When I graduate and go to a Japanese company in Shanghai, how will I be treated? What about the treatment after one or two years? Please be more detailed

(1) Monthly salary of Japanese companies in Shanghai:

Due to the impact of Japan’s domestic economic boom, a considerable number of Japanese companies, especially software companies, choose to open subsidiaries in China. It became Japan’s “intellectual production factory”. In the past, the monthly salary of software talents at Japanese companies in Shanghai was "369", that is, 3,000 yuan/month for programmers, 6,000 yuan/month for project development team leaders, and 9,000 yuan/month for project management managers. In recent years, due to factors such as market changes and competition from European and American counterparts, the monthly salaries for the same three positions have been adjusted to 4,000 yuan, 8,000 yuan and 10,000 yuan respectively. As Japanese software companies entrust a large number of business development and design to Chinese companies, the demand for technical and management talents in related majors and who understand Japanese is increasing day by day

(2) The company provides housing and welfare:

The survey shows that in terms of employee training, European and American companies spend 3,000 yuan, 2,000 yuan, and 800 yuan per year on training for management, professionals, and general employees respectively, while Japanese companies spend 2,000 yuan, 2,000 yuan, and 800 yuan respectively. 800 yuan and 200 yuan.

Regarding the setting of the vacation system, 15.4% of the total number of respondents were European and American companies that set vacation time based on position and length of service, 69.2% set it based on length of service only, and 69.2% only set it based on position. 7.7, and 7.7% treat all employees equally regardless of length of service and position. Among Japanese-funded enterprises, 82.3% only set up vacation systems with reference to length of service, and only 17.7% do not set it up with reference to position or length of service. Obviously, Japanese companies The longer an employee has served the company, the more time he or she will be able to take, regardless of their position.

In terms of setting up housing welfare projects, Japanese companies have performed relatively more prominently. Among all the companies surveyed, 17.6% of Japanese companies have set up supplementary housing provident funds for their employees, while only 7.9% of European and American companies have set up this project. In terms of the setting of housing subsidies, the proportions of Japanese companies and European and American companies are relatively close, accounting for 35.3 and 31.6 respectively. At the same time, 17.6 Japanese companies and 15.8 European and American companies provide internal housing loans to employees.

In addition, about 23.5% of Japanese companies provide dormitories for employees, while the relevant data for European and American companies is 13.2%. Both Japanese companies and European and American companies have set up housing provident funds for employees.

(3) It’s up to you to live in Japan. Generally speaking, there is no problem in living in Japan if you know Japanese, but it is not very convenient. Talents like you still hope to make more contributions to China.