Changes in Japanese Employment Practices by Keizer Arjan;

Author:Keizer, Arjan;
Language: eng
Format: epub
Tags: Economics, Finance, Business & Industry
Publisher: Taylor & Francis Group
Published: 2009-11-23T00:00:00+00:00

employees with a certain expertise. However, in 2007 mid-career hiring also existed to compensate for the lack of employees below 35 years of age because of the reduced hiring in previous years. The proportion between mid-career hiring and hiring new graduates had risen to about 20–80. At the same time, the firm acknowledged that a lack of clear job descriptions makes job-hopping difficult for more senior employees as the job descriptions are strongly shaped by the corporate culture as firms use similar techniques but manage the actual construction projects in their own specific ways.

Finally, two issues have grown in importance during the five years in between the two studies: the rehiring of employees after they turn 60 years old and the position of female workers. The first issue is a direct consequence of the 2004 revision of the Employment Security Act for Older People that requires companies to extend employment opportunities from 60 to 65 years (see Chapter 4). The firm offers these employees a succession of one-year contracts. The firm also tried to increase the percentage and career opportunities of female employees through strategies such as improved conditions for maternity leave and short-term working hours. The firm also visited universities to encourage female students to work for the construction industry. This has resulted in some female kach but the problem remained that many women are not interested in a career in construction.

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