Looking up...
A personnel management system where promotions, raises, and job assignments are primarily based on an employee's length of service (seniority) rather than performance or merit.
年功人事のもとでは、若手社員は長期間低いポジションに留まることが多い。
Under a seniority-based system, young employees often remain in low positions for long periods.
Common in traditional Japanese corporate culture, though modern companies are increasingly shifting toward performance-based evaluations.
This system emphasizes loyalty and long-term commitment to a single company, contrasting with Western models where job-hopping for advancement is more common. It creates predictable career paths but can limit innovation and younger talent.
年功人事 prioritizes tenure over performance. Do not confuse with 成果主義 (merit-based system), which evaluates results rather than years of service.
Combines 年功 (ねんこう, 'years of service') and 人事 (じんじ, 'personnel management'). The term reflects a system where experience (measured by tenure) directly correlates with career advancement.
While historically dominant in Japanese corporate culture, this system is gradually being replaced by merit-based evaluations in many organizations due to globalization and calls for diversity in the workplace.