Research on Factors Maintaining Trust between Employer and Employees in Work Diversity Society

在日本这样的发达社会，面对后工业社会快速老龄化和极低出生率的严重问题，工作模式的多样性可以为企业、劳动者和社会带来良好的结果。首先，企业需要为服务行业、IT行业等提供各种各样的工人。第二，劳动者有权选择自己的工作模式。因此，他们可以提高他们的生活质量。第三，在低生育社会和成熟社会中，可以产生更多的劳动力或新的风险企业。另一方面，由于日本典型的人力资源管理，如终身雇佣制和工龄工资，自二战以来一直维持了很长时间，因此在多样化工作模式的扩散中也带来了许多问题。在许多情况下，我们必须建立新的法规、机构或系统。日本工作模式的多样性包括四个要素，即更多的就业或非就业，正规就业或非正规就业，工作时间和工作地点的灵活性，包括妇女，老年人和残疾人在内的多元化员工。就业或非就业条款中包含的关键问题是“谁是工人”等问题所固有的。由于工人的特征在变化，工人的定义也在扩大。独立工作者需要包含在工作者的定义中。此外，志愿者是否应该被认为是一名工人？为了解决这一问题，必须在工人（劳动）定义方面构建新的规定。第二个问题是与正规就业相比，对非正规就业的歧视。我们必须找出如何评估和教育非正规就业，使他们感受到与正规就业平等的待遇。为了平等对待，应该建立新的人力资源管理制度。第三种工作地点和工作时间灵活性的典型案例是Telework，即在家工作。许多企业都在引入弹性工作时间，但我们经常找不到弹性工作地点的情况。我们作为一个公司人的工作模式的价值应该被转化为新社会的新范式。第四种多样性是指完成照顾儿童工作的妇女、退休后的老年人或不熟练的青年工人被纳入劳动力队伍。我们没有平等对待他们的方式。构建新的人力资源管理体系。这些新的人力资源管理系统有望成为日本独特的多样性管理，而不是像美国的多样性管理一样。为了创造新的日本多样性管理，我们必须做的是发现许多独特的案例。他们可以成为有价值的榜样。如果这种模式被认为是有价值的，其他企业就会模仿他们的模式。我可以在这个研究中发现一些独特的案例。例如，S公司的案例是一些兼职工人被任命为董事。在N公司，一些员工被允许在家工作。小型制造商Y公司由于建立了先进的自动化制造系统，即FA，可以将蓝色工人提升为知识工人。Y公司在一个虚拟网络中运营她的组织。在这些案例中，我们可以发现新的多元化管理。在这些情况下，最重要的是建立雇主与雇员之间的信任关系。少

Diversity of working pattern can produce good results for business enterprises, labors and society in the advanced society such as Japan, that faces the serious concerns of rapid aging and very low birthrate under post industrial society. Firstly, business enterprises need to be provided various workers taking various parts in the service industry, IT industry and so on. Second, workers can hold the right to self-determination on their working pattern. As a result, they can improve their QOL. Third, more labor force or new venture business can be produced in our Low birthrate society and mature society.On the other hand, many issues also be brought out in the diffusion of the diverse working patterns, because typical Japanese HRM such as life-time employment and seniority wage has been maintained for long years since the second world war II. In many cases, we must create new regulations, institutions or systems.Diversity, of working pattern in Japan consists of four elements, that are … More employment or non-employment, regular employment or non-regular employment, flexibility of working hours and working places, and diverse employees including women, elder workers and handicapped workers.Critical issue included in the terms of employment or non-employment is inherent in the question such as ‘who is worker'. Since characteristics of worker are changing, definition of worker is also expanding. Independent worker needs to be included in the definition of worker. Moreover volunteers should be recognized as a worker or not? In order to resolve this issue, new regulation in the terms of the definition of worker(labor) must be constructed.The second issue is discrimination of non-regular employment, compared with regular employment. We have to find out how non-regular employment should be evaluated or educated so as to feel equal treatment with regular employment. For the equal treatment new HRM system should be established.Typical case on the third flexibility of working place and working hours is Telework, that is, working at home. Many enterprise has been introducing flexibility of working hours, but we cannot find out so often the case of flexibility of working place. Our value of working pattern described as a company man should be revolved into a new paradigm for the new society.The forth diversity means that women after finishing child care, elder persons after retire or unskilled young workers have been included in the work force. We don't have the way of equal treatment among them. New HRM system should be constructed.These new HRM system is expected to be Diversity Management that is unique in Japan, not as the same as Diversity Management in U.S. What we have to do in order to create a new Japanese Diversity Management is to discover many unique cases. They can be valuable models. If the model could be appreciated to be valuable, the other enterprises would imitate their model.I could discover some unique cases in this research. For example, company S's case is that a few part time workers have been appointed as directors. In company N, some employees are permitted to be working at home. Small manufacturer company Y could be improved blue color workers into knowledge workers, since high-advanced automated manufacturing system, that is FA was constructed. Company Y is operating her organization in a virtual network. In these cases we can discover the new diversity management. What is the most important in these cases is to construct trust relationship between employers and employees. Less