Figure 52: Number of experiences in relocations, job changes and temporary relocations and the number of job type experienced in occupational life of managers

○ The largest number of managers in companies experienced relocations, job changes and temporary relocations 1 to 3 times, and half the number experienced 4 or more relocations.

○ On the other hand, the largest number of managers have experienced two job types and almost 70% have experienced less than two.

Source: Compiled independently by the Office of Counselor for Labour Policy, MHLW, from the “Survey on Occupational Career Development” (2014) Japan Institute for Labour Policy and Training

(Note) 1) Managers refer to those in a position correspond to section managers or department managers.

2) Number of job types experienced is the number of job types experienced so far from the following 14 categories: "sales," "interpersonal service (including nurses and care workers)," "marketing, survey and analysis," "management planning, business planning, and business development," "public relations," personnel affairs and legal affairs, "finance, accounting and financial experts," "buyers, logistics, transportation," "other clerical workers," "manufacturing, construction and production management," "research and development, engineering and design," "planning, development and management of system," "other professional and engineering workers (medical service, education, etc.)," and "others."

## (Popularity of "diversified regular workers" contributes to stable life)

Figure 53 shows the simulation of annual income (by employment form) gained by males who obtained employment at the age of 25 and continue to work in the same company. It implies that regular workers (excluding diversified regular workers) are likely to gain an annual income of 6 million yen or over after around 30 years of employment. In particular, it indicates that regular workers who are employed by a company with proactive human resources development or actively try to develop their occupational skills by themselves are likely to gain an annual income of around 7 million yen. It is considered that human resources development is effective for personal treatment increase. On the other hand, although the wage of "contract workers, dispatched workers and others" and "part-time workers" increases at a certain level if they work for a long period, the former's income is likely to peak out at about 3 million yen and the latter's about 2 million yen. On the contrary, the annual income of "diversified regular workers" increases in proportion to their service period. The annual income of those who have worked for around 25 years may exceed 5 million yen. If the employment form of "diversified regular workers" becomes popular, non-regular workers who wish to be employed as regular employees will have more chance to become a regular worker in diverse forms. At the same time, gaining a higher personal treatment is expected to bring them a stable life.

## (People who have changed their job tend to have a desire for more job changes)

Looking at the ratio of regular workers aged between 30 and 55 who wish to change job by experience of job transfer, the ratio of those with an experience of job transfer is higher than that of those without a job transfer experience.

This indicates that some of regular workers do not transfer job in their occupational career and others transfer job in a relatively frequent manner.

## (Some people with high income change their job proactively)

Figure 55 shows the ratio of regular workers who have changed job more than twice by annual income level. According to the figure, in general, the ratio of those with an annual income of less than 5 million yen and those with a high annual income of more than 15 million yen is high. Looking at the breakdown of reasons why people who wish to change job by annual income level in Figure 56, the majority of those whose annual income is relatively low answered the reason is because "the income is small," and many of