A pertinent enquiry revolves around what the “labor shortage” discourse asserts and what is unfolding in Japanese society as a result. Foreign workers, older adults, and women have emerged as key groups that are being encouraged to more actively participate in the Japanese labor force under the narrative of a “labor shortage.” One presentation examined the data reflecting the broader context of this issue while the other three focused on each of these groups, collectively underscoring the importance of examining the finer details of organizations and social phenomena through a realistic lens. The four presentations did not necessarily align on a single, unified perspective. The chairperson observed that the current “labor shortage” has once again exposed the dysfunction within Japan’s systems in terms of skill training and human resource development. Furthermore, they noted that acute “labor shortages” are particularly prevalent in sectors related to caregiving and the nurturing of future generations, such as healthcare, welfare, childcare, and education, as well as in essential fields related to infrastructure maintenance and operations, including construction and transportation.

As a result of the promotion of structural reforms, wages and prices continued to decline in a chain reaction from the late 1990s onwards. Under Abenomics, which was adopted at the end of 2012, the goal was to “escape from deflation,” and the Abe administration became directly involved in raising wages, leading to what was called “Government-led Shuntou.” In order to create social momentum for wage increases, it is necessary to emphasize the labor shortage, and the active job openings-to-applicants ratio has become a commonly used term when explaining the results of Abenomics. However, these efforts encouraged the government to provide economic explanations that were detached from the economic reality, and also contributed to the apparent increase in the active job openings-to-applicants ratio. A comprehensive analysis of the economic indicators makes it difficult to believe that the current labor shortage is an absolute shortage caused by constraints on the labor supply, and there is a need for policy consideration regarding the allocation of labor between industries.

Since the mid-2010s, the Japanese government has sought to address labor shortages by promoting the employment of foreign workers in Japan. Through various systemic reforms, Japan has actively facilitated their acceptance, leading to the introduction of the Specified Skilled Workers and Foster Employment System. Currently in its fourth year, the Specified Skilled Worker System has led to an increase in the number of available positions, reorganization of job categories, and introduction of greater flexibility in the employment arrangement. It does not impose any limits on the number of employees that a single firm can hire, thereby enabling large-scale recruitment, particularly in the service industry.

The Development and Employment System, introduced as a successor to the Technical Intern Training Program, is closely linked to the Specified Skilled Worker System. These systems are expected to function as an integrated framework, extending the employment period for foreign workers from short- and mid-term to long-term, with a minimum duration of eight years.

　Recently, the employment rate among older adults in Japan has increased. This phenomenon can be attributed to the development of pension policies and policies to promote elderly employment, which have been implemented to respond to the aging population in a tight labor market. This study aimed to explore these policy developments and to examine the extant literature discussing their impacts. It focused on the following two aspects : “human resource mobility around retirement age” and “continued employment after retirement age.” Scholars have argued that the employment of other age groups has been negatively affected as a result of the progression of elderly employment. This study reviewed the results of research on how elderly employment affects employment in other age groups. Based on the findings, this study clarified the requirements for elderly employment in the future. Effective strategies to address the current policy challenges of securing employment up to the age of 70 years as well as the areas of improvement and key points are discussed.

This study conducted an interview survey of a Japanese companies that have implemented new measures for transfers involving relocation and a web-based monitoring survey of employees in career-track positions who are subject to transfers involving relocation. Findings revealed the following points.

First, the surveyed companies took measures to reduce or eliminate transfers, based on their awareness of the issues related to securing human resources and the advancement of women in the workforce. The firms adopted the following measures : ⑴ hiring by area, and in principle only transferring employees within that area : ⑵ offering remote work options to allow employees to work remotely without having to transfer to another locations : and ⑶ encouraging employees who can and wish to transfer to different locations to do so. The policy of reviewing transfers was modified such that employees could indicate whether they wanted to be transferred. This approach promote the integration of employment management categories, internal recruitment, mid-career hiring, and hiring as per the employee’s location.

Meanwhile, both male and female, employees eligible for domestic transfers in career-track positions, were more likely to have been transferred twice or more than never. In addition those who believed that they received fair treatment were more likely to have a positive perception about hiring according to the hiring categolies and courses, differentiating wages, and limitting promotions based on whether they had been transferred.

This paper examines whether the Japan Association for Social Policy Studies （JASPS） can sustain the publication of its academic journal “Social Policy and Labor Studies” under its current editorial format. An analysis was conducted by reviewing the journal’s current editorial practices and history and comparing them with those of other domestic academic societies and the status quo of journal editing and publishing. The paper highlighted deviations from the policy of focusing on submitted manuscripts, which was implemented with the introduction of the review system. This system has led to a low number of submissions and a bias in submitters. Furthermore, the diversification of publication formats suggests that the publication of “Social Policy and Labor Studies” in its current form is unsustainable. The review system has faced various criticisms due to intense research competition. The crucial question is how to create a system where researchers can collaborate to generate knowledge. The management of academic societies and journals must be thoroughly examined to avoid confusing the essential purpose （advancement of scholarship） with the means （development of organizations or journals）.