日本「役職定年」制度之探討─以未來台灣企業導入運用為研究

日本民間企業施行多年的「役職定年制度」是時代下的產物。「役職」在日本企業泛指有頭銜之高階主管職位，而「定年」的意思則代表屆齡退休。在日本企業中運用多年的「役職定年制度」是指有職位頭銜之管理職人員，於到達公司設定的年齡時，從管理職位階調任至非管理職之制度。此制度主要目的希望透過管理職位的讓出，培養新生代管理幹部候選人及抑制因退休年齡延後造成的人事成本費用提高。然而，制度的導入也實際對組織造成激勵性降低的工作環境氛圍，及產生勞資爭議的訴訟案件，因此也有部分公司將「役職定年制度」的管理職位採用任期制方式(「役職任期制度」)，以彌補其涉及年齡歧視的問題。「役職任期制度」是以定期改選管理職位為前提，嚴格管理這段期間的業績，並在任期結束時審查管理職的適任性，進行續任、升遷、降職或調任至其他職位等措施之制度。改採「役職任期」的方式，為特殊性或關鍵職位導入任期評鑑制度，評估任期中績效表現是否符合該職位的期待指標，更重要的是任期屆滿如無續任該職位意願或未能通過評鑑者，亦能有非管理職(例如：技術職或專業職)之職涯選項可供發展。因應少子高齡化的社會現象，日本已透過法令修訂，將退休年齡展延，或鼓勵企業取消退休年齡的限制。本研究聚焦於解決資深管理職人員職涯後期發展的可能性，為達成此目標，將借鏡日本企業執行多年的「役職定年制度」經驗，尋找適用於台灣勞動環境的人事管理制度，同時釐清在制度導入過程中可能面臨的法規挑戰並提出潛在的解決方案。

關鍵字

役職定年；役職任期；管理人員任命權；調職原則；年齡歧視

並列摘要

The "Mandatory Retirement System for Managerial Positions" implemented by Japanese private companies for many years is a product of its time. In Japanese companies, "managerial positions" refer to high-level executive roles with titles, while "mandatory retirement" means reaching the retirement age. The system, which has been in use for years, involves transferring managers with titles to non-managerial roles upon reaching the age set by the company. The main goal of this system is to make room for the next generation of managerial candidates and to control personnel costs that could increase due to the extension of the retirement age. However, the introduction of this system has also led to a work environment with reduced motivation and has resulted in labor disputes and lawsuits. Therefore, some companies have adopted a term-based system for managerial positions (known as the "Managerial Position Term System") to address the age discrimination issues associated with the mandatory retirement system. The "Managerial Position Term System" is a framework where managerial positions are regularly re-elected, with strict performance management during the term. At the end of the term, an evaluation is conducted to assess the suitability of the managerial position holder, leading to decisions on reappointment, promotion, demotion, or transfer to another position. By adopting the "Managerial Position Term System," companies introduce a term evaluation system for specific or key positions to assess whether the performance during the term meets the expected standards for that role. More importantly, if the individual does not wish to continue in the position or fails to pass the evaluation, there are alternative career options in non-managerial roles (e.g., technical or professional positions) available for development. In response to the social phenomena of declining birthrates and an aging population, Japan has revised its laws to extend the retirement age or encourage companies to eliminate retirement age restrictions. This study focuses on exploring the potential career development paths for senior managers in the later stages of their careers. To achieve this goal, the research will draw on Japan's long-standing experience with the "Mandatory Retirement System for Managerial Positions" to identify a personnel management system that is suitable for Taiwan's labor environment. Additionally, the study aims to clarify the potential regulatory challenges that may arise during the implementation process and propose potential solutions.

並列關鍵字

Mandatory Retirement Age for Managerial Positions ； Term-Based Managerial Position System ； Managerial Appointment Authority ； Reassignment Principles ； Age Discrimination