[Survey on HR Practices] Is Job-Based HR Still Membership-Based in Reality? Operational Challenges After Implementation Brought to Light. Approximately 73% of Companies Implementing Job-Based HR Have Insufficient Regular Review of Job Descriptions, and Approximately 73% Continue with Ability/Seniority-Based Evaluations.

Job-Us Co., Ltd. (Headquarters: Minato-ku, Tokyo, Representative: Taichi Mabuchi, hereinafter "the Company"), which aims to realize a fair and proactive working society through the implementation of AI-powered job-based HR systems, conducted a "Fact-Finding Survey on Job-Based HR Systems" targeting 259 HR personnel from companies that have already implemented or decided to implement a job-based HR system.

◾️Survey Topics

◾️Survey Background: Expansion of Disclosure Obligations for Gender Wage Gaps Makes "Indescribable HR Systems" a Risk

In April 2026, due to the revision of the Act on Promotion of Women's Active Participation, the obligation to disclose gender wage gaps was expanded to companies with 101 or more employees. The development of HR systems that can objectively explain the basis of treatment has become a challenge for both large and medium-sized companies. The job-based HR system, which determines treatment according to job duties and roles, is once again attracting attention as a solution to this problem. However, for a job-based HR system to function, it is essential that its core JD (Job Description) is properly prepared, updated, and utilized in actual HR measures. Therefore, the Company conducted a survey on the actual status of JD preparation, updating, and utilization to grasp the current status of job-based HR from a broader perspective.

◾️Survey Details

Frequency and Scope of Job Description Review

We investigated the frequency and scope of job description reviews. Only 26.9% of companies responded that they "regularly (at least once a year) review all job descriptions." On the other hand, the results showed that "all are reviewed, but the frequency is irregular (about once every few years)" was 37.6%, "only a part is reviewed regularly" was 15.3%, and "only a part and irregularly" was 8.7%. In addition, 1.7% "recognize the need for updates but rarely review in practice," and 2.9% "do not have a review mechanism or operation itself."

Utilization of Job Descriptions in Job Grade and Job Size Determination

We investigated the utilization of job descriptions in determining job grades and job sizes. Only 26.9% of companies responded that "job grades are determined by quantitatively calculating job size based on job descriptions." On the other hand, the results showed that "although based on job descriptions in principle, in practice, job grades are determined considering human ability and seniority" was 44.2%, and "human ability and seniority are prioritized, and objective determination based on job descriptions is not performed" was 19.8%. In addition, 1.7% stated that "job descriptions are not utilized at all in job grade determination."

Status of Job Description Creation and Definition

We investigated the status of job description creation and definition. Only 28.2% of companies responded that "all job descriptions are clearly defined up to expected roles, outcomes, and human resource requirements." On the other hand, the results showed that "some job descriptions are defined, but there are variations in content and quality depending on the department and creator" was 49.0%, "job descriptions exist only in form" was 8.1%, and "job descriptions are not prepared" was 6.6%.

Degree of Job Description Utilization in Each HR Measure

We investigated the degree of job description utilization in four HR measures: job grade/job size calculation, personnel placement/transfers, goal setting, and career development. The total of "highly utilized" and "somewhat utilized" was 61.4% for job grade/job size calculation, 61.4% for personnel placement/transfers, 53.3% for goal setting, and 52.9% for career development. On the other hand, the total of "neither," "not much utilized," "not utilized at all," and "not prepared/don't know" amounted to 46.8% for goal setting and 47.1% for career development.

Job Description Update Linkage with Business Changes

We investigated the status of job description review and update when business strategy changes, organizational restructuring, or changes in job content occur. Only 28.5% of companies responded that they "always review and update all relevant job descriptions whenever a change occurs." On the other hand, the results showed that "when a change occurs, some job descriptions are reviewed and updated" was 54.1%, "even if a change occurs, job description review and updates are not linked" was 7.0%, and "job descriptions have not been reviewed at all after creation" was 2.1%. (n=242)

Job Description Utilization in Goal Setting

We investigated the status of job description utilization in employee goal setting. Only 28.1% of companies responded that "goals are set company-wide based on job descriptions and linked to evaluation indicators." On the other hand, "in some organizations/job types, goals are set based on job descriptions" was 38.4%, and "job descriptions are sometimes referred to when setting goals, but in practice, goals and job descriptions are not sufficiently linked" was 30.8%.