How to Evaluate the Lifetime Employment System of Japanese Companies

The lifetime employment system is the basic employment system of Japanese companies after the war. In Japan, large corporations generally implement the lifetime employment system, which refers to the employment habits of job seekers who graduated from various schools and are employed by the same company from the moment they are formally hired by the company until their retirement, and the company owner avoids dismissing the employees except for the workers' own responsibilities. The so-called lifetime employment system is not a system in the sense of legal or written regulations, but it is also known as the "three magic weapons" or three pillars of Japanese management, together with the seniority system and labor unions in the enterprise. In the Japanese law and enterprise system, there is no employer must implement the provisions of the life-long employment system, not to mention "once in the door of the enterprise, the whole life of the enterprise," no matter good or bad can not be dismissed in the sense of the "iron rice bowl". In the final analysis, the lifetime employment system is just a generalization of the employment practices of Japanese companies in the specific period after World War II. The lifetime employment system was proposed by Panasonic, which was founded in 1928. Its founder, Konosuke Matsushita, who was honored as the god of management, said, "Matsushita employees do not have to worry about losing their jobs until they reach the scheduled retirement age. The company will never fire any 'Matsushita Man' either." In this way, the company could secure good employees and the employees could be assured of fixed security. The business model pioneered by Matsushita has been copied by countless companies, and this system of lifetime employment has contributed greatly to Japan's economic takeoff after World War II.

The formation of the lifetime employment system and the existence of conditions 1, labor supply exceeds demand 2, freedom of choice of employment, "job-hopping" damage 3, the company as a unit to join the social insurance system 4, the influence of traditional moral norms 5, the existence of a variety of forms of employment characteristics of the lifetime employment system 1. in such an employment system, the enterprise in the recruitment of In such an employment system, companies do not consider the richness of experience of the employees. College students are selected directly by the company after graduation, and once they enter the company, they will receive training from the company - starting from the most basic work. 2. After being hired, the employee will work in the company until retirement, and generally will not be dismissed, even if the employee's work efficiency is not good. The employee will not be dismissed, even if he/she is not working efficiently or is not qualified for a certain position. 3. Employees do a variety of jobs in the company, not full-time, and all must start at the junior level, regardless of degree - an employee will start with the basic tasks when he/she first enters the company, such as answering the phone. As time passes, employees are gradually promoted. It is important to note that promotion is based on the length of time an employee has been with the company. 4. As an employee advances in position, the employee's salary step by step increases, and again, this increases with the length of time the employee has been with the company. 5. The employee and the company form a contract in which the employee is dedicated to the company, and the company provides generous benefits to the long-term employee. 6. "The welfare system in Japanese enterprises mainly includes social housing system, cheap trafficking system, mutual support **** relief system, bonus system, allowance system, education and upbringing facilities, etc., through which the enterprise "family-style" warmth is expressed.