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首页> 外文OA文献 >How do Japanese and French firms in steel industry address the institutional change and the globalization? Employment adjustment and age management in a downsizing context
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How do Japanese and French firms in steel industry address the institutional change and the globalization? Employment adjustment and age management in a downsizing context

机译：日法钢铁企业如何应对制度变迁和全球化？在缩小规模的背景下进行就业调整和年龄管理

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Steel industry has been engaged for a very long time in a downsizing process which has deeply transformed social and industrial relations, work and employment management. Once, these industry was owned and managed by big national groups (sometimes public) and employed a lot of workers at different levels of qualification. Now, a large movement of concentration leads to the emergence of transnational leader. Steel industry has become more and more a footloose industry, with high technological level. After several downsizing operations, firms must adopt now more flexible strategies which integrate the aging of workforce (with the retirement of baby- boom generation), and the question of transmission of skills. The age management represents now the main way – and the cheapest one in the short term– to reduce and optimize the firm workforce, but also a crucial issue for the preservation of knowledge and skills, required by the activity. In these conditions, how do firms manage the new context of financial and economic crisis? What are the consequences on labour and industrial relations, and work organisation in two important plants belonging to two international leaders? We intend to discuss the hypothesis of the convergence of firms strategy and employment system. We will wonder if, and how, historical background and the nature of labour market in which firms are embedded, influence the downsizing strategy and the age management of firms. We will focus our comparative analysis on two steel plants, localised in France and in Japan. We will examine changes that have occurred in labour and industrial relations and human resource development in two steel industry plants after the 1980s, in Japan and in France. The paper presents the intermediate results of a comparative research on new dynamics of labour markets in France and in Japan . It has been led both by Japanese and French researchers which used statistical databases on Japanese and French Steel industry and qualitative methodology (semi-directive interviews).
机译：钢铁行业长期以来一直致力于缩小规模，这已经深刻改变了社会和劳资关系，工作和就业管理。曾经，这些行业是由大型国家集团（有时是公共集团）拥有和管理的，并雇用了许多具有不同资格水平的工人。现在，大规模的集中运动导致了跨国领导人的出现。钢铁工业已成为越来越具有高技术水平的工业。经过几次裁员后，企业现在必须采取更加灵活的策略，将劳动力的老龄化（随着婴儿潮一代的退休）与技能传播的问题结合起来。现在，年龄管理是减少和优化公司员工队伍的主要方法（也是短期内最便宜的方法），同时也是该活动所需的知识和技能保存的关键问题。在这种情况下，企业如何应对金融和经济危机的新环境？属于两名国际领导人的两个重要工厂对劳资关系和工作组织的后果是什么？我们打算讨论企业战略与就业制度趋同的假设。我们将想知道，企业嵌入的历史背景和劳动力市场的性质是否以及如何影响企业的精简策略和年龄管理。我们将比较分析的重点放在法国和日本的两家钢铁厂。我们将研究1980年代后在日本和法国的两家钢铁厂在劳资关系和人力资源开发方面发生的变化。本文提出了对法国和日本劳动力市场新动态进行比较研究的中间结果。它由日本和法国研究人员领导，他们使用了日本和法国钢铁行业的统计数据库以及定性方法（半定向访谈）。

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