Compliance training by accountants has started all over the country.
A social welfare corporation has started an external audit system by an accountant.
After listening to the comments, I felt that Koyama needed its own compliance training for its employees.
The accountant continues to serve as a training lecturer.
The problem is that detailed accounting and labor standards are ambiguous and are left to the discretion of the site, so depending on the ability and experience of the staff, there were cases that seemed inappropriate.
At Koyama, the discretion of the facility manager and general manager is large.
Flexibility is good, but the discretionary criteria are ambiguous.
Even if it is the same facility manager, chief, day service and large special nursing home are too different.
There is also a wide range in the age of senior executives.
It has been left to the discretion of the administrator rather than the manual.
Frankly speaking, I think that the education of administrators has fallen behind.
In medical care, the work standards and responsibilities of hospital directors and nurses are established both socially and legally.
In contrast, nursing care relies on administrative decisions.
The administration is also quite different depending on the region and scale.
To be honest, the capacity of administrative personnel is not constant and can be quite arbitrary.
Each facility relies on it and is swung around.
Labor was also quite different depending on the boss in response to corona.
It’s easy to encourage staff to work shorter hours, and there are too many differences depending on the corporation.
Insufficient management of working from home.
Unfortunately, there are employees who misuse even if the management gives permission for the good of the field staff.
In times of disaster and completion ceremonies, a considerable number of people voluntarily support and rush to attend, but there were also employees who went on business trips to other regions without permission from their superiors.
Individually, there is no malice, but there are cases where business social common sense is lacking.
If you report it to executives, general headquarters, corporate headquarters, lawyers, accountants, and the police, you will find executives waiting for instructions.
This is actually a matter of ownership and sense of responsibility, but consciousness reform is just dancing with words and has no concreteness.
Clarify with a three-point set of manuals, training, and punishment.
Confronting big company disease and bureaucratization.
Organizational compliance and a free-spirited and independent organization.
Ambivalence, organizational culture issues.
This is deeply rooted, as it involves the history of DNA and evolutionary growth.
We can’t wait for a mutation, so we will proceed with steady reforms.
In this world, labor is the greatest eternal challenge.
I don’t think Koyama has grown too big.
Strong discipline is needed now more than ever.
I think that executives who are easy on the discipline of their subordinates are actually the sweetest and unfair to themselves.
Today`s new PCR positive staff : 0
Thank you for your hard work. Thank you.
Pulse oximeter 98/98/99
Blood sugar 174 Body temperature 36.2 degrees
Ooka Echizen (a japanese time period drama) CEO Yasunari Koyama