{"id":2620,"date":"2019-05-02T15:46:25","date_gmt":"2019-05-02T06:46:25","guid":{"rendered":"http:\/\/labor-consultant.com\/?p=2620"},"modified":"2019-06-19T18:24:05","modified_gmt":"2019-06-19T09:24:05","slug":"countermeasures-concerning-social-media-risk","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2019\/05\/02\/countermeasures-concerning-social-media-risk\/","title":{"rendered":"Countermeasures concerning social media risk"},"content":{"rendered":"

\"\"\u25c6Measures taken by companies are being reconsidered due to the problem of the posting of inappropriate videos by employees
\nProblems caused by restaurants and convenience store employees posting inappropriate videos are causing a succession of incidents that can adversely affect corporate reputations.
\nCompanies have responded to the problem in various ways, including deciding to file damages suits against employees or to close the entire store and conduct staff training. With more and more individuals and companies using social media, the problem can come up and cause trouble at any time.
\nThis is the time of year when new recruits, still lacking a mature attitude, will soon be starting work in companies. It could be considered a good time to confirm the company\u2019s countermeasures against such problems.<\/p>\n

\u25c6Many companies have taken some kind of countermeasures; 40% carry out training
\nAccording to research conducted in December 2018 by adish Co., Ltd., a company that provides user support for websites and applications, many companies have taken measures against the problem, with just 5.2% of respondents stating that \u201csocial risk countermeasures have not been implemented and will not be implemented in the future.\u201d
\nLooking at the actual countermeasures in terms of the implementation rate, the following ranked highly: implementation of training (39.1%), creation of guidelines (37.2%), and creation of manuals (30.9%).
\nHowever, when the figures are looked at according to the number of employees, the implementation rate for training with companies between 100 and 300 employees is 50% and 19.1% for companies with fewer than 100 employees, demonstrating the possibility that countermeasures are inadequate.<\/p>\n

\u25c6Would it be effective to have employees write at written oath when they start work wi<\/p>\n

\"\"<\/p>\n

th a new company?
\nTogether with ongoing training and educational activities during the daily morning meeting, it would be desirable to exchange a self-written oath when employees start work with a new company, promising compensation for damages in the event of a part-time job terrorism. For example, such an oath would clearly state that the staff-member concerned would bear the costs for cleaning and disinfection required to return the store to its former condition, for the disposal or exchange of goods, and for compensation for loss of earnings.
\nTo make the oath effective, it would require more than just a signature on a standard form. Having the employees write the content of the oath themselves would make them better aware of the risks involved in part-time job terrorism.<\/p>\n

\u25c6If countermeasures have not yet been implemented, they should be considered immediately
\nAlthough a statement by someone who had posted inappropriate video content appeared in the media to the effect that \u201cat the worst, I would just get sacked,\u201d posting inappropriate videos is very easy using nothing more than a smartphone, and the employees who posts such content may also not be aware that such an act may cause problems for the company.
\nTraining should be considered, not only for new recruits but also for staff who are already employed.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Measures taken by c […]<\/p>\n","protected":false},"author":1,"featured_media":2617,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[134],"class_list":["post-2620","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-social-media-risk-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2620","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2620"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2620\/revisions"}],"predecessor-version":[{"id":2621,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2620\/revisions\/2621"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2617"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2620"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2620"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2620"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}