著者

武石 恵美子

出版者

法政大学キャリアデザイン学会

雑誌

生涯学習とキャリアデザイン = 生涯学習とキャリアデザイン (ISSN:13493051)

巻号頁・発行日

vol.14, no.1, pp.49-65, 2016-10

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Relocation systems that change an employee’sworksite have become increasingly ill-suitedas a diversity strategy attempting to link acorporation’s human-resource diversificationto its worth. This paper aims to shed lightupon the current state of corporate relocation practices and areas of concern through surveys and interviews conducted by the authors. Among employees for whom relocation is a possibility, the ratio of those who actually relocate differs by company. Overall, there is a tendency for relocating employees to bear significant burdens at companies with higher rates of relocation, where the company’s circumstances are prioritized over theemployee’s situation and preferences and thedestination site may relocate the employeea second time to another site in a differentregion. There are many cases among domesticrelocations in which the employee must takea new position with little to no foresight into his or her future, e.g., moving house within a month of receiving official notification, or receiving no indication of how long a new post will last. In recent years, companies have been introducing systems that take employees’ individual situations and preferences into account, such as by permitting employees to request not to be relocated or by using inhouse recruitment or free-agent systems to identify employees who volunteer for transfer; however, these companies are few. Relocation both satisfies the corporate organization’s demand for office expansion as well as accumulates a broad range of experience for human resource development, an area which especially stands to benefit. However, many believe there is no clear difference between employees who have experienced relocation and those who have not. Areas of concern in the years ahead include the necessity of taking individual situation into account and the inevitability of relocation becoming a bottleneck in securing personnel. Yet relocation may expand even further in the years to come, and even though companies recognize that they must give consideration to employees’ situation, it has also become clear that companies at present see no pressing need for radical reform in relocation practices.Companies cannot be said to have a clearawareness of the problem whereby relocationpractices compel employees to take onsignificant burdens. It is necessary to clarifythe current state of relocation practices.