Anchor HRM Consulting Ltd. was established by the C.E.O., Mr. Kurosaki in 2002 as a Human Resources consulting firm. The major business is recruitment agency service, but the company is also aiming at providing support to clients’ organizational change management in the areas of training and HR system. 

“What kind of business development you are now considering?”

We are focusing on the business which can provide support to the growth and innovation of individual and organization. Currently, a lot of inquiries from clients are basically stemmed from cross-cultural management and organizational development. This issue determines whether the organization in overseas can keep high productivity and a long-term development. Therefore, our field is to providing professionalism in making an integrated solution to stimulate the organizational growth including hiring, training and consultation on HR system and etc. I believe that our group is the one receiving the most inquiries from Japanese companies in Hong Kong regarding to Human Resources Management issues. With lots of difficult question and consultation requested by clients, I could, indeed feel our own growth. 

I would like to develop our business in a deeper and wider way in the field. For more explicitly, I would like to be more specialized and develop our group in the major cities of China. By our local staff, we would like to let them provide training to other local staff which can really drive them move and then, support the hiring of managers who can act proactively. There are still rooms for development in this area.

For Japanese companies, actually not only do they have problem in local level, but their Japanese headquarters should also have lots of issues in operating global management. As a company which has lots of experience in overseas business and professionalism in cross-cultural management, we want to challenge more in this field.

“What kind of talent is expected?”

It should be people who are smart and tough. Smartness means clever and the communication ability is high. It is the ability of understanding client’s intention/mind and a skill of explaining in a way easy for others to understand in a good timing.

Toughness is not about the physical or mental thing, but actually I am saying about the ability of problem solving. In the other words, it is a mindset to overcome and transcend the wall in front of itself. There should be a wall (big problem) in any job. If you spend too much time in front of the wall, there will not be any development. For those who are able to identify this wall, and could overcome this by problem solving ability, it is also a type of smartness.

I don’t mean to find a perfect person. What I mean is those who has potential and can grow up. I don’t think there would be a perfect person, but I am looking for a person who could develop and grow with me. We are aiming to the world best company in human resources development.

In Hong Kong, there is race discrimination ordinance. We completely do not have a mind to select by race. We worked with Hong Kong people, Japanese, Chinese, Malaysian, Singaporean, American and so on. Management of diversity does matter. It is crucial to develop a cross-cultural synergy in this diversity. A lot of clients would like to know the essence for doing so. In order to answer them, we would like to show as a model first.

We assigned a Hong Kong staff to be our current C.O.O. (Chief Operating Officer). It is not because we let Hong Kong people manage in Hong Kong company, we are letting proper talent to do so. However, letting a Hong Kong person be the top in company does bring lots of merit in terms of a deeper understanding of local issue and a stronger local network. Of course there are some Japanese clients who would like to have discussion/consultation directly with Japanese consultant. We also have Japanese staff to satisfy this need. We are aiming to providing the best and most appropriate to our clients.

There are more cases that some Japanese clients would like to find particular Hong Kong manager for consultation specifically. This makes me really happy. There was a client who had a mind of “Hong Kong people are not trustworthy” after having lots of bad experience. However, after receiving the sincere service from our local Hong Kong consultant, finally this client said, “because of you, I found I could now trust Hong Kong people”. Management is all based on trust. If there is no trust based relationship, it would be impossible to do anything further. I am proud of my staff, who are contributing in the promotion of cross-cultural understanding.

I am looking for this kind of talent who can provide the best value to our clients. More and more expectation would be mentioned once this talk starts. In order to achieve so, when staff join us, we plan suitable training for him/her to develop their best value and also we let manager assign suitable task. In interview, we would frankly explain this expectation and request. My request is very high; therefore it is a tough company. The size of us is small but what can be learnt is big. We welcome you to lock our door!