◆The age of 100 years of life
The Survey on “Career Development and Employment Management Issues in the Era of 100 Years of Life” conducted by the Japan Institute for Labour Policy and Training (JILP) includes some points that can be helpful when taking action in anticipation of longer service periods.
◆Treatment when promotion to management positions is no longer expected
Regarding the treatment of full-time employees who are no longer expected to be promoted to managerial positions, the highest percentage of 77.9% said they would continue to work without promotion or advancement. This was followed by treating them as specialists equivalent to managers (34.4%) and rating them as employees equivalent to managers (30.5%). The above percentages are for small and medium-sized companies, but the trend is similar for large companies.
◆Personnel system for career development and its effects
Regarding human resource systems such as the goal management system and career interviews, the “mentor system” seems to be particularly effective for younger employees up to age 39.
It seems that the introduction of the system is generally less effective for older employees, and in particular, the self-reporting system is less effective or even counterproductive in some cases (60 years old and above) compared to younger employees, but the system for “participation in social contribution” seems to be effective.
The most common human resource development benefits of “social contribution participation” activities such as volunteering are the opportunity to come into contact with society’s values (69.5%), the expansion of external networks (48.6%), and the acquisition of new perspectives (37.0%). The trend is similar for both large and small companies.
◆Handling of concurrent and side jobs
44.0% of SMEs prohibit concurrent or second jobs in their employment regulations. On the other hand, 32.3% of the respondents answered that they have no regulations. It is important to consider your company’s policy so that you do not panic in case of emergency.
◆Enforcement of the Revised Law Concerning Stabilization of Employment of Older Persons
The revised Law Concerning Stabilization of Employment of Older Persons will come into effect on April 1. It includes a provision that makes it an effort obligation to secure employment for employees until the age of 70. Although it is an obligation to make efforts, we should prepare for it on a planned basis.
