## Figure 33: Changes in wage standard by academic background and age group

○ The first decile and median are decreasing in almost all age groups (graduates from university and graduate school, high school graduates).

☐ The ninth decile decreased in high school graduates and has remained unchanged in graduates from university and graduate school.

(Note) 1) Companies with 10 or more employees

Source: "Basic Survey on Wage Structure" Ministry of Health, Labour and Welfare

2) General workers values for June each year

## (Human resources management based on the external labour market)

Looking at major occupations with a high ratio of workers who have changed their job more than twice from the first job in the small occupational classification in Table 34, the ratio is higher in automobile drivers and home-visit care workers, etc. These job type suse more regular workers based on the external labour market that focus on outsourcing experienced human resources.

Using Figure 35, when we compare companies that focus on the external labour market with those that focus on the internal labour market in employment management items that are carried out in order to increase labour productivity and motivate workers to work, the ratio of companies that focus on the internal labour market is higher in all items. In this way, in human resources management based on the external labour market, companies put relatively less efforts on internal employment management.

In some companies that conduct human resources management based on the external labour market, a document of duty definition is created for each position, personal treatment are determined based on position, wage standard by position is determined based on the external market status.

## (Option of "diversified regular workers" draws attention)

As the employment needs of workers diversify, "diversified regular workers" are drawing attention recently in creating a society where workers are able to work in a flexible and diverse manner. According to a survey result, approximately half the number of companies has introduced the employment classification of diversified regular workers. Figure 36 shows purposes (multiple answers) of introducing the classification of diversified regular workers. Many companies answered that their purposes are for the necessity of "securing excellent human resources" and "retaining employees," and "support for maintaining the balance between work and child rearing/nursing care (work-life balance)." Looking at the advantages of employees who are diversified regular workers in Figure 37, about 60% answered that their "employment is stable," which is the same ratio as typical regular workers. About 30% of the workers answered that they "do not have to worry about relocation to a distant place (including change of residence)."

The diversified regular worker system has brought a certain level of improvement in securing human resources and operational efficiency in companies. From the employee's side, the satisfaction level of working as a diversified regular worker is high since they are provided personal treatment similar to those of typical regular workers while being able to work with an acceptable work-life balance. Various people are able to choose ways to work with a higher satisfaction level, which also matches their lifestyle, thanks to the popularity of diversified regular employment. This is considered to contribute to securing human resources and improving productivity in businesses.