CNTT nên chúng tôi cũng muốn tiếp tục phát triển lĩnh vực này. Trong tương lai, chúng tôi mong muốn có thể tuyển dụng không chỉ các nhân lực quốc tế ở trình độ trung cấp mà còn cả những bạn trẻ mới tốt nghiệp.

 

10. Điểm hấp dẫn của Bryza Co., Ltd. (Về phúc lợi, đào tạo, v.v.)

Điều đầu tiên và quan trọng nhất là chúng tôi muốn cung cấp một môi trường nơi dành cho những cá nhân muốn nâng cao kỹ năng của mình. Để làm được điều đó, chúng tôi chủ động tạo ra các kế hoạch để nhân viên của mình được các khách hàng cụ thể thuê. Ngoài ra, chúng tôi muốn thúc đẩy nhân viên phát triển thành các nhóm và hỗ trợ lẫn nhau, giúp nhân viên làm việc dễ dàng hơn mà không cảm thấy bị cô lập. Chúng tôi cũng đã thiết lập một hệ thống khuyến khích cá nhân phát triển trình độ chuyên môn dựa trên quan điểm không chỉ là nhiệm vụ công việc mà phải không ngừng nâng cao kỹ năng và có tinh thần thử thách. Chúng tôi sẽ khuyến khích bằng cách tăng thêm các phúc lợi, lương bổng. Về cơ bản, các cá nhân càng nỗ lực nhiều thì họ sẽ càng được khen thưởng nhiều hơn.

 

11. Bạn thuê bao nhiêu nhân sự người nước ngoài mỗi năm?

Trong năm tài chính 2023, chúng tôi đã thuê khoảng 50 nhân sự người nước ngoài, và trong năm tài chính 2024, chúng tôi đang nhắm mục tiêu 55-60 người. Hiện tại, chúng tôi muốn ứng viên đến từ nước ngoài sẽ chiếm 30% trong tổng số đợt tuyển dụng. Về số lượng cuộc phỏng vấn, thông thường tỷ lệ người Nhật so với người nước ngoài là 4:6, tuy nhiên tỷ lệ này đã bị đảo ngược trong hai năm qua. Trong năm tài chính 2022, chúng tôi đã tập trung tuyển dụng các nhân lực đến từ Việt Nam. Khoảng từ tháng 4 năm 2023 trở đi, việc tuyển dụng đã mở rộng hơn ở Việt Nam, Trung Quốc và Myanmar.

 

12. Công ty hãy gửi lời nhắn đến người tìm việc tại đây!

Ông Nakamura (中村様): Nếu bạn có ý định chọn con đường phát triển sự nghiệp và trở thành kỹ sư tại Nhật Bản, xin hãy xem qua các job của công ty chúng tôi. Chúng tôi sẽ tiếp tục cố gắng hết sức để quảng bá hình ảnh của mình tới người nước ngoài.

Ông Abe (阿部様) Tôi nghĩ rằng hiện nay có khá ít công ty Nhật Bản tuyển dụng các nhân lực từ nước ngoài, nhưng ở Bryza Co., Ltd., chúng tôi tuyển dụng nhân lực thuộc mọi quốc tịch, giới tính, độ tuổi,… miễn là họ có thể nói tiếng Nhật. Điểm mạnh của công ty chúng tôi là bạn có thể làm việc với một công ty lớn. Khi làm ngành xây dựng, bạn cũng có rất nhiều cơ hội được tham gia vào các dự án lớn. Bao gồm rất nhiều dự án được nhiều gia đình tại quốc gia này tin tưởng. Ví dụ, gần như 100% nhân viên người Myanmar của chúng tôi làm việc cho các nhà thầu siêu tổng hợp và hầu hết các kỹ sư thiết kế của chúng tôi đều làm việc tại các chi nhánh và trụ sở chính của công ty.


Vui lòng xem thông tin chi tiết về cơ hội việc làm của Bryza Co., Ltd trong link bên dưới.

Chúng tôi rất mong nhận được thông tin ứng tuyển từ các bạn.

JOBS dành cho các bạn mới tốt nghiệp https://www.risefor-career.com/news/NEWS000126

JOBS dành cho các bạn muốn chuyển việc https://www.risefor-career.com/news/NEWS000127

 

အတူတူတောက်ပကြမယ် Bryza Co.,Ltd.

လွန်ခဲ့တဲ့ အနှစ် ၂၀ က စတင်တည်ထောင်ခဲ့ပြီး လက်ရှိတွင် နိုင်ငံခြားသား ၂၀၀ ခန့်ကို အလုပ်ခန့်ထားသော Bryza Co.,Ltd.

RISE for Career တွင်လည်း နိုင်ငံခြားသားအင်ဂျင်နီယာများစွာကို ခေါ်ယူနေသော Bryza Co.,Ltd. ကိုတွေ့ဆုံမေးမြန်းခဲ့ပါသည်။ နိုင်ငံခြားအင်ဂျင်နီယာများအလုပ်ခန့်ထားမှုနှင့်ပတ်သက်၍ ကုမ္ပဏီ၏ အနာဂတ်ရည်မှန်းချက်များ၊ အစီအစဉ်များကို ပြောပြသွားချင်ပါတယ်။

 

 

 

 

ကျွန်တော်တို့ အလေးထားသည်မှာ အတူတူတောက်ပကြမယ် ဆိုတာပဲ ဖြစ်ပါတယ်။ သက်ဆိုင်ရာတာဝန်ရှိတဲ့သူတွေနဲ့ နီးနီးကပ်ကပ်နေပြီး တတ်နိုင်သမျှ နိုင်ငံခြားသားအင်ဂျင်နီယာများ၏ တိုးတက်မှုအခွင့်အလမ်းတွေကို ပံ့ပိုးပေးခြင်းအားဖြင့် အတူတကွ တောက်ပနေမှာပါ။

 - Bryza Co.,Ltd.

 

 ကုမ္ပဏီအကြောင်းအရာ

ကုမ္ပဏီနာမည် Bryza Co.,Ltd.

တည်ထောင်သည့်နှစ်:2003/03

ရင်းနှီးမတည်ငွေယန်း သောင်း ၅၀၀၀

ရောင်းရငွေ :4.46 Billion Yen (Group 203 Billion Yen)

ဝန်ထမ်းစုစုပေါင်း အယောက်၈၅၀

လုပ်ငန်းစက်နှင့်စက်ပစ္စည်း၊ လျှပ်စစ်၊ ဆောက်လုပ်ရေး၊ IT

URL: https://bryza.co.jp/

Interview

၁။ ကုမ္ပဏီ၏ အားသာချက်ကို ပြောပြပေးပါ။

 

စိန်ခေါ်မှုတွေကို ရင်ဆိုင်ရန် နည်းပညာရှင် အားလုံးအတွက် စိတ်ကူးထဲကပတ်ဝန်းကျင်တစ်ခုပင်ဖြစ်ပါတယ်။ ကား၊ ဆီမီးကွန်ဒတ်တာနှင့် အီလက်ထရွန်နစ်စက်မှုလုပ်ငန်းတို့တွင် ကုမ္ပဏီကြီးများနှင့် လုပ်ငန်းများလုပ်ဆောင်နေပြီး ဆောက်လုပ်ရေးနှင့် ဗိသုကာရပ်လုပ်ငန်းများကို အဓိကထားလုပ်သည့် Outsourcing ကုမ္ပဏီများလည်းရှိတဲ့အတွက်ကြောင့် ထုတ်လုပ်ရေးပိုင်းနှင့် ဆောက်လုပ်ရေးပိုင်းအင်ဂျင်နီယာများအတွက် အလုပ်လုပ်ရလွယ်ကူသော အလုပ်ပတ်ဝန်းကျင်တစ်ခုဖြစ်ပါတယ်။ ITလုပ်ငန်းဘက်ကိုလည်း လုပ်ငန်းစတင်ချဲ့ထွင်ပြီး Embedded engineerများအတွက်သာမက  Applicationအတွက်လည်း အလုပ်ခေါ်စာတွေအများကြီး တိုးလာပါတယ်။

၂။ လက်ရှိအလုပ်ခန့်ထားတဲ့ နိုင်ငံခြားသားလူမျိုးများအရေအတွက်၊ အလုပ်အမျိုးအစား၊ နိုင်ငံများနှင့် ဘယ်နိုင်ငံကလူမျိုးအများဆုံးလည်း ဆိုတာပြောပြပေးပါ။

ကျွန်တော်တို့ဝန်ထမ်းအားလုံးထဲမှာ နိုင်ငံခြားသားလူမျိုးက ၂၈ရာခိုင်နှုန်းရှိပြီး၊ ကိုးရီးယားလူမျိုး ၁၀၇ယောက်၊ တရုတ်လူမျိုး ၄၁ယောက်၊ မြန်မာ ၁၆ယောက်၊ ဗီယနမ်လူမျိုး ၁၄ယောက်စသည်ဖြင့် အာဆီယံနိုင်ငံများမှ နိုင်ငံ၁၂နိုင်ငံမှ နိုင်ငံခြားသားအင်ဂျင်နီယာ ၁၉၄ယောက် လက်ရှိအလုပ်လုပ်နေပါတယ်။ ကိုးရီးယားလူမျိုး ဘွဲ့ရလူငယ်များစွာကို ခန့်ထားပါတယ်။ (အနာဂတ်မှာလည်း လူမျိုးမရွေး ဘွဲ့ရလူငယ်အရေအတွက်ကို တိုးမြှင့်ဖို့ စီစဉ်ထားပါတယ်)။ လက်ရှိ မြန်မာနိုင်ငံမှ အင်ဂျင်နီယာများကို ပိုခန့်သွားဖို့ရှိပြီး မြန်မာနှင့်ဗီယနမ်မှအင်ဂျင်နီယာအများစုကိုတော့ ဆောက်လုပ်ရေးလုပ်ငန်းများအတွက် ခန့်ထားပါတယ်။

၃။ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို အလုပ်ခန့်ဖြစ်ခဲ့ပုံနဲ့ ပထမဆုံးစခန့်တဲ့အချိန်နှင့်ပတ်သက်ပြီး ပြောပြပေးပါ။

နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို စခန့်ခဲ့တာ လွန်ခဲ့တဲ့၁၀နှစ်လောက်ကပါ။ ထူးချွန်တဲ့သူတွေကို ခန့်ဖို့အတွက် ဂျပန်လူမျိုးတွေပဲသတ်မှတ်ထားတာမျိုးမဟုတ်ပဲ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကိုပါခန့်ဖြစ်နေခဲ့ပါတယ်။

၄။ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ခန့်တဲ့အချိန် ဘာကိုအဓိကထားပြီး ခန့်ပါသလဲ။

ပထမဆုံးကတော့ ဂျပန်စကားပြောစွမ်းရည်ဖြစ်ပါတယ်။ ဘယ်လောက်ပဲတော်နေပါစေ စကားပြောမရရင် အလုပ်ခန့်ဖို့နေရာမရှိတာကြောင့် စကားပြောကို အဓိကကြည့်ပါတယ်။ ပိုကောင်းတာကတော့ ဂျပန်မှာအလုပ်အတွေ့အကြုံရှိရင် ပိုကောင်းပါတယ်။ ဂျပန်မှာအလုပ်အတွေ့အကြုံမရှိရင် ကိုယ့်နိုင်ငံမှာ လုံလောက်တဲ့ အတွေ့အကြုံရှိထားဖို့ လိုပါတယ်။

၅။ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို အလုပ်ခန့်ပြီး သတိထားမိတဲ့ပြသနာတို့ သတိထားရမဲ့အချက်တို့ ရှိပါသလား။

ဂျပန်စကားပြောရတဲ့သူတွေကို ခန့်ထားတာဖြစ်လို့ အထူးသဖြင့် အဆင်မပြေတာမျိုး မရှိပါဘူး။ ပြသနာရှိလည်း ပြည်တွင်းမှာပဲခန့်လိုက်တဲ့သူတွေနဲ့ သိပ်မကွာပါဘူး။ နိုင်ငံခြားသားတော်တော်များများမှာဆို ဂျပန်ကိုသွားချင်တယ်ဆိုတဲ့စိတ်က အရင်တုန်းကပဲ တွေ့ရတာများသလိုလိုပါပဲ။ ဂျပန်မှာအလုပ်လုပ်တယ်ဆိုတာနဲ့ ပတ်သက်တဲ့အချက်ကို သေချာမပြောပြလို့မရပါဘူး။ အခုတလော ထူးချွန်တဲ့သူဖြစ်လည်း N2လက်မှတ်မရှိသေးတဲ့သူတွေ ရှိတဲ့အတွက် ဂျပန်စာLevelကိုဆုံးဖြတ်ဖို့ ကုမ္ပဏီအတွင်းစာမေးပွဲကို လုပ်ထားပါတယ်။ ဂျပန်လက်မှတ်ရှိတယ် မရှိဘူးဆိုတာနဲ့ပဲ ထူးချွန်တဲ့သူတွေကို လက်မလွတ်ချင်တဲ့အတွက်ကြောင့်ပါ။

၆။ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ခန့်ထားခြင်းအားဖြင့် ကုမ္ပဏီကပိုကောင်းလာတယ်ဆိုတဲ့ အချက်တို့ အလုပ်ခန့်လိုက်ရတဲ့ကောင်းတဲ့အချက်တို့ကောရှိရင် ပြောပြပေးပါ။

ဂျပန်ပြည်တွင်းမှာပဲ အလုပ်မခန့်နိုင်ခဲ့တဲ့ ထူးချွန်တဲ့သူတွေကို အလုပ်ခန့်နိုင်လာခဲ့ပါတယ်။

၇။ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေရဲ့ Career Upနဲ့ ပတ်သက်ပြီး ဘယ်လိုစဥ်းစားထားပါသလဲ။

Career Upနဲ့ပတ်သက်ပြီး ဘယ်သူဘယ်ဝါမခွဲခြားပဲ ဝန်ထမ်းအကုန်လုံးကို Career up programတွေ လုပ်ပေးထားပါတယ်။ ကုမ္ပဏီရဲ့ဝန်ထမ်းဖြစ်တာနဲ့ အကုန်လုံးအတူတူCareer Upဖို့ ရည်ရွယ်ထားတဲ့ Programဖြစ်ပါတယ်။

၈။ နောင်မှာလည်း နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို အခုလိုမျိုးပဲ ဆက်ပြီးခန့်နေအုံးမှာပါသလား။

ပိုပိုပြီး ခန့်သွားအုံးမှာပါ။

၉။ ဘယ်လိုအလုပ်အမျိုးအစား၊ အလုပ်အကြောင်းအရာတွေမှာ နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ပိုပြီးခန့်သွားချင်ပါသလဲ။

ဆောက်လုပ်ရေးပိုင်းကတော့ လက်ရှိအချိန်ထိခန့်လာသလိုမျိုးပဲ ဆက်ခန့်သွားချင်ပါတယ်။ စက်ပိုင်း၊ လျှပ်စစ်ပိုင်းလည်း အရမ်းကြီးတော်တဲ့သူတွေမရှိသေးတဲ့အတွက် နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ပိုခန့်သွားချင်ပါတယ်။ ITပိုင်းလည်း မြန်မာမှာတော်တော်လေးကိုတော်တဲ့သူတွေရှိတယ်လို့ ကြားထားတဲ့အတွက် ခန့်သွားချင်ပါတယ်။ IT၊ လျှပ်စစ်၊ စက်ပိုင်း၊ ဆောက်လုပ်ရေးပိုင်းစသည်ဖြင့် နယ်ပယ်စုံခန့်သွားနေပေမဲ့ ဆောက်လုပ်ရေးပိုင်းကိုတော့ ပိုပြီးအားထည့်သွားချင်ပါတယ်။ နောက်ပိုင်းမှာ အတွေ့အကြုံရှိသူတွေသာမဟုတ်ပဲ Fresherတွေကိုလည်း ခန့်သွားဖို့စဥ်းစားထားပါတယ်။

၁၀။ Bryza ကုမ္ပဏီရဲ့ အားသာချက်တွေက ဘာတွေများဖြစ်မလဲ? (လူမှုဖူလုံရေး၊ ထရိန်နင်စသည်ဖြင့်)

ပထမဆုံးအနေနဲ့ အရည်အချင်းတွေကိုပိုပြီးမြှင့်ချင်တယ်ဆိုတဲ့သူတွေကို ပိုတော်လာအောင်လုပ်ပေးနိုင်တဲ့ အနေအထားဖြစ်ပါတယ်။ Clientကုမ္ပဏီတွေကနေပြီး ကျွန်တော်တို့ကုမ္ပဏီကဝန်ထမ်းတွေကို အလုပ်ခန့်ဖို့ကိုအစဥ်အားထုတ်နေတဲ့အတွက် Teamတစ်ခုလုံးအနေနဲ့ ပိုတော်လာအောင်လုပ်ပေးခြင်း၊ ကူညီဖေးမခြင်းတို့ရှိတာကြောင့် တစ်ယောက်တည်းအလုပ်လုပ်ရတာမျိုးမဟုတ်ပဲ အလုပ်လုပ်ရလွယ်ကူမယ်လို့ ထင်ပါတယ်။ အလုပ်ချည်းပဲမဟုတ်ပဲ ဝန်ထမ်းတွေကို မိမိတို့၏စွမ်းရည်တွေကို အဆက်မပြတ်တိုးတက်စေပြီး စိန်ခေါ်မှုတွေကိုရင်ဆိုင်နိုင်စေချင်တယ်ဆိုတဲ့ ကုမ္ပဏီရဲ့ Skill Upဖြစ်ရင် မုန့်ဖိုးပေးတယ်ဆိုတဲ့စနစ်လည်းရှိပါတယ်။ မိမိကြိုးစားရင် ကြိုးစားသလောက် ရမှာပါ။

၁၁။ တစ်နှစ်ကို နိုင်ငံခြားသားအင်ဂျင်နီယာ ဘယ်နှယောက်လောက်ကို ခန့်ဖြစ်နေပါသလဲ။

၂၀၂၃ခုနှစ်အတွင်းမှာတော့ အယောက်၅၀လောက်ကို ခန့်ခဲ့ပါတယ်။ ၂၀၂၄ခုနှစ်မှာတော့ အယောက်၆၀လောက်အထိကို မှန်းထားပါတယ်။ အလုပ်ခန့်တဲ့၃၀ရာခိုင်နှုန်းလောက်ကို နိုင်ငံခြားသားတွေချည်းပဲ ခန့်သွားပါမယ်။ အင်တာဗျူးအရေအတွက်နဲ့ပြောရမယ်ဆိုရင် အခု၂နှစ်အတွင်းမှာ ဂျပန်လူမျိုးနဲ့နိုင်ငံခြားသားဆို ၄၀/၆၀ရှိပါတယ်။ ၂၀၂၂ခုနှစ်တုန်းကတော့ ဗီယနမ်ကိုမိန်းထားခဲ့ပေမဲ့ ၂၀၂၃ခုနှစ်၄လပိုင်းနောက်ပိုင်းမှာတော့ ဗီယနမ်၊ တရုတ်၊ မြန်မာက များနေပါတယ်။

၁၂။ အလုပ်လျှောက်မည့်သူတွေကို ပေးချင်တဲ့ မက်ဆေ့

Mr.Nakamura : ဂျပန်မှာ ပညာရှင်တစ်ယောက်အနေနဲ့ အလုပ်လုပ်ဖို့ ရည်ရွယ်ထားတယ်ဆိုရင် ကျွန်တော်တို့နဲ့ဆက်ဆက်တွေ့ကြည့်စေချင်ပါတယ်။ အခုကစပြီးတော့လည်း နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ပိုပြီးမြှင့်တင်သွားဖို့ ကြိုးစားသွားပါမယ်။

 

Mr.Abe : နိုင်ငံခြားသားအင်ဂျင်နီယာတွေကို ခန့်တဲ့ကုမ္ပဏီတွေနည်းသေးပေမဲ့ ကျွန်တော်တို့ကတော့ ဂျပန်စကားသာရမယ်ဆိုလျင် လူမျိုး၊ ကျား/မ၊ အသက်ပိုင်းခြားမရွေး ခန့်နေပါတယ်။ လုပ်ငန်းအကြီးကြီးမှာ အလုပ်လုပ်နိုင်တယ်ဆိုတာက အားသာချက်ဖြစ်ပါတယ်။ ဆောက်လုပ်ရေးလုပ်ငန်းတွေနဲ့ ပတ်သက်ပြီးကတော့ Big Projectတွေမှာ ပါဝင်ဖို့အခွင့်အရေးတွေ ပိုများပါတယ်။ ကိုယ့်မိသားစုတွေကရှာပေးသလိုမျိုး ချက်ချင်းရနိုင်တဲ့ပရော့ဂျက်တွေလည်း များတဲ့အတွက် မိသားစုဝင်တွေအနေနဲ့လည်း စိတ်ချလက်ချလွှတ်လိုက်လို့ရပါတယ်။ ဥပမာ မြန်မာလူမျိုးတော်တော်များများဆို တကယ့်ကိုကန်ထရိုက်အကြီးကြီးတွေမှာ အလုပ်လုပ်နေကြပါတယ်။ ဒီဇိုင်းပညာရှင်တွေဆိုလည်း တော်တော်များများ ရုံးခွဲ၊ ရုံးချုပ်တွေမှာ အလုပ်လုပ်နေကြပါတယ်။


Bryza ကုမ္ပဏီကို အလုပ်လျှောက်ချင်တဲ့သူတွေအနေနဲ့ အောက်ပါလင့်ခ်မှ နေပြီး အလုပ်ခေါ်စာအသေးစိတ်ကိုကြည့်ပေးပါ။

အားလုံးအလုပ်လျှောက်လာမှာကို မျှော်လင့်နေပါတယ်။

Fresherများအတွက် https://www.risefor-career.com/news/NEWS000126

အတွေ့အကြုံရှိသူများအတွက် :  https://www.risefor-career.com/news/NEWS000127

 

6

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