Human Resource Management
1
The Japanese Human Resource Management
Before World War II: A Case of the Engineers
Hiroshi Ichihara
Faculty of Economics, Surugadai University, Tokyo
I. Introduction
The purpose of this paper is to analyse the characteristics of the Pre-WW II Japanese corporate management from the perspective of the human resource development. The essential framework of the Japanese-style human resource management before WW II constituted differentiated employment by a few ranks; then, different duties and treatments followed accordingly. The initial ranks were determined by the level i.e. social recognition and overall academic achievement of new employees’ schools. Thus, the approach was called “an educational class system”. The graduates of either universities or polytechnics were hired as high-ranking employees with monthly payment, whilst the graduates of technical or commercial schools which were on a level with secondary education filled the posts of employee in semi-staff condition. Their wages were paid either monthly or daily. In the case of workmen with basic education at shop floors, the payment was only made daily. The gap of prestige and remuneration amongst the different ranks was distinctive 1 . This noticeable correlation between educational background and ex officio standing was developed within a group of large corporations from the beginning of the 20th century. Afterwards, during the 1920s and
30s, it became common in large-scale firms. It has been agreed that, as a key element of corporate employment, the custom of periodically employing new graduates of universities and other educational institutions characterised the growth of the Japanese internal labour market 2 .
1
Ujihara Syojirou, Nihon no Rousi-Kankei(Industrial Relations in
Japan),Tokyo ,1968,pp62-76,
2
Sugayama Sinnji, 1920nendai Judenki Keiei no kakyu syokuinsou（Employment
Management of Junior Staff in Electrical Machinery Industry in the 1920’s: A Case
The Japanese Human Resource Management
Before World War II: A Case of the Engineers
Hiroshi Ichihara
Faculty of Economics, Surugadai University, Tokyo
I. Introduction
The purpose of this paper is to analyse the characteristics of the Pre-WW II Japanese corporate management from the perspective of the human resource development. The essential framework of the Japanese-style human resource management before WW II constituted differentiated employment by a few ranks; then, different duties and treatments followed accordingly. The initial ranks were determined by the level i.e. social recognition and overall academic achievement of new employees’ schools. Thus, the approach was called “an educational class system”. The graduates of either universities or polytechnics were hired as high-ranking employees with monthly payment, whilst the graduates of technical or commercial schools which were on a level with secondary education filled the posts of employee in semi-staff condition. Their wages were paid either monthly or daily. In the case of workmen with basic education at shop floors, the payment was only made daily. The gap of prestige and remuneration amongst the different ranks was distinctive 1 . This noticeable correlation between educational background and ex officio standing was developed within a group of large corporations from the beginning of the 20th century. Afterwards, during the 1920s and
30s, it became common in large-scale firms. It has been agreed that, as a key element of corporate employment, the custom of periodically employing new graduates of universities and other educational institutions characterised the growth of the Japanese internal labour market 2 .
1
Ujihara Syojirou, Nihon no Rousi-Kankei(Industrial Relations in
Japan),Tokyo ,1968,pp62-76,
2
Sugayama Sinnji, 1920nendai Judenki Keiei no kakyu syokuinsou（Employment
Management of Junior Staff in Electrical Machinery Industry in the 1920’s: A Case