大手企業の人手不足と早期退職の真実

30代の転職

昨今、人手不足の問題が謳われておりますが、大企業の各社では早期退職を実施して事実上のリストラを行っています。
人手不足とリストラは相反することですが、なぜそのような現象が起きているのでしょうか?

スポンサーリンク

◆人手不足の真実

実際に建設業やサービス業は慢性的に人手不足ですが、ほとんどの企業の人手不足の本質的な意味は、会社にとって必要なスキルや技術を持った人材が不足しているということです。

◆早期退職の真実

結論から申し上げますと、会社にとって必要とされる能力を満たしていない人材、これから必要となるスキルを身に付けることが難しいベテラン層を解雇しているということです。
厳しい言い方になってしましますが、これが真実です。
私は大企業に勤務していた経歴がありますが、正直パソコンスキルも無くただいるだけという年配の方がかなりいらっしゃいました。
10年以上前までは終身雇用が崩壊していませんでしたので、ただ決められた時間に勤務していれば、雇用は保障されていました。
残念ながら、このような方々は今後は雇用が保障されることがないということです。

◆企業が従業員を解雇する方法

・懲戒解雇
会社に不利益を与えてしまったり、悪いことをしてしまった場合

・整理解雇
会社の業績が著しく落ちてしまうなどの理由で雇うことができない場合

・普通解雇
能力不足による場合

整理解雇は基準がかなり厳しいものであるため、企業にとっても安易に出来ないことになっているようです。
その為お互いの合意で問題とはならないように、整理解雇を早期退職として実施していると考えられます。
ここで気を付けなければいけないことは、表向きは整理解雇として早期退職を勧奨していますが、本来の意味合いは普通解雇であるということです。
普通解雇は現在のところ実施している企業はほとんどないと思います。しかし、今後は主流になる時代が来ると思います。

もちろん、会社としては45歳以上でも生産性のある優秀な人材には会社に残ってほしいと考えているはずです。

新しいAIシステムの導入による人材カットが早期退職を促すひとつの要因となっていると思いますが、会社の本音としては新しいシステムや技術に対応できない45歳以上を解雇し、会社を変革したいと考えているのではないでしょうか。

◆終身雇用の崩壊

今年日本一の企業であるトヨタ自動車の社長が終身雇用は崩壊したと話をしています。
事実上の日本企業の終身雇用の終焉を意味していると言えるでしょう。

今後も企業としては生き残りをかけて、高給で能力不足の人材をカットしていく強硬策を促進し、さらに加速していくと考えられます。

◆リストラの対象とならないためには

やはり何歳になっても時代に即した技術やスキルを身に着ける為に、日々勉強して実践することにあると思います。

いつ自分に解雇通告が来るかわからない時代に突入していくと思いますので、常に会社の求めているスキルをインプットし、アプトプットすることで会社に対して利益をもたらし、必要な人材であることをアピールしていくことが今後は求められると思います。

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