| Abstract | |
| Survey Number | 0313 |
| Survey Title | Survey on Changes in the Japanese-style Human Resources System, 2000 |
| Depositor | Japan Productivity Center |
| Restriction of Use |
For detailed information, please refer to 'For Data Users' on the SSJDA website.
- Apply to SSJDA. SSJDA's approval is required. |
| Educational Purpose | Only available for research. |
| Period of Data Use Permission | One year |
| Access to Datasets | Download |
| SSJDA Data Analysis | Not available |
| Summary |
This survey is built upon the "Survey on the lifetime employment system" (1992), the "Survey on the introduction of an annual salary system" (1993) and the "Survey on the introduction of a discretionary labor system" (1994) conducted by the Japan Productivity Center in the past. This is the fourth survey that has been conducted annually since 1997 as the "Survey on Changes in the Japanese-Style Human Resources System." During the era of rapid economic growth, lifetime employment practices created a cycle that promoted corporate growth. However, with the rapid progress of internationalization and the aging society during the 1990s in particular, this cycle has reversed and the cost of labor has increased, placing a heavy burden on companies. Against this backdrop, the purpose of this survey was to continuously investigate the transformation of Japanese companies’ human resources management systems, with a focus on whether companies are willing to maintain lifetime employment practices in the future, and how the targets and content of lifetime employment practices may change. The main survey items are as follows. (1) Awareness of lifetime employment practices, etc. (2) Professional qualification system and introduction of merit-based salary, etc. (3) Job/role grading system and introduction of job/role salary, etc. (4) Achievement-based personnel treatment system represented by annual salary system (5) Utilization of competencies (6) Actual conditions of goal management system and evaluation system (7) Introduction of various personnel treatment systems (retirement benefits wage addition system, internship system, cafeteria plan, etc.) |
| Data Type | quantitative research: micro data |
| Universe | Human resources and labor relations personnel of 2,568 listed companies (as of September 2000) |
| Unit of Observation | Organization |
| Sample Size | 301 responding companies (response rate: 11.7%) |
| Date of Collection |
2000-09-25 ~ 2000-10-27 2000/09/25 – 10/27 |
| Time Period |
2000 ~ 2000 |
| Spatial Unit | |
| Sampling Procedure | |
| Mode of Data Collection | Self-administered questionnaire: Paper Collection was by mail or fax |
| Investigator | Japan Productivity Center |
| DOI | 10.34500/SSJDA.0313 |
| Sponsors (Funds) | |
| 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 | 【 Questionnaire 】 |
| Major Survey Items |
Questionnaire items: (1) Awareness of future personnel systems Lifetime employment practices, life-related allowances, seniority wages such as age-based salary amounts and performance-based salary, fixed salary increases, demotion and negative salary increases (salary decreases), multiple wage systems, increase in legal retirement age to 65 years, additional retirement allowances, uniform retirement age, recruitment of ready-to-work personnel, base down, strengthening of personnel evaluation and treatment functions of business divisions, unemployment rate in Japan (2) Professional qualification system and introduction status of merit-based salary, etc. Whether or not merit-based salary has been introduced in determining the basic salary/ weight, type of merit-based salary, merit-based requirement document, maintenance of merit-based requirement document, use and details of merit-based requirement document, review of merit-based salary/qualification system of the past five years, issues related to merit-based salary/qualification system, intent for future merit-based salary/qualification system (3) Job/role grading system and introduction status, etc., as basic salary determination factors, whether to introduce job/role-based salary/salary for work/content-based salary, evaluation criteria of job/role, rank of job/role salary, presence/absence of complaint system/window, type of job/role salary, fixed increase in job/role salary，operational issues (4) Annual salary system Introduction status of annual salary system, position of the annual salary system’s target group, ratio of annual salary system target, type of annual salary system, ratio of assessed part in annual salary (currently ideal), performance assessment disparities (design, actual content) (5) Department performance reflection type treatment system Whether division performance is reflected in wages and bonuses, future intentions, issues (6) Competencies Utilization status and utilization method for the personnel system of competencies (7) Actual conditions of goal management system and evaluation system (at managerial/non-managerial level) Introduction status of goal management system, components of established goals, criteria for goal setting, function of goal management system, operational status, problems (8) Employment after the age of 60 Thoughts and reasons for continuous employment after the age 60, details of measures for continuous employment after the age 60, applicants for the reemployment system and the extension of work system, selection criteria for those who apply the system, thoughts on the wage system after the age 60 (9) Introduction status of various personnel treatment systems Year-round recruitment, internship system, multifaceted evaluation (observation) system, in-house recruitment system/in-house FA system, discretionary labor system (deemed labor type), new discretionary labor system (planning work type), double-line personnel system (professional occupation system), job-specific wage system, fixed wage-increase system, age salary, stock option, cafeteria plan, point-type retirement allowance system, prepayment (additional salary) system for retirement benefits, defined contribution pension, early retirement incentive system (selective mandatory retirement age system), job transfer support system for middle-aged and older employees, mandatory retirement age system, business headquarters system, in-house branch/company system, holding company system Face items: Type of business, number of regular employees, ratio of managers, age of selection of first recruits/standard age of promotion to manager level |
| Date of Release | 2004/02/06 |
| Topics in CESSDA |
Click here for details LABOUR AND EMPLOYMENT Employment Labour relations/conflict Working conditions |
| Topics in SSJDA | Employment/Labor |
| Version | 1 ： 2004-02-06 |
| Notes for Users | Variable and value labels are written in Japanese. |