The transfer was abolished. But how? August 27, 17:33

Transfer is a major turning point in life. Is your family together? Or are you single? What about partner jobs and children's schools? What do you do for your home? You face various problems with your family. Recently, there are many young people who don't want to work in a company with relocation. Under these circumstances, there are companies that have changed their existing system based on the premise of relocation and have declared that relocation will be abolished in principle. This is because we thought it was necessary to appeal the ease of working in order to keep people together. We interviewed the site where we were groping. (Director, Masakei International Program Department, Yoko Yajima, Economic Department Reporter, Toshiaki Arai)

“Abolition of transfer” was decided in this way

In principle, AIG General Insurance, headquartered in Minato-ku, Tokyo, was abolished in principle. The company has over 7,700 employees and has approximately 200 sales offices and service centers in Japan.

In April, the transfer was abolished. There was a big impact on the insurance industry, where it was normal for a national transfer.

Why did we make such an unusual decision? The reason for this was an internal questionnaire conducted in the fall of Ototoshi.

“Choose the three items that you think are most important with respect to the place you work.” In response to this question, 61% of employees chose the item “You can choose your preferred location,” followed by 44% of employees. I chose the item “There is no transfer of company life”.

With this as an opportunity, the Human Resources Department began a fundamental debate about whether a transfer system was necessary in the first place. It is said that they also faced the circumstances of employees' homes.

Mr. Shoichi Makino, Manager of Human Resources, looks back on this.

“Some people were singles and had not lived with their families for many years. Dearly surviving over the balance of 'employees' burdens of transfers' and' transfers helped the career system ' I have come to the conclusion that there is no need to make it easier, and the question is how to make it an easy-to-work company and how to keep employees connected.

What is the mechanism to realize “transfer abolition”?

Abolition of transfer does not mean that employees will not be completely transferred. If you wish, you can of course change jobs, and your work location may change as long as you do not move.

However, as a general rule, employees who do not want to be transferred are no longer forced to be transferred due to company reasons or forced to move alone.

However, this company has 200 bases nationwide. Is it possible to assign appropriate personnel? An employee questionnaire was used to realize the abolition of relocation. Based on this, we have divided into “mobile employees” who accept transfers with relocation and “non-mobile employees” who work in the desired location and do not relocate with relocation.

As a result, the ratio of “mobile employees” was 25%, and “non-mobile employees” was 75%. If you select “Non-Mobile”, you will not be ordered to move with a move.

AIG has divided the nation into 11 areas, and has been allocating personnel in line with employees' wishes starting in April. Two years later, by September 2021, all non-mobile employees will be able to work in the desired area.

There is no difference in salary or evaluation between “mobile employees” and “non-mobile employees”. However, this company believes that the “Principal abolition of relocation” system will not function properly unless a certain percentage of “mobile employees” accept national transfers.

For this reason, in order to reduce the economic burden associated with the transfer of “mobile employees”, for example, subsidizing up to 95% of housing expenses and providing monthly allowances of up to 200,000 yen as special allowances. The The company plans to introduce such a system from October 2021.

Challenges while groping

However, even if the placement is determined based on the wishes of the employees, it is not easy to create a well-balanced work system according to "position" and "in charge".

There is always a problem that applicants are not found at a post at one sales office, and concentrators are concentrated at posts at another office. Also, since administrative departments such as general affairs and accounting are concentrated in Tokyo, there is a problem that even if the person in charge of these departments wants to work in areas other than Tokyo and Osaka, there are no posts.

However, Makino Manager believes that a transfer can be abolished by changing the organizational structure and work style.

“(Makino Manager) I don't know if our method is completely correct, but it is a challenge by reviewing the organizational structure, such as distributing administrative personnel concentrated in Tokyo and Osaka to the regions. The problem of location matching should also be solved, but if the employee's partner is transferred to a place where we don't have a sales office, the employee's family life will not be realized. I think this will only be complete when this effort extends to other companies. "

How will the transfer system change?

Companies that abolish transfer like AIG are still a minority, but in order to keep talented people, the movement to review the transfer system, which has been taken for granted, is gradually spreading.

For example, “Hoshino Resort”, which has accommodation facilities throughout the country, has adopted a “Raising Hand System” that gives priority to relocation of employees who have raised their hand as “I want to work in this area”.

In addition, Kirin, a major beer company, has introduced a system that can avoid relocation up to two times for a total of five years.

Many experienced people admit that relocation will lead to employee development and revitalization of the organization, but in order to take advantage of these benefits, companies have established a system to support in consideration of the circumstances of employees and families, etc. There seems to be a need for ingenuity to make the transfer system work.

Masako Yajima Director, International Business Program Division

Joined in 2009

Economic Department reporter Toshiaki Arai

Entered in 2005 Kitami Station Sapporo Office