Japanese employment practicesとは 意味・読み方・使い方

Japanese employment practices, which are characterized by long-term employment, seniority-based personnel management, and enterprise labor unions, have been formed mainly among large companies. Against this background, the government adopted policies to stabilize employment with emphasis on adjustment functions of internal, or in-house, labour markets.例文帳に追加

我が国の雇用慣行は、長期雇用、年功的人事管理、企業別労働組合を特徴として、大企業を中心として形成されたものであるが、これを背景に、内部労働市場の調整機能を重視し、雇用の安定を図る政策がとられてきた。 - 厚生労働省

They have recently opened a third shop which is operated as a franchise by a Japanese-owned Hong Kong firm with extensive knowledge of the local market and employment practices. The firm had previously been introduced to ab-out by a leading Japanese-affiliated distribution company. The franchise is performing well.発音を聞く 例文帳に追加

直近では、以前に日系の大手流通企業から紹介された、現地市場や雇用慣行等に精通している日系のパートナーにより、フランチャイズでの3 号店を出店し、業績も順調である。 - 経済産業省

Providing training to help foreigners continue to work steadily in Japan, including training designed to develop their Japanese communication skills and improve their understanding of working conditions, employment practices, and labor and social insurance systems, etc. in Japan (Training a period for about three months).例文帳に追加

将来的にも日本で安定的な就労ができるよう、日本語コミュニケーション能力、労働条件、雇用慣行、労働・社会保険制度等の理解等を目的とした研修を実施（実施期間3ヶ月間程度）。 - 厚生労働省

Among the programs intended to develop human resources capable of strengthening the competitiveness of Japan's manufacturing industry and promoting its internationalization is the "Career Development Program for Foreign Students in Japan," which provides excellent foreign students in Japan who are willing to work in Japan or for Japanese companies with comprehensive support, including language training in business Japanese, education about Japanese business practices, professional education provided through industry-academia cooperation (in areas such as manufacturing and IT) and employment support.例文帳に追加

我が国ものづくり産業の競争力強化や国際化を担う人材育成の一つとして、アジアを始めとした世界各国からの日本・日系企業に就業意志のある優秀な留学生に対して、ビジネス日本語教育から、日本ビジネス教育、産学連携による専門（ものづくり・IT等）教育、就職支援までをパッケージで提供する「アジア人財資金構想」がある。 - 経済産業省

People employed by enterprises have thus generally grown more risk averse in recent years. Regarding the relationship between the decline in the prospective entry rate and recent changes in the labor market such as those described in Chapter 2, attention may be drawn to the following: (1) the seniority-based pay systems found primarily at large enterprises up to the 1990s were recognized as having become entrenched as "Japanesestyle employment practices," and the future wages expected by people rose; (2) the negative effects of the deflationary economy in the 1990s first manifested themselves in the form of an increase in bankruptcies and exits among small enterprises such as the selfemployed, and there was a conspicuous decrease in the incomes and a conspicuous increase in the risks of selfemployment expected by people; (3) as full-fledged employment adjustment did not really impact on employees of large enterprises until the latter half of the 1990s, it took considerable time for future expected wages to fall; and (4) the instability of income after mandatory retirement even with "Japanese-style employment practices" has long been recognized, enterprises restructured their middle-aged and older workers in the 1990s, conditions in the elderly reemployment market remained severe, and wages of employees in their fifties underwent adjustment from a comparatively early stage, creating the possibility that for the middle-aged and elderly, the opportunity cost of entry compared with changing jobs has fallen, in addition to which people in this age group were comparatively less affected by the effects of the collapse of the bubble, such as the decline in home prices.例文帳に追加

このように、近年、企業に雇用される人々の意識が一般的にはリスク回避的になり、開業希望率が減少していることと、第2章で述べたような、近年の労働市場の変化等との関係については、〔1〕1990年代まで大企業を中心とする年功賃金制が「日本的雇用慣行」として定着していると認識され、人々の予想する将来賃金が上昇してきたこと、〔2〕1990年代のデフレ経済の悪影響がまず自営業等の小規模な企業から破産・廃業の増加等の形で現れ、人々の予想する自営業の所得が顕著に低下しリスクが顕著に増加したこと、〔3〕大企業の被雇用者に本格的な雇用調整が及んだのは1990年代後半であったことから、将来の予想賃金が低下するにはかなり時間がかかったこと、〔4〕定年退職後の収入については、「日本的雇用慣行」の下でも不安定性があることが早くから認識され、また、1990年代に企業が中高齢層のリストラを進め高齢者の転職市場は厳しい状況が続き、50歳代の賃金については大企業でも比較的早くから調整が進んだことから、中高齢者にとっては転職と比較して開業することの機会費用が下がった可能性があること、また、この年代の人々はバブル崩壊による持ち家価格の低下等の影響を被ることが比較的少なかったこと等が指摘できる。 - 経済産業省