Analysis of the Labour Economy 216 (White Paper on the Labour Economy 216) -Realization of a Society Where Everyone Can Play an Active Role and Challenges for Enhancement of Labour Productivity- Summary September 216 Ministry of Health, Labour and Welfare
Analysis of the Labour Economy 216 (White Paper on the Labour Economy 216) -Realization of a Society Where Everyone Can Play an Active Role and Challenges for Enhancement of Labour Productivity- Outline
Outline of the Analysis of the Labour Economy 216 With our recognition of requiring environmental improvement to boost labour productivity and making it possible for those who are willing to work to play an active role, the white paper was titled Realization of a Society Where Everyone Can Play an Active Role and Challenges for Enhancement of Labour Productivity and analyzed on challenges for the improvement of labour productivity and measures for the way of working with which everyone can play an active role for overcoming supply limitations caused by the decline in birthrate and demographic aging. 1.4 1.2 1..8.6.4.2 27 7 Chapter 1 Trends and Features of the Labour Economy Employment conditions are steadily improving: the FY215 average unemployment rate was 3.3%, the lowest rate in 19 years, and the FY215 average ratio of active job openings to active job applicants was 1.23, the highest ratio in 24 years and it reached the record high of.82 times in March 216 and so forth. Moreover, transfer from irregular employment to regular employment has been increasing for 3 years in a row since 213; pertinent to involuntary irregular employment, it has been decreasing for 9 quarterly periods in a row by year-to-year comparison. (Time(s)) Fig.1 Unemployment rate and the ratio of active job openings to active job applications have steadily been improved. The ratio of active job openings to active job applicants Unemployment rate (right axis) The ratio of active job openings to active job applicants for regular employees 8 9 1 11 12 13 14 15 16 (Year/Month) 5.5 5. 4.5 4. 3.5 3. 2.5 (1, persons) 2 15 1 5-5 -1 Fig. 2 Number transferred from irregular employment to regular employment has been increased in the latest 3 years. (15 to 54 years old) (Year) 25 6 7 8 9 1 11 12 13 14 15 The number of transferred persons from irregular employment to regular employment minus the number of persons transferred from regular employment to irregular employment. 21 2 19 18 17 16 15 19.9 Fig. 3 The ratio of involuntary irregular employment has been on a declining trend. Decreased for 9 quarterly periods in a row. 16.6 (Year/Quarter) Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ 213 14 15 16 ⅰ
In view of the condition of added value in Japan, (1) The contribution of capital input including IT investments has been diminishing since the latter half of 199s; (2) The contribution of TFP (Total Factor Productivity) has been decreasing as compared with the 197s and 198s, due largely to decreased contribution of TFP, and added values have not increased since the latter half of 199s. [Fig. 4] For Japan, to overcome supply limitations caused by the decline in birthrate and demographic aging is an urgent issue, and toward this particular goal, in addition to an increase in capital input, an enhancement of added value generation by each person, i.e., an improvement in labour productivity, is indispensable. If we look at Japan s TFP contributions, these are correlated with the increased rate of intangible asset investment in the international comparison, but because Japan s increased rate of intangible assets is weak, the TFP increase rate is weak. [Fig. 5] In particular, of the intangible asset investments, among major countries, (1) Japan s investment in information assets concerned with IT for software, etc., is weak [Fig.6]; (2) Japan is weak in human investment including off-the-job training [Fig. 7]. These are considered to be major factors of weakness in the increased rate of intangible asset investment, so in this respect, an increase in investments for information assets and human capital are tasks for Japan. Chapter 2: Japan s Current Status and Challenges for Enhancement of Labour Productivity Further, taking account the impact of an increase in labour productivity on labourers, an increase in labour productivity links to an increase in wages to contribute to a major positive effect, moreover, in terms of employment, it is not linked to a decrease in labour employed nor an increase in the number of the unemployed.[fig.8/fig.9] ⅱ
6 5 4 3 2 1-1 (year)t Fig. 図 77 Japan s 我が国の人的資本 human capital is ( ) on a diminishing は減少傾向 trend. (International ( 国際比較 comparison) ) Fig. 5 Countries, whose intangible assets are increasing, have High TFP appreciation rate.(1995 21) 1 TFP increased rate 3. 2.5 2. 1.5 1..5 -.5 Note: Fig. 4 Decreases in Japan s GDP growth are attributed to decreases in capital input, labour input and to TFP. 16 Germany y =.44x - 1.17 (2.98) R² =.43 Japan U.K. TFP Contribution の寄与 of TFP Contribution of increase in 労働投入増加の寄与 labour input Contribution of increase in 資本投入増加の寄与 capital input Growth rate of real GDP France U.SA. 2. 4. 6. 8. Increased 無形資産装備率の上昇率 rate of equipped ratio in intangible assets 14 12 1 8 6 4 2 5-5 -1-15 Fig. 6 Increased rate of information assets ( ) is weak. (International comparison) 1995-2 21-25 26-21 Japan 日本 Germany ドイツ英国 U.K. 米国 U.S.A 1995-2 21-25 26-21 日本 Japan ドイツ Germany 英国 U.K. U.S.A. 米国 Fig. 8 Increase in labour productivity links to increase in wages (OECD countries/28-14 average) Real employees compensation changed rate Unemployment rate -1. 6 5 4 3 2 3. 2. 1. Tokyo ( )Information assets indicate acceptance of order/ package software, self-developed software, etc., human capital indicates spending to OFF-JT. Germany France Osaka Aichi U.K. Japan U.S.A. 1 2 3 4 Increased rate of labour productivity y =.49x +.35 (2.32) R² =.17-2. -2. -1. 1. 2. 3. Real labour productivity changed rate Fig. 9 Increase in labour productivity reduces unemployment rate. (By prefectures/22-212 average) 9 Okinawa y = -.83x + 5.95 8 (-3.6) R² =.23 7 ⅲ
Chapter 3: Toward for a Society where everyone can play an active role in the face of Population Decline Environmental improvement for the Elderly on How to Work and Play an Active Role Although a decrease in population is expected in Japan in the future, in view of the elderly, an increase in population is expected. In the elderly, while numbers of persons employed are slightly increasing, there are still plenty of elderly people who have not yet been employed irrespective of their willingness to work. In this regard, environmental improvements enabling them to select a variety of working ways is necessary. Fig.1/Fig.11 As an alternative for work, starting a business is also considered in addition to employment. Those aged 6 or older who wish to start a business are increasing. Taking account of the elderly s experiences cultivated during their long career, support for starting a business for them as a venue to play an active role is necessary. Fig.12 Challenges of companies/labourers aiming to Play an Active Role for Limited Human Resources While the employment situation is improving, the decline birthrate and demographic aging are continuing to develop, and labour shortages are emerging. Amid the labour shortages, finite human resources exert abilities obtained by their experiences, and it is significant to establish a society, in which everyone can actively participate. Companies are faced with situations offers of work result in no applicants, or no applicants are found suitable for the work. Reexamining the consolidation of support for the enhancement of applicant qualifications, wage levels, treatment/labour conditions, proposing better job recruitments and endeavoring to secure human resources are crucial. Fig. 13 ⅳ
Fig. 1 While the population of less than 6 years of ages decreases, 6 years or older population increases ( ) (1, persons) ( 1, persons ) 4,6 8,8 Less than 6 years of ages 8648 (right axis)(-583) 4,4 8,6 4346 4,2 8,4 Fig.11 In addition to occupied population of 6 years or older, considerable (1, persons) number of wishing to work exist, it tends to be increasing. 1,8 有業者数 Number of occupied 就業希望者 Wishing to work population 1,6 就業希望者 Wishing to work 1,4 (+29) 313 1,2 25 284 1, 4, 3,8 414 6o years or older (+243) 864 8,2 8, 8 6 4 2 96 1,14 1,267 212 15 2 (Year) ( ) Numerical values in 22 are from Japan s future estimated population prepared by the National Institute of Population and Social Security Research. (Estimated in January 212.) (1, persons) 2 Fig. 12 Of those who are 6 years or older, persons to wish to found a company have increased. 18 17.3 16 14 12 1 8 6 4 2 1.7 14.5 22 7 12 (Year) 4 2 募emerges 集しても 応募がないIn spite of offering job recruitment., no application 22 2 7 12 34.8 応募はあるが 応募者質が自社の求める水準に満たないの資5.9 応募はあるが 求職者が求める処遇労 働条件と自社の提示内容が折り合わない16.1 応が 早期に離職して募があり採用もしている しまう((Year) 年 ) Fig. 13 There are many companies which do not reach the acceptance even though receiving applicants for recruitment. (216) 43.2 applicant cannot be satisfied the level the company requires Despite there is an application, the qualification of the Despite there are applications, treatment/work conditions required by applicants and company s presented content does not be conformed Mismatch in the phase of application leave a job soon Despite there are applications and carry out recruits, they ⅴ
Analysis of Labour Economy 216 (White Paper on the Labour Economy 216) -Realization of a Society Where Everyone Can Play an Active Role and Challenge for Enhancement of Labour Productivity- Overview
Chapter 1:Trends and Features of the Labour Economy -Trends of Employment, Unemployment, etc.- Employment conditions are steadily improving: the FY215 average unemployment rate was 3.3%, the lowest rate in 19 years, and the FY215 average ratio of active job openings to active job applicants was 1.23, the highest ratio in 24 years and it reached the record high of.82 times in March 216 and so forth. Transfer from irregular employment to regular employment has been increasing for 3 years in a row since 213, pertinent to involuntary irregular employment, it has been decreasing for 9 quarterly periods in a row by year-to-year comparison. 2.5 Transition of the unemployment rate and the ratio of active job openings to active job application (Time(s)) 5.5 2 15 1 (1, persons) Transfer from irregular employment to regular employment(15~54 years old) (Taking account of movement from regular employment to irregular employment.( )) 2. Unemployment rate (right axis) 5. 5 1.5 1. Raito of new job openings to job applicants Ratio of active job openings to active job applicants 4.5 4. 3.5-5 -1 25 6 7 8 9 1 11 12 13 14 15 (Year) 21 2 19 Transition of ratio of involuntary irregular employment Decrease for 9 quarterly periods in a row..5 3. 18 17 27 7 Active job openings to applicants ratio for regular employees 8 9 1 11 12 13 14 15 16 (year/month) Source: Prepared based on Report on Employment Services, MHLW, Labour Force Survey and Labour Force Survey (detailed tabulation). Statistics Bureau, Ministry of Internal Affairs and communications(mic) 2.5 16 15 Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ Ⅱ Ⅲ Ⅳ Ⅰ 213 14 15 16 (year/quarter) The number of persons transferred from irregular employment to regular employment, minus the number of persons transferred from regular employment to irregular employment. 1
Chapter 1: Trends and Features of Labour Economy -Trends of wages- Nominal wages in FY 215 increased for 2 years in a row mainly due to the increase in full-time workers' scheduled wages. Further, full-time workers nominal wages increased for 3 years in a row and the hourly wage of part-time workers is the highest level, ever, at 1, 69 yen on average in 215. 2. 1. Transition of the total sum of cash earnings パートタイム労働者比率の寄与 Contribution of the ratio of part- time workers パートタイム労働者の現金給与総額の寄与 Contribution of the total sum of cash earnings of part-time workers. 一般労働者の特別給与の寄与 Contribution of the special wages of full-time workers. 一般労働者の所定外給与の寄与 Contribution of the non-scheduled wages of full-time workers. Contribution of the scheduled wages of full-time workers. 一般労働者の所定内給与の寄与 ( 1) 42. 41.5 41.3 41. 4.5 41. Transition of the total sum of cash earnings of full-time workers 4.2 4.2 4.1 4.3 4.7 4.9 4. 39.8 39.5-1. -2. -3. -4. Percentage change from the previous year of the total sum of cash earnings of all workers 27 8 9 1 11 12 13 14 15 FY212 FY213 FY214 FY215 1.%.2%.5%.2% Source: Prepared based on Monthly Labour Survey, MHLW. (FY) 39. 27 8 9 1 11 12 13 14 15 (FY) ( ) 1,8 Transition of the hourly wage of part-time workers 1,7 1,6 1,5 1,4 1,3 1,2 1,1 1, 212 13 14 15 16 (year/month) 212 average 213 average 214 average 215 average 1,27 1,38 1,54 1,69 FY averages : 212: 1,31; 213: 1,41; 214: 1,55; 215: 1,7 2
Chapter 2: Japan s Current Status and Challenges for Enhancement of Labour Productivity Current Status of Labour Productivity in Japan (1) In view of the condition of added value in Japan, (1) The contribution of capital input including IT investments has been diminishing since the latter half of the 199s; (2) The contribution of TFP (Total Factor Productivity) has been decreasing as compared with the 197s and 198s, due largely to decreased contribution of TFP, and added values have not increased since the latter half of 199s. For Japan, to overcome supply limitation caused by the decline in birthrate and demographic aging is an urgent issue, and toward this particular goal, in addition to an increase in capital input, an enhancement of added value generation by each person, i.e., an improvement in labour productivity is indispensable. Incidentally, the increased rate of labour productivity in Japan has been at the average level in the OECD countries. 6. 5. 4. 3. 2. 1. Analysis of factor of added value in Japan TFP Contribution の寄与 of TFP Contribution of increase in 労働投入増加の寄与 labour input Contribution of increase in 資本投入増加の寄与 capital input Growth 実質 rate GDP of 成長率 real GDP (25 (25=1) 年 =1) Transition of real labour productivity (International comparison) 11 U.S.A. Japan 18 16 France 14 12 U.K. -1. (Year) 1 98 Germany 25 6 7 8 9 1 11 12 13 (Year) Source: Prepared based on (Ind.)Research Institutes of Economy, Trade and Industry JIP Database 215 (Left Fig.) and OECD Stat(Right Fig.). 3
Chapter 2 Japan s Current Status and Challenges for Enhancement of Labour Productivity -Current Status of Labour Productivity in Japan (2)- When looking at the trends of labour productivity by industry, the increased rate of real labour productivity in the manufacturing industry in Japan is comparable to major countries. Meanwhile, although the increased rate of labour productivity in the eating and drinking services industry is the highest in major countries, its level is the lowest. When conducting analysis of factors, the added value factor is weak in both the manufacturing and the eating and drinking services industries. Factors of increase in labour productivity are due to decreases in the deflating factor in the manufacturing industry and to decreases in labour input in the eating and drinking service industry. In order for Japan s labour productivity to be increased even further, an increase in added value is required. Analysis of factor of real labour productivity in manufacturing industry Transition of real labour producti (2=1) 4% 17 Changed rate of real labour productivity 16 3% U.S.A. 15 U.K. 2% 14 13 1% 12 % 11 Labour input France Germany Added value -1% 日米英ドフ1 Japan 本国国イ9 ツ2 1 2 3 4 5 6 7 8 9 (Year) Analysis of factor of real labour productivity in eating and drinking services industry (2=1) Transition of real labour productivity in eating and drinking service industry 4% 13 Added value 3% Changed 実質労働生産性 rate of real labour の変化率 productivity 12 2% France Japan U.K. 1% 11 % -1% 1 U.S.A. -2% Labour input 労働投入 Germany -3% 日デフレーター Deflator 米英ドフ本国国イラ9 ツン2 1 2 3 4 5 6 7 8 9 13ス付加価値 (Year) Source: Prepared based on EU KLEMS Database. Japan Japan U.S.A. U.S.A. U.K. U.K. Germany Germany Deflator ランスFrance France 4
Chapter 2: Japan s Current State and Challenges for Enhancement of Labour Productivity- -Current State of Labour Productivity in Japan (3) - If we look at Japan s TFP contributions, these are correlated with an increased rate of intangible asset investment in the international comparison, but because Japan s increased rate of intangible assets is weak, the TFP increase rate is weak. In particular, of the intangible assets investments, among major countries, (1) Japan s investments in information assets concerned with IT for software, etc., is weak, (2) Japan is weak in human investments including off-the-job training. These are considered to be major factors of weakness in the increased rate of intangible asset investment. 3. 2.5 2. -.5 Relations between intangible assets and TFP y =.44x - 1.17 (2.98) R² =.43 T F 1.5 P 1 上昇 1. 5 Germany Japan 率(U.K. U.S.A. % )France..5-5 TFP increased rate 1. 2. 3. 4. 5. 6. 7. -15 Increased rate of equipped ratio in intangible assets 2 15 1 5-1 International comparison of the increased rate of information assets 1995-2 21-25 26-21 日本 Japan Germany ドイツ U.K. 英国 U.S.A. 米国 International comparison 人的資本の上昇率の国際比較 of the increased rate of human capital 1995-2 21-25 26-21 日本 Japan Germany ドイツ U.K. 英国 U.S.A. 米国 Source: Prepared based on (Ind.)Research Institute of Economy, Trade and Industry JIP Database 213, INTAN-Invest, Corrado. Haskel, Jona-Lasinio, Iommi (212) Intangible Capital and Growth in Advanced Economies, Miyagawa/Hisa (213) Intangible asset investment by industry and Japan s economic growth, EU KLEMS database. Note : (1)TFP (Total Factor Productivity) is comprehended as a part (residual error) incapable of measuring by an increase in input by production factors such as capital/labour and understood that it reflects innovation and management efficiency. (2)Intangible assets are classified into (a) Information Assets like software, etc., (b) Innovative Property of R&D, etc., (c) Economic Competences like investments in brand equity/organizational structure and human capital. 5
Chapter 2: Japan s Current Status and Challenges for Enhancement of Labour Productivity -Fruits of an Increase in Labour Productivity from the Perspective of Wages/Employment (1)- When looking at the relationship between labour productivity and wages with international points of view, as real labour productivity increases, the relationship in which real employees compensation increases can be seen. When looking at the relationship between labour productivity and the unemployment rate by prefectures in Japan, an inverse correlation is recognized between an increase in labour productivity and unemployment rates, and the relationship of if labour productivity increases, the number of the unemployed increases cannot be seen. Real employees compensation changed rate Relations between labour productivity and wages in OECD countries Relations between labour productivity and unemployment by (28-214 average) prefectures in Japan 9. 3. (Fiscal 22 215 average) Okinawa 8. y = -.83x + 5.95 (-3.6) 2. 7. R² =.23 Germany France Osaka 1. 6. Japan ) -1. -2. U.S.A. U.S.A. y =.5x +.35 (2.32) R² =.17-2. -1. 1. 2. 3. Real labour productivity changed rate Unemployment rate 失業率(%.5 1. 1.5 2. 2.5 3. 3.5 4. 5. 4. 3. 2. Tokyo Aichi Increased rate of labour productivity Source: Prepared based on OECD.Stat(Left Fig.), Basic Statistical Survey on Employment Structure, Statistics Bureau(MIC), Prefectural Accounts, Cabinet Office (Right Fig.), "Monthly Labour Survey (regional)," MHLW(Right Fig.) 6
%Companies implementation ratio of OFF-JT (Regular employees) (9 8 7 6 Chapter 2: Japan s Current State and Challenges for Enhancement of Labour Productivity Japan s Challenges and Policies Aiming for an Increase in Labour Productivity(1) Although an increase in ability development expenditure is effective for an increase in labour productivity, when companies are tackling ability development, to carry out both implementation of on-the-job training and off-the job training are significant in terms of an increase in labour productivity. Other than these initiatives, to independently promote labourer ability development in compliance with companies policy such as the enhancement of added value and toward self-development for labouerers. Relations between implementation ratio of OJT/OFF-JT and labour productivity Wholesale 卸売業 trade Retail trade Living-related and personal services, amusement services Information and communications 情報通信業 Manufacturing Eating and drinking services Scientific reserch, proffessional and technical services 5 4 5 6 7 8 9 )Companies implementation ratio of OJT (Regular employees) Relations between carrier formation and labour productivity Industrial groups indicating positive growth rate can be seen in plenty. 12 Degree of companies positive engagement in development of labourers ability (regular employees) 11 1 9 8 Living-related and personal services, amusement services Wholesale trade Eating and drinking services 飲食サービス業 Manufacturing Retail trade Scientific reserch, proffessional and technical services Information and communications 7 5 6 7 8 9 Companies implementation ratio for OFF-JT (Regular employees) Source: Prepared based on Ability Development Basic Investigation, MHLW Note: The scale of bubbles illustrates the comparative scale of labour productivities with other industries. 7
Chapter 2: Japan s Current Status and Challenges for the Enhancement of Labour Productivity -Japan s Challenges and Policies for an Increase in Labour Productivity (2)- With reference to Pseudo-Kites Index, viewing it from an international perspective, an increase in the relative minimum wage will link to contraction of labour productivity disparity, as a result, it may be a possibility to be connected to an increase in nationwide labour productivity. In Japan, even as an increase in the minimum wage cannot be said effective in an increase in the average wages, it has an impact on pay hikes for people whose wages correspond to the lower level of 1%..5.4 Pseudo-Kites Index and labour productivity disparity (International comparison) Labour productivity disparity has contracted.(comparison between service industry and manufacturing industry.).5.4 Japan s minimum wage and its level raise Preliminary calculation on impact of minimum wage (Changed rate by an increase in minimum wage by 1%).3.3.2.2.1.1 -.1 Pseudo Kites 疑似カイツ -.1 Wage of lower level 1% Changed 下位 1% rate of 賃金 minimum wage Average wage 平均賃金 Source: Prepared based on OECD. Stat (left fig.,) All member Consultative meeting on the concept of indication system Central Minimum Wage Council,MHLW(Right fig.) Note: Pseudo Kites Index is the value obtained by dividing the first quantile income in the labourers 1 income quantile class by the median value of the income. 8
Chapter 2 Japan s Current Status and Challenges for the Enhancement of Labour Productivity Japan s Challenges and Policies for an Increase in Labour Productivity (3)- When viewed from an international perspective, countries whose labour transfers among industries more actively (countries with higher Lilien Measure) tend to become higher in the increased rate of labour productivity. When implementing analysis of factors for the changed rate of Japan s labour productivity, what contributes the most to the increase among factors for boosting it are genuine productivity factors followed by the Denison Effect (effects by labour transfer among industries) and it is recognized that the labour transfer to the industries with higher labour productivity is one of factors for boosting labour productivity. Moreover, when viewed from an international perspective, the longer the hours spent for learning and training, the more active trend can be seen in labour transfer among industries; for inter-industrial labour transfers, it will be necessary for each person to enhance own abilities through spontaneous learning and training. Labour productivity increase rate 5. 4. 3. 2. 1. Inter-industry labour transfers and increased rate of labour productivity (International comparison) U.S.A U.K. Germany Japan France y = 41.628x -.152 (4.13) R² =.4264-1..2.4.6.8.1.12 -.5 (Lilien Measure) 4. 3.5 3. 2.5 2. 1.5 1..5 Decomposition of contribution degree of labour productivity increased rate of Japan Labour productivity increased rate デニソン効果 Denison Effect.5 ボーモル効果 Baumol s effect 純生産性要因 Pure productivity リeffect リエン指Lilien Measure.45.4 Relations between learning/practice hours and interindustry labour transfers (EU countries).35 標.3.25 Under average Average 2% 2% or greater Hours spent for learning and practices 1981-85 86-9 91-95 96-2 1-5 6-1 (Year) Source : Prepared based on OECD. Stat, (Ind.)The Research Institute of Economy, Trade and Industry, JIP Database 215 (Left fig. and center fig.), EU KLEMS Database (Center fig.), EURO Stat(Right fig.). Note: (1)Lilien measure aggregates isolations between employment fluctuation of each industry and employment fluctuation of whole industry and it means that the bigger its value, inter-industrial labour transfer is more active. (2)Baumol s effect means an effect by a change according to industrial structure; Denison effect means an effect according to labour transfer. 9
Chapter 3: Toward a Society Where Everyone can Play an Active Role in the face of Population decline -Japan s Situation Where Active Roles of Workers are sought- Although a decrease in the labour force population is expected, when looking into potential labour force*, there are 4.13 million population who wish to work and 2.22 million unemployed. In terms of a certain number of existence of those who have not yet been employed due to incongruous content of work, duty hours, wage, etc., from their requests, provision of working alternatives by configuration of a variety of working hours, and attempting the enhancement of matching functions by transparency of jobsite information, are essential. (1, persons) 4 3 31 Potential labour force (by gender) Males Females 2 1 112 134 88 Wishing 就業希望者 to work Unemployed 完全失業者 (1, persons) 14 12 1 8 6 4 2 適who wish to work 121 Breakdown of There seems no appropriate jobs (1,21, persons) 95 ありそうにないThere seems no appropriate jobs ありそうにない当な仕事が23 18 自ありそうにない近にあう仕事が分の知識 能力くに仕事がThere seems no jobs in the vicinity There seems no jobs.in conformity with one s knowledge, ability 51 勤希望にあう仕事が務時間 賃金などがありそうにないThere seems no jobs whose duty hours, wage, etc., conform to request 5 今仕の景気や季節では事がありそうにないThere seems no jobs in view of current economy 24 あ出りそうにないのうち産 育児のため適当なその他There seems no appropriate jobs, others 仕事がDue to childbirth and care 21 介護 看護のためDue to caring and nursing care 66 健康上の理由のためDue to health condition 85 そのOthers 他Non-job seeking reasons of non-labour force populations (1, persons) 8 7 6 5 4 3 2 1 賃Job recruitment is incongruous with job application(1,53,persons) 希望とあわない17 Wage/salary do not satisfy request 金 給料が26 32 勤自な求人の年齢と務時間 休日分の年齢とがどが希望とあわないDuty hours, holidays, etc., do not satisfy request あわないThe age of recruitment and own age do not fit 18 recruitment requirements 技能が求人要件に自分の技術や満たないOwn technique and skill do not satisfy 6 希内容の仕事が望する種類 ないThere is no jobs to suit own requirement 16 条ないが仕事が件にこだわらないThere is no jobs, even regardles of conditions 49 その他Number of the unemployed by reason why unemployed Others Source : Prepared based on Labour force survey (detailed tabulation)(215), Statistic Bureau (MIC) * Those who are considered as wage-earners regardless of not reaching to be employed. Within non-labour force population, Wishing to work and the Unemployed are considered. 1
Chapter 3: Toward a Society Where Everyone can Play an Active Role in the face of Population decline Environmental Improvement for the Elderly on How to Work and Play Active Roles (1)- Although a decrease in the labour force population is expected in the future, as far as the elderly are concerned, the population is expected to increase. The number of working elderly is increasing, and there are still 3.13 million elderly people who have yet to start to work but want to work. Further, the stratum of unemployed households of 6 64 age and 65 or older age ranges have the same level of consumption expenditure as the stratums of working households of 35 44 age and 34 or younger, and working households of 65 or older stratums have consumption expenditure over that of the aged 6 or older stratum of unemployed households. The participation of the elderly in employment not only leads to alleviation of labour force supply limitations, but also contributes to creating the virtues of economic circulation through income acquisition. Transition of the population of less than 6 years of ages/6 years or older (1, persons) (1, persons) 46 88 44 42 4 38 8,648 Less than 6 years of ages(right axis) (-584) 4,14 6 years 歳以上 or older (+243) (+243) 4,346 8,64 86 84 82 8 212 15 2 (Year) (1, persons) 1,8 Number of 有業者数 1,6 1,4 1,2 1, 8 6 4 2 Occupied persons of 6 or older and wishing to work 6 歳以上の有業者と就業希望者 284 96 the occupied Wishing 就業希望者 to work (+29) 25 1,14 就業希望者 Wishing to work 313 1,267 22 2 7 12 (Year) 45 4 35 3 25 2 15 1 5 (1, Yen) 35 23 4 高年齢者世帯の可処分所得と消費支出 Disposable income and consumption expenditure of elderly households 28 43 34 37 32 ~34 35~44 45~54 55~64 65~ 6~64 65~ (Age) ( 歳 (Age) ) Wage workers 勤労者世帯 households Unemployed 無職世帯 households 33 29 14 可処分所得 (per month) 消費支出 expenditure 27 Disposable income Consumption (per month) 18 24 Source : Prepared based on Population Estimates (Left fig.), Basic Statistical Survey on Employment Structure(212) (Left fig/center fig.), Family Income and Expenditure Survey (215) (right fig.), Statistic Bureau,(MIC), Population Projections for Japan, (Ind.) National Institute of Population and Social Security Research. 資料 11
Chapter 3: Toward a Society Where Everyone can Play an Active Role in the face of Population decline Environmental Improvement for the Elderly on How to Work and Play an Active Role (2)- With respect to the elderly, because that both males and females wishing to continue their present work exceed 8%, the implementation of policies for continued employment has become significant. Meanwhile, there are plenty of elderly employed in irregular employment on the grounds of their preference to work at times convenient to them, or because of their wish to gain supplementary revenues for their family budgets (e.g. school expenses, etc). Hence the configuration of flexible labour hours is necessary from the standpoint of being employed with a rewarding and challenging mood. Conscious mind of working for employed person over 6 years or older (by gender) Main reasons for non-regular employment labourers 6 years or older get present employment status 1% 9% 8% 7% 6% (7.63 million persons) (5.5million persons) 1.8% (82,persons) 3.9% (29,persons) 2.9% (22,persons) 13.4% (68, persons) 2.7% (14,persons) 1.8% (9, persons) No jobs for regular staff/regular employees (11.7%) Others (18.%) Preference to work in one s convenient hours (21.8%) 5% 4% 3% 2% 1% % 81.4% (6.21 million) Male 男性 8.8% (4.7 million) Female 女性 仕事をすっかりやめてしまいたい Want to quit job all in all Want to shift to another ほかの仕事に job. 変わりたい この仕事のほかに Want to do other job 別の仕事もしたい beside this job. Want to continue this job. この仕事を続けたい Preference to use one s professional skills, etc. (13.4%) Short commute time (4.4%) Readily compatible with family affairs/child care/nursing, etc. (4.2%) Preference to supplementary for family budget, school expenses, etc.(2.1%) Source: Prepared based on Basic Statiscal Survey on Employment Structure(212) (Left Fig.), Labour Force Survey (detailed tabulation)(215) (Right fig.), Statistic Bureau(MIC). 12
したかったなかったChapter 3: Toward a Society Where Everyone can Play an Active Role in the face of Population decline Environmental Improvement for the Elderly on How to Work and Play an Active Role (3)- The elderly who want to found an enterprise have been increasing. When taking a look at incentives for starting a business, responses obtained are Want to utilize one s experiences, knowledge and qualifications, Want to practice a job to contribute to society, Want to work irrespective of age and gender and suchlike. The founding of businesses by the elderly also is based on elderly needs to take advantage of the their experiences and knowledge obtained through their occupational experiences and therefore the implementation of a business foundation assistance policy is considered necessary. 2 18 16 14 12 1 (1, persons) 8 6 4 2 Of persons 6 years or older, those prefer to found enterprise 17.3 1.7 14.5 22 7 12 (year) 6 51.1 5 4 3 2 1 や仕資格を生かしたTo utilize job experiences/ knowledge and qualifications 事の経験 知識かった36.2 36.2 仕関社年事がしたかったsociety To practice a job to contribute to したかった係なく仕事が会の役に立つTo work irrespective of age and gender 齢や性別に35.1 自し由に仕事がTo do one s job freely たかった24.5 収たかった入を増やしTo increase income 22.3 アイデアを事業化idea systemize as a business 自分の技術やTo make one s technology and 2.2 事仕Interested in a job for business management 業経営という事に興味があった18.1 適当な勤め先がNo appropriate company to work 1.6 時ゆTo have some affluence in time and feeling 間や気持ちにとりが欲しかった生かしたかった8.5 To utilize hobby and special skills 趣味や特技をIncentives of founding enterprise (Multiple responses up to 3) 13.8 その他Others Source: Prepared based on Basic Statiscal Survey on Employment Structure(212) (Left Fig.), Statistic Bureau(MIC), Inauguration of Senior entrepreneur (212) (Right fig.),japan Finance Corporation General Research Center 13
Chapter 3 Toward a Society Where Everyone can Play an Active Role in the face of Population decline -Environmental Improvement for the Elderly on How to Work and Play an Active Role (4)- When looking into relations between social activities and employment from the standpoint of what sort of things are necessary in order to play an active role even when one becomes elderly, those who replied that they carry out social activities during their career (5 59 years old) have a higher ratio of employment experience in their age bracket between 58 and 67. Moreover, looking into relations between ability development/self-development and incomes, those who have experienced ability development/self-development during the age bracket between 54 and 63 have high their monthly incomes on average. It is significant to carry out social participation actively and execute ability development/self-development by securing time through a reduction in long working hours, from career ages. 1 9 8 7 6 5 4 3 2 1 Employment ratio according to be employed or not at the moment between 58 to 67 by persons with and without social activities in career days( Social participation activities, Nonpaying job ) 36.1 63.9 Doing 4. 3.1 6. 69.9 Not doing Social participation activities 仕事をしている Doing job Doing 39.9 6.1 Not doing Non-paying job 仕事をしていない Not doing job job Income 54~63 distribution 歳時に能力開発 自己啓発の経験の有無別 in an age bracket of 58 67 by persons58~67 with and 歳時点の収入分布 without experiences of ability development/self-development during ages 54 to 63. 38.2 With能力開発 自己啓発あり ability development/self-development 1か月の平均収入額 27.2 Average income/month 47.8 万円能力開発 自己啓発 478, なし 23.7 24.1 Without ability development/self - development 1か月の平均収入額 Average 34.6 income/month 万円 346, 17.5 13.5 11. 8.2 8.9 6.7 6.5 4.6 5.1 4.7 5 11 ~21 ~31 ~41 ~51 ~1 円11 thousand 21 thousand 31 thousand 41 thousand 51 thousand 1,1 11 万thousand thousand 以yen to 2 万yen to 3 万yen to 4 万yen 5 万to yen to yen 円yen or 下less 2 thousand 円3 thousand 円4 thousand 円5円thousand 1, 1 万thousand or more 以yen or以less yen or 以less 以以円上yen or less yen or less yen or less 下下下下以下45 4 35 3 25 2 15 1 1 万Source: Prepared based on Longitudinal Survey of Middle-aged and Elderly Persons (9 th research, 213), MHLW. Note: Doing or not doing social activities is age bracket 5 59 (1 st research) is point in time, working on or not working on of ability development/self-development is age 54-63 (5th research) at this point in time, doing or not doing job, income per month is at this point in time of age 58-67 (9th research). 14
Chapter 3 Toward a Society Where Everyone can Play an Active Role in the face of Population decline - Challenges of Companies/Labourers aiming to Play an Active Role for Limited Human Resources(1)- In Japan, the labour shortage has emerged in addition to the decline birthrate and demographic aging. Taking account businesses judgements on personnel, about half of them replied that they have a shortage of labour. Labour shortages have an effect on business management as an inability to correspond to increases in demand, and workplace impacts of an increase in overtime working hours and in a decrease in acquisition of holidays. Furthermore, an impact in terms of an increase in employee resignations can be seen. Even as businesses issue employment offers in order to secure human resources, as many as 4% of businesses have received no applicants despite offering employment, and 4 percent face mismatches in terms of the applicants. As the lack of applicants and the mismatches were caused by mismatches in the wage level and treatment/working conditions, businesses must carry out positive employment management and try to secure human resources. Business Judgment on Personnel Appropriate 45.% Excess 5.6% 4 2 応募募集がしなてもい 43.2 application emerged Shortage 49.4% Regardless of recruitment, no 5 4 3 2 1 に需対応できない48.4 Unable to adapt to an increase in demand 要の増加34.8 資質が自容が折り合わ求める水自社の提が 応募者の応募はある満たない準に社の*Business Survey 4.7 38.3 37.5 な技事外伝承が困難になって術 ノウハウの着実業運営上に支障を来しているいるbecome difficult Succession of technique/knowhow has Although there is entries for job offers, qualification of applicants does not satisfy company s required level Business management has been disturbed Reasons why recruitment cannot be fulfilled *Business 人募費が増大している労働の増大等で人件for existing human resources, increase in overtime work, etc. have increased personnel cost 材の処遇改善 時間集賃金の上昇や既存5.9 が 求職者が求める処応募はある労働条件とjob offers, treatment/labou r conditions required by job seekers and company s posted content are incompatible ない示内Impact of labour Shortage on Business Management 23.8 業新拡規大事計業画へるがのい停滞して着手や事遇 Although there are entries for 8 7 6 5 4 3 2 1 時Survey 72.3 職場の雰囲気の悪化休間外労働の増加や暇取得数の減少Mismatch at application phase 16.1 応職して用が募があり採もしている 早期に離and acceptance, the employed are liable to quit soon しまうImpact of Labour Shortage on Workplace *Business Survey 29.3 28.2 27.6 27.2 従従教離職の増や加Source: Prepared based on Survey on Current Status of a shortage of Human Resources (216),(Int.)The Japan Institute for Labour Policy and Training An increase in recruitment wage and treatment improvement operational expansion have stagnated Onset to a new business and project for decrease in number of holiday acquisition An increase in overtime work and atmosphere of workplace 業員間の人間関係Deterioration of human relations and Although there are applications motivation 業員の労働意欲の育訓練や能力開発機会の減少低下Degradation in employees labour ability development Decrease in Education/training and opportunities for An increase in separation from work 15
Chapter 3 Toward a Society Where Everyone can Play an Active Role in the face of Population decline -Challenges of Companies/Labourers aiming to Play an Active Role for Limited Human Resources (2) - Under the labour shortage, human resources must be prevented separation from service and human resource abilities identified. As job transfer s reasons, Work is hard and the stress is enormous occupies a high rate. On the other hand, several businesses that engaged with the Smoothing of in-house communications and Contraction of working hours, have high labour retention rates. It is necessary to implement such employment management to lead to continued employment. In addition, it is important that labourers exert their abilities. In the businesses that engage in lifting employee motivation, human resources development, or supporting a work-life balance have a high ratio of labourers able to use their skills, indicating the need for businesses to actively pursue employment management. 25 2 仕15 23. 22.9 賃金が安い事がきつが大きいWork is hard/stress is heavy い ストレスWage is low 労働者調査 21.9 2.8 Career-up キャリアアップReason of job transfer *Labourers survey 会性に対する不安stability 社の将来性 安定Concern about company s future and 18. 17.6 and closure 会社の倒産 事業所の労働時間閉鎖Concern about company s bankruptcy Tacking situations of businesses employment management and ratio of labourers to hope to ongoingly work in present company が長い転職理由 Working hour is long. 企業の雇用管理の取組状況と現在の勤務先で 引き続き働くことを希望する労働者の割合 *Business 企業調査 労働者調査 survey/labourers survey 66 64.8 65. 64 61.4 62 6.1 6 58 56 Smoothing 社内コミュニケーション of in-house communications の円滑化 Implementing businesses 実施している企業 Contraction 労働時間の短縮化 of working hours Not implementing businesses Relations between condition of positive employment management in business and employees ability exertion *Labourers survey 実施していない企業 Company to be earnest of human resources cultivation 78.2% Ratio of labourers to be conscious of attainment of their ability exertion. Company not to be earnest of human resources cultivation 63.5% Company taking account of satisfy both job and life 76.% Ratio of labourers to be conscious of attainment of their ability exertion. Company not taking account of to satisfy both job and life 62.% Source: Prepared based on Survey on current status of a shortage of human resources (216), Survey on the concept of how to work(216), (Ind.)The Japan Institute for Labour Policy and Training 16