| 1.
Concepts of the personnel system |
 |
|
| • |
Approximately
60% of the companies surveyed see the personnel system of
management-level employees as being “results and performance-oriented.”
These companies showed high rates of introducing the annual
salary system, complaint processing system, and competency-based
system. |
| |
|
| 2.
Annual salary system |
|
|
| • |
Introduction
of the annual salary system steadily increased, and reached
34.8% in this survey (25.2% in the 2000 survey). |
| |
|
| • |
A
breakdown by industry shows conspicuously high introduction
rates in such manufacturing industries as electrics (57.1%),
iron and steel (43.8%), and machinery (42.9%), and in such
tertiary industries as services (45.8%) and finance (40.9%). |
| |
|
|
•
|
Approximately
10% of companies that have adopted the annual salary system
are now applying it to employees at the manager and chief
levels. The gradual introduction of the system to nonsupervisory
positions is progressing. |
| |
|
| • |
In
determining the amount of annual salary, 35.6% of companies
surveyed currently refer to external market rates, and 40.7%
plan to do the same. As the annual salary system spreads,
a cross-sectional market for annual salary amounts may be
formed. |
| |
|
| 3.
Complaint processing system |
|
|
| • |
The
introduction of a system for processing complaints regarding
performance evaluations is increasing yearly. This survey
revealed a rate of 36.6%. |
| |
|
| • |
However,
46.0% of those companies feel that usability of the system
employed by their company is poor. |
| |
|
| 4.
Competency |
|
|
| • |
11.2%
of companies surveyed include “competency” in their
personnel system. Compared to the result of the previous survey
(5.6%), the introduction rate doubled. |
| |
|
| • |
As
the reason for applying competency, 40.2% answered that “it
clarifies the points of evaluation and increases acceptance
and objectivity of the evaluation.” |
| |
|
| 5.
Recruitment |
|
|
| • |
Increases
were seen in the introduction rates of various systems related
to recruitment, such as year-round recruitment, internships,
temp-to-perm system, and occupation-specific recruitment. |
| |
|
