Abstract
This chapter insists that it is possible to set up new classifications of “utilized non-regular employee” and “limited regular employee” as intermediate labor markets aside from the “regular employee” in the internal labor markets, which is historically recognized in Japanese companies; non-regular employees are recognized in the external labor market. Here, the “limited regular employee” refers to an employee whose employment period is indefinite (with limitations on the working place, type of job, and working hours). The “regular employees” supported Japanese management, but “non-regular employees” are playing a very important role in the management activities of today’s Japanese companies. This chapter indicates the possibility of further classification of “regular employees” instead of generalizing them in one segment.
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Notes
- 1.
Employment category is a mechanism used to divide employees (including non-regular employees) into several groups to ensure efficient and effective development, securement, utilization, and treatment. It involves HR management suitable to respective groups (Imano 2010).
- 2.
Please refer the survey report edited by Kobe University et al. (2009) for further details.
- 3.
The question used by the Ministry of Health, Labor and Welfare to categorize employees who work limited amounts of hours in its survey states, “The specified hours of labor are relatively shorter than the hours of labor required for other employment categories in the same company” or “Employees are not required overtime works that are specified in the current rule and labor contract.”
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Hirano, M. (2015). “Limited Regular Employees” and Boundary of Employment: An Analysis by the Three-Layered Labor Market Model. In: Kambayashi, N. (eds) Japanese Management in Change. Springer, Tokyo. https://doi.org/10.1007/978-4-431-55096-9_9
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