[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"article:job-gata-koyou":3},{"meta":4,"markdown":70,"quiz":71},{"type":5,"articleId":6,"slug":7,"title":8,"titleEn":9,"category":10,"summary":11,"publishedAt":12,"image":13,"vocabulary":14,"quizId":69},"article","bj-job-gata-koyou","job-gata-koyou","ジョブ型雇用への移行 — メンバーシップ型からの脱却","Shift to Job-Based Employment: Moving Away from Membership-Type","business-japanese","Overview of Japan's shift from membership-type employment (member-gata) to job-based employment (job-gata). Covers the traditional new-graduate batch hiring → assignment → rotation → retirement model, the job description (shokumu-kijutsusho) starting point of job-gata, skill-based pay, leading adopters (Hitachi, Fujitsu, KDDI, Sony) since 2020, merits and demerits, the 2024-2025 expansion trend, government reskilling policy, and why job-gata fits foreign engineers.\n","2026-04-28T00:00:00Z","https:\u002F\u002Fimages.yamiyomi.com\u002Fbj-job-gata-koyou.png",[15,20,24,28,32,36,40,44,48,52,57,61,65],{"word":16,"reading":17,"meaning":18,"level":19},"雇用","こよう","employment","N1",{"word":21,"reading":22,"meaning":23,"level":19},"移行","いこう","shift",{"word":25,"reading":26,"meaning":27,"level":19},"脱却","だっきゃく","breaking away",{"word":29,"reading":30,"meaning":31,"level":19},"職務","しょくむ","job duties",{"word":33,"reading":34,"meaning":35,"level":19},"記述書","きじゅつしょ","description document",{"word":37,"reading":38,"meaning":39,"level":19},"報酬","ほうしゅう","compensation",{"word":41,"reading":42,"meaning":43,"level":19},"異動","いどう","transfer",{"word":45,"reading":46,"meaning":47,"level":19},"配属","はいぞく","assignment to a post",{"word":49,"reading":50,"meaning":51,"level":19},"一括","いっかつ","lump",{"word":53,"reading":54,"meaning":55,"level":56},"採用","さいよう","hiring","N2",{"word":58,"reading":59,"meaning":60,"level":19},"専門性","せんもんせい","specialization",{"word":62,"reading":63,"meaning":64,"level":19},"中途","ちゅうと","mid-career",{"word":66,"reading":67,"meaning":68,"level":19},"推進","すいしん","promotion (of policy)","bj-job-gata-koyou-quiz","\n::para\n[ジョブ]{じょぶ:job}[型]{がた:type:N2}[雇用]{こよう:employment:N2}は、[2020]{にせんにじゅう:2020}[年]{ねん:year:N5}[前後]{ぜんご:around:N5}から[日本]{にほん:Japan:N5}の[大手]{おおて:major:N4}[企業]{きぎょう:company:N1}が[本格]{ほんかく:full-scale:N3}[導入]{どうにゅう:introduction:N2}を[始めた]{はじめた:started:N4}[新しい]{あたらしい:new:N4}[人事]{じんじ:HR:N4}[制度]{せいど:system:N3}です。[従来]{じゅうらい:traditional:N1}の[メンバー]{めんばー:member}[シップ]{しっぷ:ship}[型]{がた:type:N2}（[人]{ひと:person:N5}に[仕事]{しごと:job:N4}を[割り当てる]{わりあてる:to assign:N3}）から、[ジョブ]{じょぶ:job}[型]{がた:type:N2}（[仕事]{しごと:job:N4}に[人]{ひと:person:N5}を[割り当てる]{わりあてる:to assign:N3}）への[転換]{てんかん:shift:N2}は、[戦後]{せんご:postwar:N3}の[日本]{にほん:Japan:N5}[式]{しき:style:N3}[経営]{けいえい:management:N2}[最大]{さいだい:largest:N3}の[構造]{こうぞう:structural:N2}[改革]{かいかく:reform:N2}の[一つ]{ひとつ:one:N5}と[言われて]{いわれて:said to be:N4}います。[本]{ほん:this:N5}[記事]{きじ:article:N3}では[両者]{りょうしゃ:both:N3}の[違い]{ちがい:differences:N3}、[先行]{せんこう:leading:N5}[企業]{きぎょう:company:N1}の[事例]{じれい:cases:N3}、[メリット]{めりっと:merits}・[デメリット]{でめりっと:demerits}、[政府]{せいふ:government:N2}[政策]{せいさく:policy:N1}、そして[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}にとっての[意味]{いみ:meaning:N4}を[整理]{せいり:organize:N1}します。\n\n#en\nJob-based employment (job-gata) is a new HR system that major Japanese companies began full-scale introduction of around 2020. The shift from the traditional membership-type (assigning jobs to people) to job-type (assigning people to jobs) is said to be one of the largest structural reforms of postwar Japanese-style management. This article organizes the differences between the two, cases of leading companies, merits and demerits, government policy, and the meaning for foreign engineers.\n::\n\n::heading\n[メンバー]{めんばー:member}[シップ]{しっぷ:ship}[型]{がた:type:N2}と[ジョブ]{じょぶ:job}[型]{がた:type:N2}の[定義]{ていぎ:definitions:N1}\n\n#en\nDefinitions of Membership-Type and Job-Type\n::\n\n::para\n[メンバー]{めんばー:member}[シップ]{しっぷ:ship}[型]{がた:type:N2}[雇用]{こよう:employment:N2}とは、[企業]{きぎょう:company:N1}という[共同体]{きょうどうたい:community:N3}の「[メンバー]{めんばー:member}」として[人]{ひと:person:N5}を[採用]{さいよう:hire:N2}し、[具体]{ぐたい:specific:N3}[業務]{ぎょうむ:duties:N3}は[入社]{にゅうしゃ:joining:N4}[後]{ご:after:N5}に[会社]{かいしゃ:company:N4}が[割り当てる]{わりあてる:to assign:N3}[制度]{せいど:system:N3}です。[新卒]{しんそつ:new graduate:N2}[一括]{いっかつ:batch:N1}[採用]{さいよう:hiring:N2} → [配属]{はいぞく:assignment:N1} → [定期]{ていき:regular:N3}[異動]{いどう:transfer:N1} → [年功]{ねんこう:seniority:N1}[序列]{じょれつ:order:N1}[賃金]{ちんぎん:wage:N1} → [定年]{ていねん:retirement age:N3}[退職]{たいしょく:retirement:N3}という[流れ]{ながれ:flow:N3}が[典型]{てんけい:typical:N1}です。[一方]{いっぽう:on the other hand:N4}、[ジョブ]{じょぶ:job}[型]{がた:type:N2}[雇用]{こよう:employment:N2}は[職務]{しょくむ:job duties:N3}[記述書]{きじゅつしょ:description:N2}（[ジョブ]{じょぶ:job}・[ディスクリプション]{でぃすくりぷしょん:description}）を[起点]{きてん:starting point:N3}に、[特定]{とくてい:specific:N3}の[ポジション]{ぽじしょん:position}に[必要]{ひつよう:necessary:N3}な[スキル]{すきる:skills}を[持つ]{もつ:to have:N4}[人]{ひと:person:N5}を[採用]{さいよう:hire:N2}する[制度]{せいど:system:N3}です。[報酬]{ほうしゅう:compensation:N1}は[職務]{しょくむ:job:N3}の[市場]{しじょう:market:N3}[価値]{かち:value:N1}と[本人]{ほんにん:person's own:N5}の[スキル]{すきる:skills}に[基づき]{もとづき:based on:N1}[決定]{けってい:decided:N3}され、[原則]{げんそく:principle:N2}として[本人]{ほんにん:person's own:N5}の[同意]{どうい:consent:N4}なしに[異動]{いどう:transfer:N1}は[行われ]{おこなわれ:done:N5}ません。[欧米]{おうべい:Western:N2}[企業]{きぎょう:company:N1}の[標準]{ひょうじゅん:standard:N1}[形態]{けいたい:form:N1}であり、[日本]{にほん:Japan:N5}でも[中途]{ちゅうと:mid-career:N3}[採用]{さいよう:hiring:N2}[市場]{しじょう:market:N3}や[専門]{せんもん:specialist:N2}[職]{しょく:positions:N3}を[中心]{ちゅうしん:center:N4}に[広がって]{ひろがって:spreading:N4}います。\n\n#en\nMembership-type employment is the system of hiring people as \"members\" of the corporate community and having the company assign specific duties after they join. The typical flow is new-graduate batch hiring → assignment → regular transfers → seniority-based wages → retirement at mandatory retirement age. On the other hand, job-type employment is the system that, starting from the job description, hires people who possess the skills necessary for a specific position. Compensation is decided based on the market value of the job and the person's skills, and in principle no transfers occur without the person's consent. It is the standard form at Western companies and is also spreading in Japan, centered on the mid-career hiring market and specialist positions.\n::\n\n::callout\n[ポイント]{ぽいんと:point}：[メンバー]{めんばー:member}[シップ]{しっぷ:ship}[型]{がた:type:N2}は「[人]{ひと:person:N5}に[仕事]{しごと:job:N4}を[つける]{つける:attach}」、[ジョブ]{じょぶ:job}[型]{がた:type:N2}は「[仕事]{しごと:job:N4}に[人]{ひと:person:N5}を[つける]{つける:attach}」と[覚える]{おぼえる:remember:N3}と[本質]{ほんしつ:essence:N4}が[掴み]{つかみ:grasp:N1}やすいです。[賃金]{ちんぎん:wage:N1}も[前者]{ぜんしゃ:former:N4}は「[人]{ひと:person:N5}に[つく]{つく:attached}」（[年功]{ねんこう:seniority:N1}）、[後者]{こうしゃ:latter:N4}は「[仕事]{しごと:job:N4}に[つく]{つく:attached}」（[市場]{しじょう:market:N3}[価値]{かち:value:N1}）です。\n\n#en\nPOINT: Remember \"membership-type attaches the job to the person\" and \"job-type attaches the person to the job\" — this captures the essence. Wages too — the former are attached to the person (seniority), the latter attached to the job (market value).\n::\n\n::heading\n[日本]{にほん:Japan:N5}[伝統]{でんとう:traditional:N1}の[メンバー]{めんばー:member}[型]{がた:type:N2}：[新卒]{しんそつ:new graduate:N2}[一括]{いっかつ:batch:N1}[採用]{さいよう:hiring:N2}から[定年]{ていねん:retirement:N3}まで\n\n#en\nJapan's Traditional Member-Type: From New-Grad Batch Hiring to Retirement\n::\n\n::para\n[戦後]{せんご:postwar:N3}[日本]{にほん:Japan:N5}の[大手]{おおて:major:N4}[企業]{きぎょう:company:N1}は、[3]{さん:three}つの[特徴]{とくちょう:features:N1}を[組み合わせた]{くみあわせた:combined:N3}[雇用]{こよう:employment:N2}[システム]{しすてむ:system}を[構築]{こうちく:built:N2}しました。[第一]{だいいち:first:N1}に[新卒]{しんそつ:new graduate:N2}[一括]{いっかつ:batch:N1}[採用]{さいよう:hiring:N2}です。[毎年]{まいねん:every year:N5}[4]{し:four}[月]{がつ:month:N5}に[大学]{だいがく:university:N5}[卒業]{そつぎょう:graduating:N2}[生]{せい:students:N5}を[まとめて]{まとめて:in bulk}[採用]{さいよう:hire:N2}し、[研修]{けんしゅう:training:N1}[後]{ご:after:N5}に[各]{かく:each:N2}[部門]{ぶもん:department:N2}に[配属]{はいぞく:assign:N1}します。[配属]{はいぞく:assignment:N1}[先]{さき:destination:N5}は[本人]{ほんにん:person's own:N5}の[希望]{きぼう:wishes:N2}より[会社]{かいしゃ:company:N4}の[都合]{つごう:circumstances:N3}が[優先]{ゆうせん:prioritized:N3}される[傾向]{けいこう:tendency:N2}が[強い]{つよい:strong:N4}です。[第二]{だいに:second:N1}に[定期]{ていき:regular:N3}[異動]{いどう:transfer:N1}（[ジョブ]{じょぶ:job}[ローテーション]{ろーてーしょん:rotation}）です。[3]{さん:three}〜[5]{ご:five}[年]{ねん:years:N5}[ごと]{ごと:every}に[部署]{ぶしょ:department:N2}や[勤務]{きんむ:work:N3}[地]{ち:location:N4}を[変える]{かえる:to change:N3}ことで、[幅広い]{はばひろい:broad:N2}[業務]{ぎょうむ:duties:N3}[経験]{けいけん:experience:N3}と[全社]{ぜんしゃ:company-wide:N3}[視点]{してん:perspective:N1}を[育てる]{そだてる:to cultivate:N3}[狙い]{ねらい:aim:N2}が[あります]{あります:there is}。[第三]{だいさん:third:N1}に[年功]{ねんこう:seniority:N1}[序列]{じょれつ:order:N1}[賃金]{ちんぎん:wage:N1}と[終身]{しゅうしん:lifetime:N4}[雇用]{こよう:employment:N2}です。[勤続]{きんぞく:tenure:N3}[年数]{ねんすう:years:N3}に[応じて]{おうじて:according to:N1}[昇給]{しょうきゅう:salary raises:N2}し、[原則]{げんそく:principle:N2}として[定年]{ていねん:retirement age:N3}まで[雇用]{こよう:employment:N2}が[保障]{ほしょう:guaranteed:N1}されます。[これら]{これら:these}[3]{さん:three}つは[相互]{そうご:mutually:N3}に[補完]{ほかん:complement:N2}し[合い]{あい:each other:N3}、[社員]{しゃいん:employees:N4}の[長期]{ちょうき:long-term:N3}[忠誠]{ちゅうせい:loyalty:N1}と[組織]{そしき:organizational:N1}[一体感]{いったいかん:unity:N3}を[生み出して]{うみだして:producing:N5}きました。\n\n#en\nPostwar Japanese major companies built an employment system combining three features. First, new-graduate batch hiring. Every April, university graduates are hired in bulk and, after training, assigned to each department. The destination tends to prioritize the company's circumstances over the person's wishes. Second, regular transfers (job rotation). By changing department or work location every 3 to 5 years, the aim is to cultivate broad work experience and a company-wide perspective. Third, seniority-based wages and lifetime employment. Salaries rise according to years of tenure, and in principle employment is guaranteed until the mandatory retirement age. These three complement each other and have produced long-term loyalty and organizational unity among employees.\n::\n\n::heading\n[ジョブ]{じょぶ:job}[型]{がた:type:N2}の[核心]{かくしん:core:N1}：[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}（ジョブ・ディスクリプション）\n\n#en\nThe Core of Job-Type: The Job Description\n::\n\n::para\n[ジョブ]{じょぶ:job}[型]{がた:type:N2}[雇用]{こよう:employment:N2}の[出発]{しゅっぱつ:starting:N4}[点]{てん:point:N3}は[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}（[英語]{えいご:English:N4}で[ジョブ]{じょぶ:job}・[ディスクリプション]{でぃすくりぷしょん:description}）です。[これは]{これは:this}[各]{かく:each:N2}[ポジション]{ぽじしょん:position}について、[業務]{ぎょうむ:duties:N3}[内容]{ないよう:content:N3}・[責任]{せきにん:responsibilities:N3}[範囲]{はんい:scope:N1}・[必要]{ひつよう:required:N3}[スキル]{すきる:skills}・[評価]{ひょうか:evaluation:N1}[基準]{きじゅん:criteria:N1}・[報酬]{ほうしゅう:compensation:N1}[レンジ]{れんじ:range}を[明文]{めいぶん:explicit:N4}[化]{か:-ization:N3}した[文書]{ぶんしょ:document:N4}です。[たとえば]{たとえば:for example}「[シニア]{しにあ:senior}・[バックエンド]{ばっくえんど:backend}・[エンジニア]{えんじにあ:engineer}」という[ポジション]{ぽじしょん:position}には、「[Go]{ごー:Go}・[Kubernetes]{くばねていす:Kubernetes}・[マイクロサービス]{まいくろさーびす:microservices}[設計]{せっけい:design:N2}[経験]{けいけん:experience:N3}[5]{ご:five}[年]{ねん:years:N5}[以上]{いじょう:and above:N4}」「[年収]{ねんしゅう:annual income:N3}[800]{はっぴゃく:eight hundred}〜[1200]{せんにひゃく:1200}[万円]{まんえん:ten thousand yen:N5}」のように[具体的]{ぐたいてき:specifically:N3}[記述]{きじゅつ:described:N2}されます。[評価]{ひょうか:evaluation:N1}も[この]{この:this}[記述書]{きじゅつしょ:description:N2}に[書かれた]{かかれた:written:N5}[責任]{せきにん:responsibilities:N3}を[果たして]{はたして:fulfilled:N3}いるかで[判断]{はんだん:judged:N3}され、[他]{ほか:other:N3}[部門]{ぶもん:department:N2}への[一方的]{いっぽうてき:unilateral:N4}な[異動]{いどう:transfer:N1}は[原則]{げんそく:principle:N2}[なし]{なし:none}です。[同]{どう:same:N4}[職種]{しょくしゅ:job type:N3}[内]{ない:within:N3}での[ステップアップ]{すてっぷあっぷ:step-up}（[シニア]{しにあ:senior} → [リード]{りーど:lead} → [マネージャー]{まねーじゃー:manager}）が[キャリア]{きゃりあ:career}[パス]{ぱす:path}の[基本]{きほん:basic:N1}[形]{かたち:form:N3}に[なり]{なり:becomes}ます。\n\n#en\nThe starting point of job-type employment is the job description (shokumu-kijutsusho). This is a document that explicitly states, for each position, the work content, scope of responsibility, required skills, evaluation criteria, and compensation range. For example, the position \"Senior Backend Engineer\" is described concretely as \"5+ years of experience designing Go, Kubernetes, microservices\" with \"annual income 8 to 12 million yen.\" Evaluation is also judged by whether you fulfill the responsibilities written in this description, and unilateral transfers to other departments are in principle not done. Step-ups within the same job type (senior → lead → manager) become the basic form of career path.\n::\n\n::callout\n[補足]{ほそく:supplement:N2}：[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}は[一度]{いちど:once:N4}[作って]{つくって:made:N4}[終わり]{おわり:finished:N4}ではなく、[市場]{しじょう:market:N3}[動向]{どうこう:trends:N3}や[事業]{じぎょう:business:N4}[戦略]{せんりゃく:strategy:N2}の[変化]{へんか:changes:N3}に[応じて]{おうじて:according to:N1}[毎年]{まいねん:every year:N5}[更新]{こうしん:updated:N3}されるのが[健全]{けんぜん:healthy:N1}な[運用]{うんよう:operation:N4}です。[更新]{こうしん:updates:N3}されない[記述書]{きじゅつしょ:descriptions:N2}は「[書類]{しょるい:document:N3}[だけ]{だけ:only}[ジョブ]{じょぶ:job}[型]{がた:type:N2}」と[揶揄]{やゆ:mocked:N1}されます。\n\n#en\nSUPPLEMENT: Job descriptions are not finished once made — healthy operation is to update them annually according to market trends and business strategy changes. Descriptions that are not updated are mocked as \"job-type on paper only.\"\n::\n\n::heading\n[先行]{せんこう:leading:N5}[導入]{どうにゅう:adoption:N2}[企業]{きぎょう:company:N1}：[日立]{ひたち:Hitachi:N4}・[富士通]{ふじつう:Fujitsu:N1}・[KDDI]{けーでぃーでぃーあい:KDDI}・[ソニー]{そにー:Sony}\n\n#en\nLeading Adopter Companies: Hitachi, Fujitsu, KDDI, Sony\n::\n\n::para\n[2020]{にせんにじゅう:2020}[年]{ねん:year:N5}[前後]{ぜんご:around:N5}から[ジョブ]{じょぶ:job}[型]{がた:type:N2}[人事]{じんじ:HR:N4}[制度]{せいど:system:N3}を[本格]{ほんかく:full-scale:N3}[導入]{どうにゅう:introduced:N2}した[代表]{だいひょう:representative:N3}[企業]{きぎょう:company:N1}は[4]{よん:four}[社]{しゃ:companies:N4}が[よく]{よく:often}[挙げ]{あげ:cited:N1}られます。[日立]{ひたち:Hitachi:N4}[製作所]{せいさくしょ:Manufacturing:N1}は[2021]{にせんにじゅういち:2021}[年]{ねん:year:N5}に[全]{ぜん:all:N3}[社員]{しゃいん:employees:N4}を[対象]{たいしょう:target:N2}とした[ジョブ]{じょぶ:job}[型]{がた:type:N2}[制度]{せいど:system:N3}を[本格]{ほんかく:full-scale:N3}[展開]{てんかい:rolled out:N1}し、[グローバル]{ぐろーばる:global}[共通]{きょうつう:common:N3}の[等級]{とうきゅう:grade:N1}と[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}を[整備]{せいび:established:N1}しました。[富士通]{ふじつう:Fujitsu:N1}は[2020]{にせんにじゅう:2020}[年]{ねん:year:N5}から[管理]{かんり:management:N2}[職]{しょく:positions:N3}を[皮切り]{かわきり:starting with:N2}に[ジョブ]{じょぶ:job}[型]{がた:type:N2}に[移行]{いこう:shifted:N2}し、[2022]{にせんにじゅうに:2022}[年]{ねん:year:N5}には[一般]{いっぱん:general:N2}[社員]{しゃいん:employees:N4}にも[拡大]{かくだい:expanded:N1}しました。[KDDI]{けーでぃーでぃーあい:KDDI}は[2020]{にせんにじゅう:2020}[年]{ねん:year:N5}に[ジョブ]{じょぶ:job}[型]{がた:type:N2}・メンバーシップ[型]{がた:type:N2}[融合]{ゆうごう:fusion:N1}という[独自]{どくじ:unique:N1}[路線]{ろせん:path:N2}を[打ち出し]{うちだし:put forth:N3}、[キャリア]{きゃりあ:career}・[コース]{こーす:course}の[選択]{せんたく:choice:N1}を[本人]{ほんにん:person's own:N5}に[委ねる]{ゆだねる:to entrust:N2}[仕組み]{しくみ:mechanism:N3}を[作り]{つくり:built:N4}ました。[ソニー]{そにー:Sony}[グループ]{ぐるーぷ:Group}は[早く]{はやく:early:N4}から[ジョブ]{じょぶ:job}[型]{がた:type:N2}[要素]{ようそ:elements:N1}を[取り入れて]{とりいれて:incorporated:N3}おり、[エンタテインメント]{えんたていんめんと:entertainment}・[半導体]{はんどうたい:semiconductor:N2}・[金融]{きんゆう:finance:N1}など[多様]{たよう:diverse:N3}な[事業]{じぎょう:business:N4}に[応じた]{おうじた:adapted to:N1}[専門]{せんもん:specialist:N2}[人材]{じんざい:talent:N2}[制度]{せいど:system:N3}を[運用]{うんよう:operates:N4}しています。[これら]{これら:these}に[加えて]{くわえて:in addition to:N3}、[NTT]{えぬてぃーてぃー:NTT}[グループ]{ぐるーぷ:Group}・[資生堂]{しせいどう:Shiseido:N3}・[三菱]{みつびし:Mitsubishi:N1}[ケミカル]{けみかる:Chemical}・[味の素]{あじのもと:Ajinomoto:N1}なども[段階的]{だんかいてき:gradually:N2}に[ジョブ]{じょぶ:job}[型]{がた:type:N2}を[拡大]{かくだい:expanding:N1}しています。\n\n#en\nFour representative companies that introduced job-type HR systems on a full scale around 2020 are often cited. Hitachi rolled out a job-type system targeting all employees in 2021 and established globally common grades and job descriptions. Fujitsu shifted to job-type starting with management positions from 2020, and expanded it to general employees in 2022. KDDI put forth its unique path of \"fusion of job-type and membership-type\" in 2020, building a mechanism that entrusts career-course choice to the person themselves. Sony Group has incorporated job-type elements early on and operates specialist talent systems adapted to diverse businesses such as entertainment, semiconductors, and finance. In addition to these, NTT Group, Shiseido, Mitsubishi Chemical, Ajinomoto and others are also gradually expanding job-type.\n::\n\n::heading\n[メリット]{めりっと:merits}：[専門性]{せんもんせい:expertise:N2}[深化]{しんか:deepening:N3}・[中途]{ちゅうと:mid-career:N3}[採用]{さいよう:hiring:N2}・[賃金]{ちんぎん:wage:N1}[合理化]{ごうりか:rationalization:N3}\n\n#en\nMerits: Deepening Expertise, Mid-Career Hiring, Wage Rationalization\n::\n\n::para\n[ジョブ]{じょぶ:job}[型]{がた:type:N2}[雇用]{こよう:employment:N2}の[メリット]{めりっと:merits}は[3]{さん:three}つに[整理]{せいり:organized:N1}できます。[第一]{だいいち:first:N1}に[専門性]{せんもんせい:expertise:N2}の[深化]{しんか:deepening:N3}です。[同じ]{おなじ:same:N4}[職務]{しょくむ:job:N3}に[長く]{ながく:long:N5}[従事]{じゅうじ:engaged:N1}するため、[エンジニア]{えんじにあ:engineer}・[研究]{けんきゅう:research:N4}[者]{しゃ:person:N4}・[デザイナー]{でざいなー:designer}など[専門]{せんもん:specialist:N2}[職]{しょく:positions:N3}が[深い]{ふかい:deep:N3}[スキル]{すきる:skills}を[蓄積]{ちくせき:accumulate:N1}できます。[グローバル]{ぐろーばる:global}[競争]{きょうそう:competition:N2}が[激しい]{はげしい:fierce:N1}[半導体]{はんどうたい:semiconductor:N2}・[AI]{えーあい:AI}・[バイオ]{ばいお:bio}などの[領域]{りょういき:areas:N2}では[専門性]{せんもんせい:expertise:N2}が[企業]{きぎょう:company:N1}[競争力]{きょうそうりょく:competitiveness:N2}に[直結]{ちょっけつ:directly tied:N1}します。[第二]{だいに:second:N1}に[中途]{ちゅうと:mid-career:N3}[採用]{さいよう:hiring:N2}の[しやすさ]{しやすさ:ease}です。[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}と[市場]{しじょう:market:N3}[価値]{かち:value:N1}[ベース]{べーす:based}の[賃金]{ちんぎん:wage:N1}が[整って]{ととのって:in place:N1}いれば、[他社]{たしゃ:other companies:N3}や[海外]{かいがい:overseas:N4}からの[即]{そく:immediate:N1}[戦力]{せんりょく:workforce:N3}を[年齢]{ねんれい:age:N2}に[関係なく]{かんけいなく:regardless of:N3}[採用]{さいよう:hire:N2}できます。[従来]{じゅうらい:traditional:N1}の[年功]{ねんこう:seniority:N1}[賃金]{ちんぎん:wage:N1}では[中途]{ちゅうと:mid-career:N3}[人材]{じんざい:talent:N2}に[適切]{てきせつ:appropriate:N3}な[報酬]{ほうしゅう:compensation:N1}を[出せ]{だせ:offer:N5}ず、[優秀]{ゆうしゅう:excellent:N1}な[人材]{じんざい:talent:N2}を[逃して]{にがして:losing:N3}いた[企業]{きぎょう:company:N1}が[多かった]{おおかった:were many:N4}のです。[第三]{だいさん:third:N1}に[賃金]{ちんぎん:wage:N1}の[合理化]{ごうりか:rationalization:N3}です。[年齢]{ねんれい:age:N2}や[勤続]{きんぞく:tenure:N3}ではなく[職務]{しょくむ:job:N3}と[成果]{せいか:results:N3}で[報酬]{ほうしゅう:compensation:N1}が[決まる]{きまる:decided:N3}ため、[同]{どう:same:N4}[年代]{ねんだい:age group:N4}でも[役割]{やくわり:role:N3}の[大きい]{おおきい:large:N5}[人]{ひと:person:N5}には[高い]{たかい:high:N5}[報酬]{ほうしゅう:compensation:N1}を、[小さい]{ちいさい:small:N5}[人]{ひと:person:N5}には[相応]{そうおう:commensurate:N1}の[報酬]{ほうしゅう:compensation:N1}を[支払う]{しはらう:to pay:N3}[公平性]{こうへいせい:fairness:N3}が[生まれ]{うまれ:arises:N5}ます。\n\n#en\nThe merits of job-type employment can be organized into three. First, deepening of expertise. Because people stay engaged in the same job for a long time, specialist positions like engineers, researchers, and designers can accumulate deep skills. In areas with fierce global competition such as semiconductors, AI, and bio, expertise is directly tied to corporate competitiveness. Second, ease of mid-career hiring. With job descriptions and market-value-based wages in place, immediately effective talent from other companies or overseas can be hired regardless of age. Under traditional seniority wages, many companies could not offer appropriate compensation to mid-career talent and were losing excellent people. Third, wage rationalization. Because compensation is decided by job and results rather than age or tenure, fairness arises whereby people with large roles receive high compensation and people with small roles receive commensurate compensation, even within the same age group.\n::\n\n::heading\n[デメリット]{でめりっと:demerits}：[固定]{こてい:fixed:N2}[職務]{しょくむ:job:N3}・[部門]{ぶもん:department:N2}[間]{かん:between:N5}[異動]{いどう:transfer:N1}の[難しさ]{むずかしさ:difficulty:N3}\n\n#en\nDemerits: Fixed Jobs, Difficulty of Inter-Department Transfers\n::\n\n::para\n[一方]{いっぽう:on the other hand:N4}、[ジョブ]{じょぶ:job}[型]{がた:type:N2}にも[明確]{めいかく:clear:N3}な[デメリット]{でめりっと:demerits}が[あります]{あります:there are}。[第一]{だいいち:first:N1}に[職務]{しょくむ:job:N3}が[固定化]{こていか:fixed:N2}し、[キャリア]{きゃりあ:career}の[幅]{はば:breadth:N2}が[狭まる]{せばまる:narrows:N1}リスクです。[幅広い]{はばひろい:broad:N2}[業務]{ぎょうむ:duties:N3}[経験]{けいけん:experience:N3}を[積んで]{つんで:accumulate:N3}[ゼネラリスト]{ぜねらりすと:generalist}・[マネジメント]{まねじめんと:management}に[育つ]{そだつ:to grow:N3}という[従来]{じゅうらい:traditional:N1}の[キャリア]{きゃりあ:career}[形成]{けいせい:formation:N3}は[しにくく]{しにくく:hard to do}なります。[第二]{だいに:second:N1}に[部門]{ぶもん:department:N2}[間]{かん:between:N5}[異動]{いどう:transfer:N1}が[難しい]{むずかしい:difficult:N3}ことです。[既存]{きそん:existing:N1}[事業]{じぎょう:business:N4}が[縮小]{しゅくしょう:shrinks:N1}する[際]{さい:when:N3}、[従来]{じゅうらい:traditional:N1}は[他]{ほか:other:N3}[部門]{ぶもん:department:N2}への[配置]{はいち:reassignment:N3}[転換]{てんかん:change:N2}で[雇用]{こよう:employment:N2}を[守って]{まもって:protected:N3}きましたが、[ジョブ]{じょぶ:job}[型]{がた:type:N2}では[該当]{がいとう:applicable:N1}[ポジション]{ぽじしょん:position}が[なくなれば]{なくなれば:if eliminated}[退職]{たいしょく:resignation:N3}・[社外]{しゃがい:outside company:N4}[転職]{てんしょく:transfer:N3}が[基本]{きほん:basic:N1}と[なり]{なり:becomes}ます。[日本]{にほん:Japan:N5}の[労働]{ろうどう:labor:N3}[法]{ほう:law:N3}は[依然]{いぜん:still:N2}[整理]{せいり:layoff:N1}[解雇]{かいこ:dismissal:N2}に[厳しい]{きびしい:strict:N1}ため、[企業]{きぎょう:company:N1}と[労働]{ろうどう:labor:N3}[者]{しゃ:worker:N4}[双方]{そうほう:both sides:N2}に[制度]{せいど:system:N3}と[現実]{げんじつ:reality:N3}の[ギャップ]{ぎゃっぷ:gap}が[生じる]{しょうじる:arises:N5}[ケース]{けーす:cases}が[あります]{あります:exist}。[第三]{だいさん:third:N1}に[新卒]{しんそつ:new graduate:N2}[採用]{さいよう:hiring:N2}との[整合]{せいごう:consistency:N1}[問題]{もんだい:issue:N4}です。[実務]{じつむ:work:N3}[経験]{けいけん:experience:N3}のない[新卒]{しんそつ:new graduate:N2}に[いきなり]{いきなり:suddenly}[ジョブ]{じょぶ:job}[型]{がた:type:N2}を[適用]{てきよう:apply:N3}するのは[難しく]{むずかしく:difficult:N3}、[多く]{おおく:many:N4}の[企業]{きぎょう:company:N1}は「[新卒]{しんそつ:new grad:N2}は[一定]{いってい:certain:N3}[期間]{きかん:period:N3}メンバー[型]{がた:type:N2}、[その]{その:then}[後]{ご:after:N5}[ジョブ]{じょぶ:job}[型]{がた:type:N2}に[移行]{いこう:transition:N2}」という[ハイブリッド]{はいぶりっど:hybrid}[運用]{うんよう:operation:N4}を[行って]{おこなって:doing:N5}います。\n\n#en\nOn the other hand, job-type also has clear demerits. First, the risk that jobs become fixed and career breadth narrows. The traditional career formation of accumulating broad work experience and growing into a generalist or manager becomes hard. Second, inter-department transfers are difficult. When existing businesses shrink, traditionally employment was protected by reassignment to other departments, but under job-type, if the applicable position is eliminated, resignation or external transfer becomes basic. Because Japan's labor law remains strict on layoff dismissals, cases arise where there is a gap between system and reality on both the company and worker sides. Third, the consistency issue with new-graduate hiring. It is difficult to suddenly apply job-type to new graduates without work experience, so many companies are doing hybrid operation: \"new grads are member-type for a certain period, then transition to job-type.\"\n::\n\n::callout\n[注意]{ちゅうい:note:N4}：「[ジョブ]{じょぶ:job}[型]{がた:type:N2}[導入]{どうにゅう:introduced:N2}」と[発表]{はっぴょう:announced:N3}している[企業]{きぎょう:company:N1}でも、[実態]{じったい:actual situation:N1}は[等級]{とうきゅう:grade:N1}[制度]{せいど:system:N3}に[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}を[追加]{ついか:added:N3}しただけで、[賃金]{ちんぎん:wage:N1}や[異動]{いどう:transfer:N1}の[運用]{うんよう:operation:N4}は[従来]{じゅうらい:traditional:N1}[通り]{どおり:as before:N4}という[ケース]{けーす:cases}が[少なく]{すくなく:few:N4}[ありません]{ありません:not}。[転職]{てんしょく:job change:N3}・[就職]{しゅうしょく:joining:N1}の[際]{さい:when:N3}は[制度]{せいど:system:N3}の[実態]{じったい:actual state:N1}を[必ず]{かならず:always:N3}[確認]{かくにん:check:N3}しましょう。\n\n#en\nNOTE: Even at companies announcing \"job-type adoption,\" there are not a few cases where the actual situation is just adding job descriptions to the grade system, with wage and transfer operations remaining as before. When changing jobs or joining a company, always check the actual state of the system.\n::\n\n::heading\n[2024]{にせんにじゅうよ:2024}〜[2025]{にせんにじゅうご:2025}[年]{ねん:year:N5}の[拡大]{かくだい:expansion:N1}[トレンド]{とれんど:trend}と[政府]{せいふ:government:N2}[政策]{せいさく:policy:N1}\n\n#en\nThe 2024-2025 Expansion Trend and Government Policy\n::\n\n::para\n[2024]{にせんにじゅうよ:2024}〜[2025]{にせんにじゅうご:2025}[年]{ねん:year:N5}は[ジョブ]{じょぶ:job}[型]{がた:type:N2}[雇用]{こよう:employment:N2}が[大手]{おおて:major:N4}[企業]{きぎょう:company:N1}から[中堅]{ちゅうけん:mid-tier:N1}[企業]{きぎょう:company:N1}へと[拡大]{かくだい:expanding:N1}する[局面]{きょくめん:phase:N3}に[入って]{はいって:entering:N5}います。[背景]{はいけい:background:N3}には[3]{さん:three}つの[要因]{よういん:factors:N3}が[あります]{あります:there are}。[第一]{だいいち:first:N1}に[人手]{ひとで:labor:N4}[不足]{ふそく:shortage:N4}の[深刻]{しんこく:serious:N3}[化]{か:-ization:N3}です。[少子]{しょうし:low birth rate:N4}[高齢]{こうれい:aging:N2}[化]{か:-ization:N3}の[進行]{しんこう:progression:N3}で[新卒]{しんそつ:new graduate:N2}[一括]{いっかつ:batch:N1}[採用]{さいよう:hiring:N2}だけでは[人材]{じんざい:talent:N2}を[確保]{かくほ:secure:N1}できず、[中途]{ちゅうと:mid-career:N3}[採用]{さいよう:hiring:N2}・[シニア]{しにあ:senior}[人材]{じんざい:talent:N2}・[外国人]{がいこくじん:foreign:N5}[人材]{じんざい:talent:N2}の[活用]{かつよう:utilization:N3}が[必須]{ひっす:essential:N1}となり、[ジョブ]{じょぶ:job}[型]{がた:type:N2}[制度]{せいど:system:N3}が[その]{その:its}[受け皿]{うけざら:receptacle:N2}に[なって]{なって:becoming}います。[第二]{だいに:second:N1}に[賃上げ]{ちんあげ:wage hike:N1}[要請]{ようせい:requests:N1}と[同一]{どういつ:equal:N4}[労働]{ろうどう:work:N3}[同一]{どういつ:equal:N4}[賃金]{ちんぎん:pay:N1}[原則]{げんそく:principle:N2}です。[政府]{せいふ:government:N2}の[賃上げ]{ちんあげ:wage hike:N1}[圧力]{あつりょく:pressure:N2}と[非]{ひ:non-:N3}[正規]{せいき:regular:N3}[労働]{ろうどう:work:N3}との[格差]{かくさ:gap:N3}[是正]{ぜせい:correction:N1}[要請]{ようせい:request:N1}に[応える]{こたえる:respond to:N1}ため、[職務]{しょくむ:job:N3}[ベース]{べーす:based}の[透明]{とうめい:transparent:N1}な[賃金]{ちんぎん:wage:N1}[体系]{たいけい:system:N1}が[必要]{ひつよう:necessary:N3}になっています。[第三]{だいさん:third:N1}に[政府]{せいふ:government:N2}の[リスキリング]{りすきりんぐ:reskilling}[推進]{すいしん:promotion:N1}[政策]{せいさく:policy:N1}です。[2022]{にせんにじゅうに:2022}[年]{ねん:year:N5}に[岸田]{きしだ:Kishida:N2}[政権]{せいけん:administration:N3}が[5]{ご:five}[年]{ねん:years:N5}で[1]{いっ:one}[兆]{ちょう:trillion:N2}[円]{えん:yen:N5}の[リスキリング]{りすきりんぐ:reskilling}[支援]{しえん:support:N1}を[打ち出して]{うちだして:put forth:N3}[以来]{いらい:since:N4}、[個人]{こじん:individual:N2}の[スキル]{すきる:skills}に[基づく]{もとづく:based on:N1}[キャリア]{きゃりあ:career}[形成]{けいせい:formation:N3}を[後押し]{あとおし:supporting:N3}する[政策]{せいさく:policies:N1}が[継続]{けいぞく:continuing:N1}しています。[厚生]{こうせい:welfare:N2}[労働]{ろうどう:labor:N3}[省]{しょう:ministry:N2}も[ジョブ]{じょぶ:job}[型]{がた:type:N2}[人事]{じんじ:HR:N4}[指針]{ししん:guidelines:N2}を[公表]{こうひょう:released:N3}するなど、[制度]{せいど:system:N3}[整備]{せいび:preparation:N1}を[支援]{しえん:supporting:N1}しています。\n\n#en\n2024-2025 is entering a phase where job-type employment expands from major companies to mid-tier companies. There are three factors in the background. First, the worsening labor shortage. With the progression of low birth rate and aging, talent cannot be secured by new-grad batch hiring alone, and utilization of mid-career talent, senior talent, and foreign talent becomes essential — the job-type system is becoming the receptacle for this. Second, wage hike requests and the equal-work-equal-pay principle. To respond to government wage hike pressure and the request to correct gaps with non-regular work, transparent job-based wage systems are necessary. Third, the government's reskilling promotion policy. Since the Kishida administration put forth 1 trillion yen of reskilling support over 5 years in 2022, policies supporting individual skill-based career formation have continued. The Ministry of Health, Labor and Welfare also supports system preparation by publishing job-type HR guidelines.\n::\n\n::heading\n[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}に[ジョブ]{じょぶ:job}[型]{がた:type:N2}が[向く]{むく:fits:N3}[理由]{りゆう:reasons:N3}\n\n#en\nWhy Job-Type Fits Foreign Engineers\n::\n\n::para\n[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}にとって[ジョブ]{じょぶ:job}[型]{がた:type:N2}[企業]{きぎょう:company:N1}は[働き]{はたらき:work:N3}やすい[環境]{かんきょう:environment:N1}である[ことが]{ことが:that}[多い]{おおい:many:N4}です。[理由]{りゆう:reasons:N3}は[4]{よん:four}つ[挙げ]{あげ:listed:N1}られます。[第一]{だいいち:first:N1}に[役割]{やくわり:role:N3}と[期待]{きたい:expectations:N3}が[文書]{ぶんしょ:document:N4}で[明確]{めいかく:clear:N3}な[こと]{こと:thing}です。[文化]{ぶんか:cultural:N3}[背景]{はいけい:background:N3}や[暗黙]{あんもく:tacit:N1}[ルール]{るーる:rules}に[頼ら]{たよら:depend on:N3}ず、[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}を[読めば]{よめば:if read:N5}[何]{なに:what:N5}を[期待]{きたい:expected:N3}されているか[把握]{はあく:grasp:N1}できます。[第二]{だいに:second:N1}に[望まない]{のぞまない:unwanted:N3}[配置]{はいち:reassignment:N3}[転換]{てんかん:change:N2}が[原則]{げんそく:principle:N2}[ない]{ない:not}[こと]{こと:thing}です。[エンジニア]{えんじにあ:engineer}として[採用]{さいよう:hired:N2}された[人]{ひと:person:N5}が[突然]{とつぜん:suddenly:N3}[営業]{えいぎょう:sales:N2}や[地方]{ちほう:regional:N4}[支社]{ししゃ:branch:N3}に[異動]{いどう:transferred:N1}される[こと]{こと:thing}は[基本]{きほん:basic:N1}[なく]{なく:not}、[専門性]{せんもんせい:expertise:N2}を[活かした]{いかした:utilizing:N3}キャリアを[継続]{けいぞく:continue:N1}できます。[第三]{だいさん:third:N1}に[市場]{しじょう:market:N3}[価値]{かち:value:N1}[ベース]{べーす:based}の[報酬]{ほうしゅう:compensation:N1}です。[年功]{ねんこう:seniority:N1}[ではなく]{ではなく:not}[スキル]{すきる:skills}と[成果]{せいか:results:N3}で[評価]{ひょうか:evaluated:N1}されるため、[勤続]{きんぞく:tenure:N3}[年数]{ねんすう:years:N3}が[短くて]{みじかくて:short:N2}も[適切]{てきせつ:appropriate:N3}な[報酬]{ほうしゅう:compensation:N1}を[受け]{うけ:receive:N3}られます。[第四]{だいよん:fourth:N1}に[キャリア]{きゃりあ:career}[ポータビリティ]{ぽーたびりてぃ:portability}です。[同]{どう:same:N4}[職種]{しょくしゅ:job type:N3}での[専門性]{せんもんせい:expertise:N2}[蓄積]{ちくせき:accumulation:N1}は[他社]{たしゃ:other companies:N3}・[他国]{たこく:other countries:N3}でも[評価]{ひょうか:valued:N1}されやすく、[将来]{しょうらい:future:N2}の[転職]{てんしょく:job change:N3}や[帰国]{きこく:return home:N4}[時]{じ:when:N5}にも[強み]{つよみ:strengths:N4}と[なり]{なり:becomes}ます。[転職]{てんしょく:job change:N3}・[就職]{しゅうしょく:joining:N1}を[考える]{かんがえる:considering:N4}[際]{さい:when:N3}は、[募集]{ぼしゅう:job posting:N2}[要項]{ようこう:requirements:N1}に[詳細]{しょうさい:detailed:N1}な[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}と[年収]{ねんしゅう:annual income:N3}[レンジ]{れんじ:range}が[提示]{ていじ:presented:N1}されているか、[面接]{めんせつ:interview:N2}で[配属]{はいぞく:assignment:N1}と[異動]{いどう:transfer:N1}[ポリシー]{ぽりしー:policy}を[確認]{かくにん:confirm:N3}できるかを[チェック]{ちぇっく:check}[ポイント]{ぽいんと:point}に[してみて]{してみて:try making it}ください。\n\n#en\nFor foreign engineers, job-type companies are often easier work environments. Four reasons can be listed. First, roles and expectations are clear in writing. Without depending on cultural background or tacit rules, you can grasp what is expected by reading the job description. Second, unwanted reassignment changes are in principle not done. A person hired as an engineer is basically not suddenly transferred to sales or a regional branch and can continue a career utilizing their expertise. Third, market-value-based compensation. Because evaluation is by skills and results rather than seniority, you can receive appropriate compensation even with short tenure. Fourth, career portability. Expertise accumulation in the same job type is easily valued at other companies and in other countries, becoming a strength when changing jobs or returning home in the future. When considering a job change or joining, please make it a check point whether detailed job descriptions and annual income ranges are presented in the job posting requirements, and whether you can confirm the assignment and transfer policy at the interview.\n::\n\n::callout\n[まとめ]{まとめ:summary}：[ジョブ]{じょぶ:job}[型]{がた:type:N2}は[職務]{しょくむ:job:N3}[記述書]{きじゅつしょ:description:N2}[起点]{きてん:starting point:N3}・[スキル]{すきる:skill}[ベース]{べーす:based}[報酬]{ほうしゅう:compensation:N1}・[同]{どう:same:N4}[職種]{しょくしゅ:job type:N3}[内]{ない:within:N3}[キャリア]{きゃりあ:career}が[基本]{きほん:basic:N1}。[日立]{ひたち:Hitachi:N4}・[富士通]{ふじつう:Fujitsu:N1}・[KDDI]{けーでぃーでぃーあい:KDDI}・[ソニー]{そにー:Sony}が[2020]{にせんにじゅう:2020}[年]{ねん:year:N5}[前後]{ぜんご:around:N5}に[先行]{せんこう:led:N5}し、[2024]{にせんにじゅうよ:2024}〜[2025]{にせんにじゅうご:2025}[年]{ねん:year:N5}は[中堅]{ちゅうけん:mid-tier:N1}[企業]{きぎょう:company:N1}まで[拡大]{かくだい:expanding:N1}。[専門性]{せんもんせい:expertise:N2}と[役割]{やくわり:role:N3}の[明確]{めいかく:clarity:N3}[化]{か:-ization:N3}が[強み]{つよみ:strength:N4}、[部門]{ぶもん:department:N2}[間]{かん:between:N5}[異動]{いどう:transfer:N1}と[新卒]{しんそつ:new graduate:N2}[適用]{てきよう:application:N3}が[課題]{かだい:challenges:N2}。[外国人]{がいこくじん:foreign:N5}[エンジニア]{えんじにあ:engineer}には[相性]{あいしょう:compatibility:N3}が[良い]{よい:good:N3}[制度]{せいど:system:N3}です。\n\n#en\nSUMMARY: Job-type's basics are job-description starting point, skill-based compensation, and same-job-type-internal careers. Hitachi, Fujitsu, KDDI, and Sony led around 2020, and 2024-2025 is expanding to mid-tier companies. The clarification of expertise and role is a strength; inter-department transfers and application to new graduates are challenges. It is a system with good compatibility for foreign engineers.\n::\n",{"id":69,"title":72,"titleEn":73,"topicPath":10,"questions":74},"ジョブ型雇用 確認テスト","Job-Based Employment Quiz",[75,103,126,150,173],{"id":76,"articleId":6,"question":77,"options":80,"correctLabel":86,"explanation":97,"tags":100},"bj-job-gata-koyou-quiz-q01",{"en":78,"jp":79},"Which is a key trait of membership-type employment?","メンバーシップ[型]{がた:type}[雇用]{こよう:employment}の[特徴]{とくちょう:trait}として[正]{ただ:correct}しいものはどれか。",[81,85,89,93],{"label":82,"jp":83,"en":84},"ア","[職務]{しょくむ:duties}を[明確]{めいかく:clearly}に[定義]{ていぎ:define}する","Clearly defines duties",{"label":86,"jp":87,"en":88},"イ","[新卒]{しんそつ:new grad}[一括]{いっかつ:lump}[採用]{さいよう:hire}・[配属]{はいぞく:assign}・[異動]{いどう:rotate}が[前提]{ぜんてい:premise}","Lump-sum new-grad hiring with assignment and rotation as a premise",{"label":90,"jp":91,"en":92},"ウ","[同職種内]{どうしょくしゅない:within same role}でしか[異動]{いどう:rotate}しない","Rotation only within the same job type",{"label":94,"jp":95,"en":96},"エ","[スキル]{スキル:skills}[ベース]{ベース:base}の[報酬]{ほうしゅう:pay}","Skill-based pay",{"en":98,"jp":99},"Traditional Japanese membership-type employment is built on lump-sum new-grad hiring followed by repeated assignments and rotations. Job-type is the opposite.","[日本]{にほん:Japan}[伝統]{でんとう:traditional}のメンバー[型]{がた:type}は[新卒]{しんそつ:new grad}[一括]{いっかつ:lump}[採用]{さいよう:hire}を[起点]{きてん:starting point}に、[配属]{はいぞく:assignment}と[異動]{いどう:rotation}を[繰]{く:repeat}り[返]{かえ:repeat}しキャリアを[形成]{けいせい:form}する。ジョブ[型]{がた:type}はその[逆]{ぎゃく:opposite}。",[101,102],"member-gata","basics",{"id":104,"articleId":6,"question":105,"options":108,"correctLabel":86,"explanation":121,"tags":124},"bj-job-gata-koyou-quiz-q02",{"en":106,"jp":107},"Which document is the starting point of job-based employment?","ジョブ[型]{がた:type}[雇用]{こよう:employment}の[起点]{きてん:starting point}となる[文書]{ぶんしょ:document}はどれか。",[109,112,115,118],{"label":82,"jp":110,"en":111},"[就業]{しゅうぎょう:work}[規則]{きそく:rules}","Work rules document",{"label":86,"jp":113,"en":114},"[職務]{しょくむ:job}[記述書]{きじゅつしょ:description}（job description）","Job description",{"label":90,"jp":116,"en":117},"[内定]{ないてい:offer}[通知]{つうち:letter}","Job-offer letter",{"label":94,"jp":119,"en":120},"[履歴書]{りれきしょ:resume}","Resume",{"en":122,"jp":123},"Job-type employment uses the job description (documenting duties, responsibilities, required skills, evaluation criteria) as the starting point of everything.","ジョブ[型]{がた:type}は[職務]{しょくむ:job}[記述書]{きじゅつしょ:description}（[職務]{しょくむ:duties}・[責任]{せきにん:responsibility}・[必要]{ひつよう:required}スキル・[評価]{ひょうか:eval}[基準]{きじゅん:criteria}を[明文化]{めいぶんか:document}）が[全]{すべ:all}ての[起点]{きてん:starting point}となる。",[125],"job-description",{"id":127,"articleId":6,"question":128,"options":131,"correctLabel":82,"explanation":144,"tags":147},"bj-job-gata-koyou-quiz-q03",{"en":129,"jp":130},"Which combination of companies has fully introduced job-type employment since 2020?","[2020]{にせんにじゅう:2020}[年]{ねん:year}[以降]{いこう:since}ジョブ[型]{がた:type}を[本格]{ほんかく:fully}[導入]{どうにゅう:introduce}した[企業]{きぎょう:companies}の[組合]{くみあわ:combination}わせとして[正]{ただ:correct}しいのはどれか。",[132,135,138,141],{"label":82,"jp":133,"en":134},"[日立]{ひたち:Hitachi}・[富士通]{ふじつう:Fujitsu}・KDDI・ソニー","Hitachi, Fujitsu, KDDI, Sony",{"label":86,"jp":136,"en":137},"[トヨタ]{トヨタ:Toyota}・[ホンダ]{ホンダ:Honda}・[日産]{にっさん:Nissan}","Toyota, Honda, Nissan",{"label":90,"jp":139,"en":140},"[ユニクロ]{ユニクロ:Uniqlo}・[セブン]{セブン:Seven}・[イオン]{イオン:Aeon}","Uniqlo, Seven, Aeon",{"label":94,"jp":142,"en":143},"[NTT]{エヌティーティー:NTT}・JR・[電力]{でんりょく:power}[各社]{かくしゃ:companies}","NTT, JR, power companies",{"en":145,"jp":146},"Hitachi (2021), Fujitsu (2020), KDDI (2020), and Sony (partial) are known as leading adopters.","[日立]{ひたち:Hitachi}（2021）、[富士通]{ふじつう:Fujitsu}（2020）、KDDI（2020）、ソニー（[一部]{いちぶ:partial}）が[先行]{せんこう:leading}[導入]{どうにゅう:adopters}として[知]{し:known}られる。",[148,149],"companies","adoption",{"id":151,"articleId":6,"question":152,"options":155,"correctLabel":82,"explanation":168,"tags":171},"bj-job-gata-koyou-quiz-q04",{"en":153,"jp":154},"What's the advantage of job-type employment for foreign engineers?","ジョブ[型]{がた:type}[雇用]{こよう:employment}の[外国人]{がいこくじん:foreign}[エンジニア]{エンジニア:engineer}にとっての[利点]{りてん:advantage}はどれか。",[156,159,162,165],{"label":82,"jp":157,"en":158},"[職務]{しょくむ:role}が[明確]{めいかく:clear}で、[専門]{せんもん:expertise}スキルが[評価]{ひょうか:evaluated}されやすい","Roles are clear; specialty skills are easier to evaluate",{"label":86,"jp":160,"en":161},"[残業]{ざんぎょう:overtime}が[多]{おお:many}くなる","More overtime",{"label":90,"jp":163,"en":164},"[昇進]{しょうしん:promotion}が[早]{はや:fast}くなる[保証]{ほしょう:guarantee}","Guaranteed faster promotion",{"label":94,"jp":166,"en":167},"[転職]{てんしょく:job change}しにくくなる","Harder to switch jobs",{"en":169,"jp":170},"Because roles and evaluation criteria are documented, you're evaluated on skills rather than Japanese proficiency or seniority.","[職務]{しょくむ:role}と[評価]{ひょうか:evaluation}[基準]{きじゅん:criteria}が[明文化]{めいぶんか:documented}されているため、[日本語]{にほんご:Japanese}[力]{りょく:proficiency}や[年功]{ねんこう:seniority}よりスキルで[評価]{ひょうか:evaluated}されやすい。",[172],"foreign-engineers",{"id":174,"articleId":6,"question":175,"options":178,"correctLabel":86,"explanation":191,"tags":194},"bj-job-gata-koyou-quiz-q05",{"en":176,"jp":177},"Which is the most fitting disadvantage of job-type employment?","ジョブ[型]{がた:type}の[デメリット]{デメリット:disadvantage}として[最]{もっと:most}も[当]{あ:apt}てはまるのはどれか。",[179,182,185,188],{"label":82,"jp":180,"en":181},"[賃金]{ちんぎん:wage}が[低]{ひく:low}くなる","Lower wages",{"label":86,"jp":183,"en":184},"[部門]{ぶもん:department}[間]{かん:between}[異動]{いどう:rotation}が[難]{むずか:hard}しく、[キャリア]{キャリア:career}[幅]{はば:breadth}が[狭]{せま:narrow}くなりがち","Cross-department rotation is difficult; career breadth tends to narrow",{"label":90,"jp":186,"en":187},"[新卒]{しんそつ:new grad}[採用]{さいよう:hiring}が[増]{ふ:increase}える","More new-grad hiring",{"label":94,"jp":189,"en":190},"[長期]{ちょうき:long term}[雇用]{こよう:employment}が[保証]{ほしょう:guaranteed}される","Long-term employment is guaranteed",{"en":192,"jp":193},"Because the role is fixed, cross-department rotation and broadening one's perspective become harder — a clear trade-off.","[職務]{しょくむ:role}が[固定]{こてい:fixed}されるため、[部門]{ぶもん:department}[横断]{おうだん:crossing}の[異動]{いどう:rotation}や[視野]{しや:vision}[拡大]{かくだい:expansion}が[難]{むずか:hard}しいというトレード[オフ]{オフ:off}がある。",[195],"tradeoffs"]