| Abstract | ||
| Survey Number | 0277 | |
| Survey Title | Questionnaire Survey of Finance Expert Resources, 1999 | |
| Depositor | NLI Research Institute | |
| Restriction of Use |
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| Educational Purpose | Only available for research. | |
| Period of Data Use Permission | One year | |
| Access to Datasets | Download | |
| SSJDA Data Analysis | Not available | |
| Examples of Citations and Acknowledgments |
When presenting the results of the secondary analysis, please specify the source of the individual data used by including the following sentence: The data for this secondary analysis, "Questionnaire Survey of Finance Expert Resources, 1999, (NLI Research Institute)" was provided by the Social Science Japan Data Archive, Center for Social Research and Data Archives, Institute of Social Science, The University of Tokyo. https://doi.org/10.34500/SSJDA.0277 *In cases where you have used multiple surveys from the same series, you can shorten the sentence by focusing only on the series name or by grouping the survey years together. If you have any questions, please contact us. E-mail: ssjda@iss.u-tokyo.ac.jp |
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| Summary |
A little more than a year has passed since the start of the Japanese version of the financial Big Bang, and the weak competitiveness of Japanese financial institutions in advanced financial services has become apparent, reflecting the thinness of specialized human resources in this field. On the other hand, the attitudes and behaviors of financial professionals are often incompatible with the traditional Japanese employment system. The financial Big Bang has brought to light the issues of "employment mobility" and "securing professional human resources" that Japanese firms will have to face in the future. Based on this awareness, this survey was conducted on the human resource departments of major Japanese financial institutions (including foreign-affiliated firms that are expanding into the Japanese market) and on the professional human resources actually active in the financial sector. The objectives and perspectives of the corporate survey of human resources departments and the individual survey of professional personnel are as follows. [Corporate survey] The purpose of this survey is to find out what kind of specialized human resources are needed by financial institutions in Japan in the era of the financial Big Bang and what kind of measures can be taken to secure such human resources. In addition to the overall trends of financial institutions, the survey also focuses on foreign-affiliated financial institutions, which have been remarkably active in Japan in recent years. It highlights the differences in attitudes and thinking between Japanese and foreign-affiliated institutions. [Individual Survey] The purpose of this survey is to grasp the actual conditions of employment, attitudes toward employment, and attitudes toward organizations, etc., among those who work in specialized jobs at financial institutions operating in Japan to understand the reality of those who work in specialized jobs, and to explore issues related to human resource development. In addition to the overall trends of people working at financial institutions, the study also focuses on differences in employment status and awareness due to individual attributes such as gender and age, characteristics of the firm (capital group, industry, etc.), and career differences such as the experience of changing jobs. |
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| Data Type | quantitative research: micro data | |
| Universe |
[Company survey] Major Japanese and foreign financial institutions based in Japan [Individual survey] Employees of Japanese and foreign financial institutions based in Japan |
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| Unit of Observation | Individual,Organization | |
| Sample Size |
[Company survey] 252 companies selected, 201 companies sent, 70 companies collected [Individual survey] Total number of respondents: 340 |
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| Date of Collection |
1999-05 ~ 1999-06 1999/5-1999/6 |
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| Time Period |
1999 ~ 1999 |
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| Spatial Unit | ||
| Sampling Procedure |
[Company Research] Two hundred fifty-two finance-related companies were extracted from the Teikoku Databank database, and companies were listed in Kaisha Shikiho (Japan Company Handbook) and other publications. [Individual survey] We asked 252 firms selected from the Teikoku Databank database of finance-related firms and from Kaisha Shikiho (Japan Company Handbook) to choose five "specialist personnel" from each firm. "Specialist personnel" refers to personnel with specific expertise who are engaged mainly in financial front-office, business planning, and back-office divisions, etc. Other personnel who are recognized as specialized personnel by each company were also included. In addition, we conducted a separate direct survey of employees who met the requirements for inclusion. |
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| Mode of Data Collection |
[Company survey] The survey was conducted by mail. The survey was conducted by telephone to all companies in the above sampling roster; a list of population members and 201 companies were selected for the survey, excluding "refusal (24 companies)," "merger (4 companies)," "duplication (15 companies)," and "same group (8 companies). Questionnaires were sent to the recipients of the questionnaires. The respondents to whom questionnaires were sent were asked to cooperate again up to three times (reminder). [Individual survey] Questionnaires were distributed via the companies and collected directly from the subjects. |
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| Investigator |
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| DOI | https://doi.org/10.34500/SSJDA.0277 | |
| Sponsors (Funds) |
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| Related Publications (by the Investigator) | Please refer to the abstract in Japanese. | |
| Related Publications (based on Secondary Analysis) | List of related publications (based on Secondary Analysis) | |
| Documentation | [Company questionnaire][Individual questionnaire] | |
| Major Survey Items |
[Company survey] (1) Necessity and sufficiency of specialized human resources: There is a need for professional human resources, a degree of need for professional human resources by department/business, departments/businesses urgently requiring professional human resources, and policies for securing and training professional human resources. (2) Recruitment status: Recruitment status of general affairs ("sogo-shoku") personnel (FY98 and FY99, by gender, by new graduates and mid-career hires), and changes in mid-career recruitment trends compared to five years ago. (3) Trends in mid-career hiring: Reasons for mid-career recruitment, requirements for mid-career recruiters, job objectives and job evaluation criteria for mid-career professional personnel, factors determining the initial rating of mid-career professional personnel, and issues in securing professional personnel. (4) The system of compensation for professional personnel: Review of the personnel system in the past two years, the introduction of a new personnel system and its application, changes in the reassignment of general affairs ("sogo-shoku") personnel in the past five years, treatment of financial front-line specialists, the existence of personnel transfers unique to specialist personnel, special evaluation of specialist personnel and specialist qualifications, selection methods for specialist personnel (4) The future positioning of specialized personnel. (5) Training and education system for specialized personnel: Systems introduced to develop expertise, qualifications that are encouraged to be obtained, and the most useful things for developing expertise (6) Status of informatization: Percentage of PCs installed, use of information communication systems, construction of knowledge databases, and status of informatization efforts in the areas of human resources and human resource development. (7) Future management and alliance strategies: Sectors to be strengthened or expanded in the future (areas currently being worked on and areas not currently being worked on), degree of emphasis on dealing with management issues, the status of alliances with other financial institutions, and partners for alliances. (8) Attributes: Industry, number of full-time employees and general affairs ("sogo-shoku"), year of establishment (for foreign-affiliated firms, time of entry into the Japanese market). [Individual survey] (1) Current job characteristics: (1) Current job characteristics: department, position, type of job performance, and type of employment contract. (2) Career, qualifications, etc: Academic background, years of work experience, whether or not they have changed jobs, work experienced in the past, most extended experienced work and the number of years of experience (in the current company, outside the current company), possession status and intention to obtain public qualifications, self-perception of expertise, and what helped them to acquire expertise. (3) Treatment, education system, etc: Evaluation of one's expertise by the company, possibility of transfer, status of reflection of work performance in salary, promotion, etc., compensation system, status of implementation of education/training system (4) Supervisors and department managers: The attributes of immediate supervisors, the status of group leaders, what they look for most in group leaders, and satisfaction with group leaders are discussed (5) Status of informatization, etc: Use of personal computers, access to LAN, use of various information and communication systems, IT utilization skills, and use of knowledge databases (6) Attitudes toward work and career: Organizational culture, satisfaction with work and treatment, needs of the company, career prospects, possibility of changing jobs (7) Views on professional human resource development: Opinions on fields requiring expertise, the usefulness of Japanese universities, Education, the usefulness of Japanese corporate education and training systems, essential measures to secure and foster professional human resources, and opinions on the mobility of human resources (8) Actual conditions of mid-career workers: Age at mid-career, reasons for job selection, entry route, things that helped them change jobs, changes in annual income before and after job change, number of job changes, total number of years worked, industry of previous job, qualifications that helped them change jobs, and fields of work they have experienced (9) Attributes: Gender, age, nationality, years of experience at current employer, industry at employer |
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| Date of Release | 2003/04/04 | |
| Topics in CESSDA |
Click here for details |
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| Topics in SSJDA | Economy/Industry/Management Employment/Labor | |
| Version | 1 ： 2003-04-04 | |
| Notes for Users | Variable and value labels are written in Japanese. |