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

1.从理论上研究了“间接就业”（临时中介工、分包工等）的结构。日本《劳动者派遣法》（1985年）规定，客户公司可以在不雇用工人的情况下对工人进行指导和监督，私人职业介绍所也可以雇用工人，以便让其他人对他/她进行指导和监督，这样，客户就可以避免许多雇主的责任。这意味着客户公司购买了为雇主代理的服务，私人职业介绍所取代了客户公司。2.我们还研究了利用人力资源行业的客户公司的人事管理。他们往往是基于聘用临时中介或分判工人的成本较聘用正式雇员为低的动机，而采用间接雇用的方式。客户公司在人事管理上缺乏长远的眼光。不清楚由谁负责培训和发展临时代理工人或分包合同工人的雇员能力。间接雇用的扩大可能会降低客户公司的效率。3.日本政府开始将一部分就业服务委托给私人就业服务公司（就业服务行业）。该系统的目标人群是长期失业的求职者，他们尽管通过公共就业办公室进行了求职，但求职时间不能超过一年。政府已经学习了澳大利亚的先进经验。因此，我们也调查了澳大利亚就业安置制度的优点和缺点。劳务派遣企业委托就业服务的招标制，使其服务不稳定。由于下一次招标的前景不明朗，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劳务派遣业的实际情况。

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.