Roles of the Internal Labor Market and the Effects of Personnel Policy Changes

我们试图开发一个个人数据仓库，允许我们使用单个工人关于生产率和工资的信息，以评估内部劳动力市场的作用和人事政策变化的影响。该项目是与ERP包开发商和销售商Works Applications，Inc.以及经济、贸易和工业研究院的合作。我们获得并分析了两家日本大型制造商的个人记录，发现了一些新的发现，如：(1)组织内薪酬和晋升方面的性别差异很大，这可以用生育后的职业中断和工作时间的巨大性别差异来解释；(2)队列规模，即给定年份的新员工数量，与升职率和未来的工资负相关，这意味着在20世纪90年代初“冰河时代”毕业的员工可能会比年长或年轻的员工生活得更好，因为他们足够幸运地进入了大公司。

We've attempted to develop a personnel data depository that allows us to use individual worker information on productivity and wages in order to assess the roles of the internal labor marlet and the effects of personnel policy changes. The project is a collaboration with Works Applications, Inc., a ERP package developer-seller, and the Research Institute of Economy, Trade, and the Industry. We obtained and analyzed personnle records from two large Japanese manufacturers, and revealed novel findings such as: (1) the gender gap in pay and promotion within organization is large explained by career interruption after childbirths and large gender gap in working hours; and (2) the cohort size, the number of new empoyees in a given year, is negatively associated with the promotion rate and the wage in the future, implying that workers who graduated during the "ice age" in early 1990s may have better lives than older or younger ones given that they are lucky enough to enter large companies.