Phone Thiri Yadana

BIG 3 - LLM : What’s the Difference in Japan? ChatGPT. Claude. Gemini. From a consumer view they look similar. From a strategy view they are very different. To most users they solve similar problems. But in Japan the competitive advantage for each company is shaped by how Japanese enterprises actually adopt technology. OpenAI (ChatGPT) - Advantage: distribution and enterprise rollout speed ChatGPT remains the most widely used tool among business professionals. Through partnerships like Microsoft Azure and the SoftBank JV route OpenAI’s strength in Japan is scale plus enterprise enablement. The edge is not just the model. It is how fast it can be operationalized inside large organizations. Anthropic (Claude) - Advantage: enterprise trust and SI alignment Claude’s positioning around safety and controlled deployment aligns well with Japan’s structured governance culture. Partnerships with firms like NRI and Bedrock routes suggest a strategy built around regulated industries and long term enterprise trust. Less consumer dominance. More enterprise credibility. Google (Gemini) - Advantage in Japan: ecosystem embedding For companies already running Google Workspace Gemini becomes the lowest friction path to AI adoption. Rather than competing as a standalone tool Google’s strength is integration across Workspace Cloud Android and Search. The advantage is infrastructure ownership. These are not just different models. They are different strategic bets. And in Japan where enterprise adoption is cautious relationship driven and compliance heavy that difference matters. With the pace of AI moving this fast, how might these strategic positions shift over the next 6–12 months? #AIinJapan #EnterpriseAI #LLM #GenerativeAI #AIStrategy

14

🚀 Free Webinar: Plan and Create APIs with GEFEG.FX Turn your data models into powerful APIs – fast, simple, and standardised. APIs are becoming a cornerstone of digital transformation. They enable seamless, service-oriented data exchange across industries and domains. In addition, they speed up data exchange, connect partners, and go far beyond traditional EDI. With GEFEG.FX and its API Editor, you can transform existing schemas and models into fully working APIs – in just a few clicks. Why join? ✔ Create APIs from scratch – or transform existing GEFEG.FX schemas and models into ready-to-use APIs. ✔ Output your APIs in JSON and YAML format ✔ Learn about OpenAPI 3 – the global standard supported by Google, IBM, SAP, Microsoft, and more ✔ Follow a live demo of API creation from a GEFEG.FX schema   Who should attend? Business & EDI specialists: Interested in understanding how APIs extend and enhance traditional EDI. IT & technical staff: Looking to reuse existing schemas and convert them into APIs, or explore OpenAPI-based development. 👉 No prior API experience required. Event details 🗓️ Duration: 50–60 minutes 💡 Cost: Free of charge 🌐 Format: Online webinar 🔗 Register now and step into the API-driven future!

3

Many companies delay hiring until Q1 — but that often means losing top talent to faster-moving competitors. In the Hong Kong IT market, skilled professionals in Full Stack, AI, Cloud, and Data are already planning their next move for early 2026. If you’re planning headcount for next year, now’s the perfect time to get ahead. #HiringTips #TechRecruitment #HongKong #DigitalTransformation

6

Hong Kong’s IT sector is evolving rapidly in 2025. According to the Hong Kong Generative AI Technical Guideline, companies are integrating AI responsibly across industries like finance, retail, and hospitality. Businesses are increasingly adopting generative AI tools to enhance personalization, automate workflows, and improve operational efficiency. Recruitment in tech is also picking up and employers are actively hiring for roles in AI, cybersecurity, and cloud infrastructure, while candidates are eyeing Hong Kong for its innovation-driven opportunities and competitive packages #HongKongTech #AITools #DigitalTransformation #TechRecruitment #GenerativeAI #Cybersecurity #CloudJobs #HKEconomy #Innovation2025 #FutureOfWork

18

Japan’s tech ecosystem is gaining momentum with start-ups like Preferred Japan's Tech Start-up Scene Networks (AI), SmartHR (HR SaaS), and Spiber (bio-materials) leading the charge. What’s driving their success? A focus on deep tech and future-oriented sectors (AI, biotech, SaaS). Strong partnerships: alliances with major corporates and global investors providing both credibility and resources. Adaptability: agile teams that quickly iterate, localize for Japan’s market, and scale globally. For job hunters and talent scouts: this means exciting opportunities lie at the intersection of innovation + growth in Japan.

2

1 Comment

Staffing Industry Analysts (SIA) AI adoption outpaces training in HR departments [16 July 2025] https://lnkd.in/gWhpab4p   Job-specific AI training lags behind the technology’s adoption in HR departments, according to a survey released July 15 by General Assembly, part of the Adecco Group.   HR departments have widely adopted AI, with 82% of HR professionals now using it at work. But just 30% have received comprehensive, job-specific AI training.   The lack of targeted training leaves many HR professionals to learn AI on their own, leading to mixed feelings of confidence and effectiveness. While 69% said AI has freed up time for more strategic work, 41% reported working fewer hours because of AI adoption.   “AI is transforming every aspect of work, but to harness its full potential, we need to upskill every department, especially HR,” General Assembly CEO Daniele Grassi said in a press release.   Grassi noted that HR teams who receive job-specific AI training are 35% more likely to say they are very or completely confident in their AI skills at work than those who learn AI on their own.   “HR teams are on the frontlines of talent development and employee upskilling, and they must understand emerging workplace technologies,” Grassi said.   HR teams are using AI most commonly for:   Analyzing employee feedback, 46% Writing job descriptions, 46% Designing training materials, 45%   Still, the survey found that formal training hasn’t kept pace. Outside the 30% who received job-specific training, 26% received no formal AI training at all, 18% received basic training covering concepts but not real applications, 14% sought training on their own and 12% received generic AI training that wasn’t useful for HR tasks.   Among Gen Z respondents, 38% said they have received no formal AI training.   Respondents working in healthcare were the most likely to report no AI training, with 32% noting this. HR executives in professional services and finance were most likely to have received comprehensive, job-specific AI training at 46% and 39%, respectively.   Role-specific training strongly correlated with confidence in using AI: 85% of those who received it said they feel very or completely confident in their skills.   HR professionals also said they are eager for more practical, hands-on AI training tailored to their specific roles. Seventy percent want interactive workshops focused on HR use cases, 63% want regular training updates as AI tools evolve and 59% of non-AI users said they would need hands-on, HR-specific training to get started.   The top areas in which HR professionals want AI training in include workforce planning, 47%;, designing training materials, 46%; and writing employee communications, 42%. Additionally, 41% of professionals at companies mandating technology use say AI has created more work for them and pulled them away...AND MORE.

2

Big Tech has officially broken APAC’s talent market, and nobody wants to admit it. Coupang, Alibaba, AWS, Google and Asia’s other tech giants have completely reshaped the region’s talent landscape. They’re mirroring Silicon Valley level salaries, offering RSUs that turn into life-changing wealth, and running engineering cultures where tech is the business. And yes... this has pushed salaries up across APAC. Manufacturers, FMCGs, logistics players and traditional MNCs simply cannot compete on cash. Big Tech offers: ▫️Equity ▫️Cutting-edge AI and innovation ▫️Global-scale problems ▫️Clean architecture ▫️Hyper-speed scaling Most companies can’t match this. But the thing is they don’t need to... Because the same engineers who join Big Tech - also leave Big Tech. And not because of money. They leave because they want: 🔸Real ownership 🔸Impact 🔸Influence 🔸Modern engineering, not just firefighting 🔸Work-life balance, not 80-hour sprints This is where traditional companies have the advantage. You can win top-tier tech talent by offering: ✔️ Autonomy over the roadmap ✔️ High-impact transformation work ✔️ Clear access to senior leaders ✔️ A healthier lifestyle and stability ✔️ Faster career growth than Big Tech can ever offer Big Tech wins on compensation. But non-tech companies can win on meaning, influence, and lifestyle....and that’s becoming the competitive edge. Do you think meaning and autonomy can outweigh compensation in today’s APAC tech market? #TechTalent #DigitalTransformation #APACTech #BigTech #TechHiring #FutureOfWork #TalentStrategy #Connexusglobal

80

7 Comments

Skills-first hiring is accelerating globally, and Japan is no exception. For senior HR roles, credentials and titles are no longer the strongest signal. What matters is how leaders operate in practice — navigating ambiguity, localising global intent, and connecting people decisions to business risk and growth. In Japan’s constrained talent market, assessing this properly requires more than networks or CVs. It requires real insight into how HR leaders actually operate on the ground. #ExecutiveSearch #HumanResources Jason LewisGhil Vincent FernandezYvonne UmapasHiroshi KurosakaCeline LeeRocky ReynaldoYuki WadaAniketh NairJulian StephensonAlkis KotzampasisAida WangEdgar E. SalazarScott WallacePaul Cochrane

9

The rise of AI-driven edge solutions and IoT creates more possibilities for smarter operations. But edge computing introduces more endpoints, posing new security challenges that traditional models can’t address. Singtel CUBΣ's unified SASE capabilities combine SD-WAN, security and AI-based monitoring in a single cloud-based platform, securing the edge with streamlined operations. Learn how Singtel helps you protect your distributed network from evolving threats: https://lnkd.in/gH9UE7BB #SingtelCUBΣ #SDWAN #SASE #AI #IoT

13

From Worst to Best “Firing” scenarios. With recent layoffs posts, wanted to share quick observations on how companies are handling "firing" in Japan. ❌ 1. Illogical Firing Something happens globally (HQ decision, restructuring, etc.), and you’re told to let people go, regardless of actual performance or potential. This is the most painful type of exit because it’s simply not fair. In many cases, companies end up getting sued and losing. ⚖️ 2. Real Firing When someone isn’t performing and the decision is based on facts and clear feedback. It’s tough, but usually understandable and often ends on relatively good terms. Hard, but fair. 💼 3. Voluntary Retirement The classic “soft landing.” The company initiates it, but gives employees the option to leave with compensation. A common formula: one month of salary per year worked, so 10 years = 10 months’ worth of pay. Not great, but at least respectful. 🎉 4. Happy Voluntary Retirement (best one?) Some employees walk away with 3–4 years’ worth of salary. Usually from major pharmaceutical or large Japanese corporates during restructuring (does not happen a lot). They usually weren’t even planning to leave and they just got "lucky" with the timing. I’m sure there are more variations out there. But one thing is clear: How a company lets people go says a lot about its values and leadership.

5