日本绩效工资改革问题分析

An Analysis of Japan's Reform of Performance Pay

20世纪90年代中期以来,随着日本经济低迷的长期化,为了削减成本,各企业逐渐试行以成果主义为名的绩效工资改革。成果主义强调通过强化对短期内达成的成果和业绩的考核来扩大员工间的横向工资差距,从而促进竞争,削减工资成本。然而,在内部劳动市场,能力主义制度下导入的成果主义,一方面存在与原有机制不配套的问题,另一方面其运用不当则会引起员工的抵触情绪,起不到应有的激励效果。实践证明,成果主义不可能完全取代原有的能力主义,二者能否有效地衔接将成为此次工资改革成败的关键。

Since mid in the 1990s, with long- term depression of Japan economic, to cut cost Japan＇s enter- prises had gradually implemented the reform of performance pay in the name of merit system. Merit system em- phasized that it is through strengthening evaluation on short -term performance that the wage gap was widen so as to promote the competition among employees and reduce wage costs. Nevertheless, in the internal labor market, on the one hand the instruction of merit system based on capability - based personnel system was not be well coordinated with original mechanism, and on the other if being applied improperly the merit system would invited complaint from employees thus had not efficiency that it should have. In practice, it is proved to be true that merit system could not take the place of original capability - based personnel system eventually. The key for this reform is whether the merit system and Capability - based Personnel System could be connect- ed effectively.