Housing Japan: Pioneering Diverse Real Estate & Investment Services in Japan

Jan 15, 2024

Housing Japan excels in Tokyo's real estate market, providing diverse services from luxury properties to innovative storage and investment solutions, tailored for international and domestic clients.

Tokyo, Japan - January 15, 2024 —

Housing Japan has established itself as a cornerstone of the Tokyo real estate market, offering a broad spectrum of services tailored to international clients. This article will explore the distinct offerings of Housing Japan and its subsidiaries, each catering to unique segments of the real estate market, from international luxury property investments to local Japanese real estate services.

Housing Japan: https://housingjapan.com/

Housing Japan has carved a niche as the leading real estate agent for international clients looking to rent, buy, or invest in Tokyo. Since its launch in 2000, it has catered to a global clientele, including corporations, finance companies, and international organizations. Specializing in luxury homes and large-scale developments, their ethos revolves around superior service, honest communication, and achieving outstanding results.

Trunk Room Tokyo, Innovative Storage Solutions: https://trunkroomtokyo.jp/en/about/

Trunk Room Tokyo offers modern self-storage units across Tokyo, catering to both personal and business storage needs. With 24-hour accessibility and a high standard of security, they provide convenient and safe storage solutions, supported by an efficient online management portal and customer service.

Ken’s Place, Upscale Short-Term Accommodations: https://kensplace.com/en

Ken’s Place specializes in providing upscale, tech-driven residential accommodations for short-term stays. They aim to offer unique and well-designed living spaces that cater to various travel purposes, from business trips to family vacations, infusing each stay with comfort and a touch of Japanese aesthetic.

HJ Asset Management, Investment Expertise in Japan: https://hjasset.com/en/

HJ Asset Management extends the group's reach into the investment domain, offering international investors unbiased Japanese investment solutions. With a strong focus on sourcing attractive assets and managing investments efficiently, they bring a tailored approach to each investment opportunity.

Resort Japan, Embracing the Japan Alps: https://resort-japan.com/

Lastly, Resort Japan enhances the group's portfolio by specializing in real estate in Hakuba Valley, a premier resort destination in Japan. With extensive local knowledge and expertise, they assist clients in navigating the real estate process in this beautiful region.

Housing Japan and its subsidiaries offer a comprehensive range of real estate services, catering to both international and domestic markets. Their diverse offerings encompass luxury real estate, secure storage solutions, investment opportunities, and resort-style living, making them a standout in Tokyo's dynamic real estate sector.

Contact Info:
Name: Matteo S
Email: Send Email
Organization: Housing Japan K.K
Address: BPRプレイス神谷町 7F, 1丁目-11-9 麻布台 港区 東京都 106-0041
Website: https://housingjapan.com/

Release ID: 89118737

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What to consider if a company that made AI-related job cuts wants you back

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What to consider if a company that made AI-related job cuts wants you back

NEW YORK — Companies around the world are increasingly citing artificial intelligence when slashing jobs, fueling anxiety that a lot more workers may lose their livelihoods to machines. Microsoft, Barclays Bank and supermarket chain Kroger are among the latest entries on a growing list of companies that have announced AI-related workforce reductions this year, including the elimination of jobs deemed redundant or shed to free up money for investing in the technology. But the job cuts of the AI era, which are affecting tens of thousands of people, occasionally have an epilogue. Some companies, after discovering that AI models, applications and agents don't perform as well as expected, end up rehiring laid-off workers to fill eliminated positions. It's unclear how common such reversals are, but they are happening often enough to acquire a nickname: the "AI boomerang." "Two years ago, we said, 'Would this happen?' and now we're saying, 'Yes, it is happening in real time,'" said Lucy Beaumont, a global senior vice president at SHL, a U.K.-based technology company that develops employment-related tests and tools. Hiring managers in fields including finance, marketing, law and health reported earlier this year that their companies had eliminated positions primarily because of AI or automation, only to hire again for the same or similar roles, according to recruitment and staffing firm Robert Half. The most frequently cited reasons for restoring dropped jobs included the technology needing more human oversight than anticipated and its inability to replicate institutional knowledge, the firm said. "When you need critical thinking, collaboration, creativity, institutional knowledge, those are things that AI just can't replicate," Bill Driscoll, a senior district president at Robert Half, said. "And I think that's where companies are starting to realize, 'Wow, we really do need people to do these jobs.'" Klarna, the Swedish provider of buy now, pay later services, began recruiting human customer service representatives again last year. CEO Sebastian Siemiatkowski acknowledged in an interview with Bloomberg News that the company's reliance on an AI chatbot to cut costs had gone too far. In June, Ford said it had hired or promoted 350 veteran engineers after AI tools the automaker deployed to do quality control work did not perform at the expected level. "AI utilization has been an important part of our quality gains and that — along with deep technical expertise of our teams — is a powerful combination," a Ford spokesperson told The Associated Press. However, companies don't always broadcast their U-turns on shifting resources or responsibilities from employees to AI systems, Beaumont said. "Maybe their shareholders love that they did this right-sizing motion... and then they have to turn around and quietly, with their tail between their legs, admit that they weren't ready for that or they shouldn't have done that," she said. Management experts offered employment advice for workers as companies make greater use of AI tools and consider — or reconsider — their staffing needs while assessing the technology's capabilities. Rehiring suggests the invisible work of humans is not easily replaced When companies use AI to perform tasks previously done by people, they often miss the invisible work employees do beyond their formal job descriptions, said Betsy Summers, a principal analyst on the Future of Work team at market research and advisory firm Forrester. That might include sensing emotions and moods, holding impromptu meetings and putting in extra effort when feeling inspired or otherwise motivated, Summers said. "We don't know all the work that's required to do things well within the organization," she said. "The citizenship behaviors of team cohesion and team building and making sure that you have trust within your team, none of that is accounted for. So when you rip out humans who are doing that work and then expect agents to be able to then deliver exactly what humans have delivered, they are frequently mistaken." Another factor that complicates assigning more work to AI-powered tools is that company procedures for tasks such as data processing and bookkeeping are not always well documented, experts said. "Organizations are not spending enough time doing the up-front work to really truly understand workflows and where humans add value in the process," said Brooks Holtom, a professor of management at Georgetown University's McDonough School of Business. In roles such as customer service, AI agents and chatbots frequently need to refer questions and complaints to a worker who can recognize emotions, assess the severity or complexity of a problem and respond creatively within established policies, Holtom said. "It's that combination of creativity but staying in the guardrail that's really hard for a machine to figure out," he said. Figure out what gives you a competitive edge as a human As companies redirect resources toward AI, current employees and those asked to come back might want to emphasize skills that complement the technology, such as emotional intelligence and sound judgment, Holtom said. "Really try to be able to articulate, what's your value proposition as a human?" Holtom said. "Don't be afraid to lean into the technology as well, and understand how to differentiate yourself from what machines do well. Embrace that, understand that, and you can become uniquely qualified to help with implementation." Empathy is a human quality that technology has not fully mastered, Beaumont said. "Think about an angry customer. They want to be listened to, they want to be heard, they really want a human on the other end of the line," Beaumont said. "Can an AI replace that right now in a way that feels meaningful to individuals? Perhaps not." Know your leverage and use caution if you're asked back Many people are understandably reluctant to return to a company that laid them off as part of a reorganization around artificial intelligence, according to Beaumont. "To come back to a business where you've been let go, replaced by AI, to be asked back to that business, your trust is gone, your psychological safety there, your relationship with the employer, and that's very, very difficult to build back," she said. Workers offered their old jobs back are asking for more money and to know how AI might impact future staffing, Beaumont said. Requesting additional training and a clear explanation of your opportunities for advancement could be part of the discussion, she said. Communicate ways you would contribute value as a returning employee, outlining a new job description "that leverages the technology but also your expertise," Holtom said. You could end up in a higher-ranking position that pays more than the one you left, he said. Before accepting an offer, seek a commitment such as a one-year renewable contract that includes a buyout clause if the job is terminated in less than a year, Holtom suggested. Don't discount the distinctly human values of motivation and curiosity, which make people efficient and effective, Summers said. "Within our societies, work serves a broader purpose than just creating value for shareholders or customers or constituents," she added. "Work serves a human purpose as well. It's the manifestation of our search for meaning and purpose. We want to contribute to our communities as human beings."

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