The Impact and Problems of Diversified Personnel Management System ― Toward Career Development of Working Women ―

Abstract

Many Large Corporations have begun to introduce Diversified Personnel Management System after the enforcement of the Equal Employment Opportunity Law. Indeed the Equal Employment Opportunity Law has increased the opportunity of employment for young female workers with high education attainment and has improved the working conditions of female workers, but female workers are placed to narrowly defined jobs such as sales job, clerk, date processing job, and there are gender discrimination with respect to recruitement, hiring, job assignment, promotion, training. In addition, Diversified Personnel Management System has theoretical weakpoints against difficulties of division of task between Major Carrer Path (Sogo-shoku) and Minor Carrer Path (Ippan-shoku). Therefore Diversified Personnel Management System involves problems to solve in order to forbid discriminations against for female workers in recruitement, hiring, assignment, promotion, training. This paper discusses these theoretical and practical problems in connection with the positive utilization of female workers by means of the past several researches for Diversified Personnel Management System. I arrived at a conclusion that Minor Career Path (Ippan-shoku) will be gradually integrated to Major Career Path (Sogo-shoku), and Diversified Personnel Management System will be finally abolished in order to utilize female workers as human assets of corporation. Further I want to point out that even if Diversified Personnel Management System will be finally abolished, Personnel Management based on job-group will enable corporation to introduce personnel management based on career path.