能力開発・キャリア形成と労使関係

佐藤 厚, SATO Atsushi

doi:10.15002/00030946

The purpose of this paper is to empirically analyze the involvement of labor unions in the skill development and career development of workers, and to clarify future challenges. Summarizing the survey results according to the framework of this paper, the following points can be made. First, when looking at collective efforts between labor and management, there are many cases in which rules regarding career development and skill development are established through collective bargaining or joint labor-management consultation . Second, since the rules set in this way are actually implemented in the workplace, any incidents that arise during the process of applying the rules will be dealt with at the branch level. Whenever the labor union receives a complaint or consultation from its members, it reports it to the headquarters, and the headquarters responds to it during joint labor-management consultations and daily negotiations with the company. However, there are differences between labor and management in terms of labor-management communication, such as labor-management consultations and daily negotiations. An analysis of labor relations types based on the degree of proactive career development and labor union involvement shows that in which union highly involved union members career and should think proactively about their own careers,there was a tendency to highly rate the company's efforts in developing skills and building a career. Whereas “career self reliance” or autonomous careers are attracting attention as an issue in corporate personnel management, and the involvement of labor unions can be said to play a major role in making this a reality. The above points to the importance of cooperative involvement among all three parties, including not only companies and individuals, but also labor unions, in proactive career development.

能力開発・キャリア形成と労使関係

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能力開発・キャリア形成と労使関係

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収録刊行物

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