International Comparative Research on the Job Creation by Utilization of Private Employment Businesses and Diversification of Employment Forms

1.对“间接就业”(临时工、分包工等)的结构进行了理论研究。日本(1985年)的《劳务派遣法》规定，委托人公司可以在不雇用工人的情况下指导和监督他/她，而私营职业介绍所雇用工人是为了让其他人指导和监督他/她。这样，客户就有可能逃避许多雇主的责任。它是指客户公司为雇主购买代理服务，由私人职业介绍所代替客户公司。2.研究了利用人力资源行业的客户公司的人事管理问题。他们往往出于临时代理工人或分包工人的劳动力成本低于正规雇员的动机而利用间接就业。客户公司在人事管理方面没有太多的长远眼光。目前还不清楚谁负责培训和发展临时代理工人或分包工人的员工能力。扩大间接就业可能会降低客户公司的效率。3.日本政府开始将部分就业安置服务委托给私营就业安置公司(人力资源行业)。这一制度的目标人群是长期失业的求职者，他们虽然通过公共就业办公室进行求职，但工作时间不能超过一年。政府已经学习了澳大利亚的先进经验。因此，我们还调查了澳大利亚就业安置制度的优缺点。招标制将就业安置服务委托给人力资源行业，使其服务不稳定。由于下一次招标前景不确定，私营就业公司往往会限制投资。此外，我们还研究了澳大利亚间接就业和人员配置行业的实际情况。

1.We studied theoretically the structure of "indirect employment" (temporary agency workers, sub-contract workers and so on). Worker Dispatching Law in Japan (1985) made it lawful for client companies to direct and supervise a worker without employing him/her, and for private employment agencies to employ a worker in order to let others direct and supervise him/her. In this manner it became possible for the clients to avoid many employers' responsibilities. It means client companies buy the service of act for employers, which the private employment agencies substitute for client companies.2.We also studied the personnel management of the client companies that utilize staffing industry. They often make use of indirect employment from motives that labour cost of temporary agency workers or sub-contract workers is lower than that of regular employees. The client companies don't have long-term viewpoint for personnel management so much. It is not clear who takes responsibility for training and development of employee's ability for temporary agency workers or sub-contract workers. Enlargement of indirect employment is likely to decrease the efficiency for client companies.3.The Japanese government started to entrust a part of job placement service to private job placement firms (staffing industry). The target people of this system is the long-term unemployed job seekers, who cannot hind a job for more than one year in spite that they engaged in job hunting through public employment offices. The government has learnt the advance experience in Australia. Therefore, we also investigated the merits and demerits of the job placement system in Australia. The tender system in entrusting job placement service to staffing industry has made its service unstable. The private employment firms tend to restrain investment due to uncertain prospects for the next tender. Moreover we studied the actual conditions of indirect employment and staffing industry in Australia.