 |
|
| 1.Annual
salary system |
|
|
| (1) |
Approximately
25% of companies have introduced the annual salary system |
| |
|
| (2) |
Over 70% of those
companies apply the annual salary system to all management-level
personnel (manager (kacho)-level or higher) |
| |
|
| (3) |
Of the annual
salary amount, the portion that is variable according to assessments
is 30% at present, but will ideally be 40%. |
| |
|
| 2.
Employees are promoted to managerial positions at younger
ages. Promotion to manager (kacho) can be achieved at an age
of 34.6 years at the earliest. |
| |
|
| 3.
Department performance is reflected in the salaries of approximately
30% of managerial personnel and approximately 20% of non-managerial
personnel. |
| |
|
| 4.
Traditional discretionary labor system and the new discretionary
labor system |
|
|
| (1) |
The rate of introduction
of the traditional discretionary labor system is approaching
20%. |
| |
|
| (2) |
The rate of introduction
of the new discretionary labor system is 3.0%, but including
those who are considering its introduction, the percentage
is over 60%. |
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|
| 5.
Employment after the age of 60 |
|
|
| (1) |
70% of respondents
answered that continuous employment for employees over 60
“needs to be considered.” Over 20% were for the extension
of the retirement age to 65. |
| |
|
| (2) |
44.8% would consider
a separate wage system for employees over 60—i.e., a job-oriented
wage based on job content. |
