Japanese membership employment and remote work

Japanese membership employment was introduced after WWⅡ and settled around the 1960s. This system has the following characteristics.

 l  Prominent in large-scale companies.

l  New graduate students select companies as life-long employment places.

l  Salary periodically continues to increase, limited only by the total length of time a candidate is employed.

l  Employees regularly transfer to different departments and do not refuse job places the company specifies.

l  Employment criteria for employees is mainly determined by the rank of the university they graduated from because the company has a high standard of recruitment.

l  The company is not primarily focused upon the candidates’ specific area of university study. It's main focus is on a candidate's overall abilities to undergo company training.

l  Job is not strictly linked with workers, and generalist is primary.

During the pandemic, many workforces introduced remote work, but this work style does not fit this Japanese membership job system. As employees are not specialists, they are evaluated with a diligent attitude toward the job, which means continuous monitoring by managers.

The Japanese workforce re-turns to a conventional working style as pandemic restrictions ease.