ウィルオブ・ワーク Product Lineup

This document introduces how to create a "workplace where people continue" in manufacturing dispatch. Based on the trends in retention of individuals working in manufacturing dispatch, it details the challenges of mid- to long-term turnover, proposed solutions such as career path plans within the same workplace, and the effects of career path design in order. It also includes our company's initiatives for improving retention, such as skill development through training after assigning specialized employees. We encourage you to take a look. 【Contents (partial)】 ■ Recruitment TOPICS surrounding the manufacturing industry ■ How to improve retention rates in manufacturing dispatch - Trends in retention of individuals working in manufacturing dispatch - Causes of mid- to long-term turnover - Career path design within the same workplace - Effects of career path design *For more details, please download the PDF or feel free to contact us.

This document provides information about the staffing services we offer for manufacturing and factories. Since our establishment in 1997, we have been providing specialized staffing services (temporary staffing, recruitment, and contracting) for manufacturing plants. The severity of the labor shortage in the manufacturing industry is increasing, and it continues to be particularly difficult to hire full-time employees on the production floor. We will introduce the challenges related to staffing and operational management in the manufacturing industry, the reasons why we continue to be chosen, and the services we provide, such as staffing of our own employed full-time employees and unit staffing. Please make use of this information when considering implementation. [Contents (partial)] ■ Companies that have implemented our services ■ Common inquiries we receive ■ Features of our services ■ Services provided - Staffing of our own employed full-time employees ■ Services provided - Temporary staffing and unit staffing *For more details, please download the PDF or feel free to contact us.

Due to the progression of declining birth rates and an aging population, securing and retaining young talent in the manufacturing industry has become more challenging than ever. This document provides a clear explanation of how to utilize "dispatching young talent," which is gaining attention as a solution to these issues, from the perspectives of recruitment models, retention support, and development initiatives. This content is recommended for those in the manufacturing industry who wish to ensure stable on-site capabilities and utilize talent with an eye toward the future. [Content of the document (partial)] - Latest trends in labor shortages in the manufacturing industry - Recruitment models for securing young talent stably - Follow-up systems that lead to improved retention rates - Development support such as skill training and job transitions - Considerations for career design aimed at permanent employment *For more details, please download the PDF or feel free to contact us.

With the increase in foreign workers, there is a growing need for a proper understanding and response to the risks of illegal employment in the manufacturing sector. Illegal employment cannot be excused by claiming ignorance, and companies and on-site personnel may face penalties. This document clearly organizes essential knowledge about illegal employment, the risks to companies, points of caution for different residency statuses, and specific verification items to be conducted during hiring and employment, aimed at on-site managers. It is recommended for those responsible in the manufacturing industry who wish to safely accept foreign talent while balancing compliance with laws and operational management. [Document Contents] - Definition and latest trends of illegal employment - Risks faced by companies and personnel in case of violations - Points of caution and criteria for different residency statuses - Key points for checking residency cards during hiring - Necessary labor management and time management during employment *For more details, please download the PDF or feel free to contact us.

In the manufacturing industry, where there is a continued shortage of human resources, "retention" and "performance" have become important themes, in addition to "recruitment." This document clearly organizes the basic concepts of employee engagement, the idea of "employee experience" that serves as the starting point for engagement, ways to foster a sense of growth, and communication methods that can be implemented on the ground. Organizations can change by re-evaluating daily interactions, even without special systems or large investments. This is a practical guide that we particularly want site managers and factory heads to read. 【Contents of the document】 - Why engagement is important now - The difference between engagement and employee satisfaction - The concept of "employee experience" as a starting point - Key points for fostering a sense of growth - How to utilize coaching-style communication - Checkpoints that can be implemented from today *For more details, please download the PDF or feel free to contact us.

The recruitment of engineers in the manufacturing industry is becoming increasingly difficult each year due to soaring job offer ratios and talent outflow. Challenges such as not receiving applications despite posting job openings and young hires not staying are structural issues that cannot be solved by individual company efforts alone. This document organizes the background of the difficulties in recruiting engineers based on market data and explains the causes of "zero applications" and "young talent not staying." Furthermore, it introduces specific measures to improve recruitment speed, optimize costs, and enhance retention rates, particularly focusing on the utilization of engineer dispatch services. It serves as a practical guide for manufacturing companies considering a review of their recruitment activities and redesigning their talent strategies. [Document Contents] - Latest data on labor shortages in the manufacturing industry - Actual situation of engineer job offer ratios - Structural factors leading to zero applications - Analysis of the causes of young talent not staying - Specific measures for improving recruitment speed and costs - Key points for utilizing engineer dispatch services *For more details, please download the PDF or feel free to contact us.