転職率の英語

（大規模事業所でも増加傾向の転職入職者）事業所での常用労働者の流入を第25図によりみると、転職入職者数は1981年以降一貫して入職の約半数を占め、転職入職率も上昇傾向にあるが足下で1 割前後とその水準は依然として低い 。例文帳に追加

(In large business establishments, the persons hired after their job change tend to increase) Looking at the inflow of workers regularly employed at business establishments according to Figure 25, in and after 1981, the number of persons hired after their job change consistently accounted for about half of the new hiring, and the ratio of hired persons who changed jobs to all employees shows the tendency of increase, but is still at a low level of around 10% at the present moment . - 厚生労働省

◆今後５年間で、失業期間６か月以上の者を２割減少させ、一般労働者の転職入職率を９%（2011 年：7.4%）とすることを目指す例文帳に追加

◆In the next five years, decrease by 20% those who have been unemployed for more than six months, and raise the rate of hiring general workers who changed their job within a year to 9% (2011: 7.4%).発音を聞く  - 経済産業省

また、総務省「就業構造基本調査」によれば転職希望率（転職を希望する者の有業者に対する割合）は上昇傾向にあり（第3-2-22図）、今後、雇用が流動化し労働市場を通じた人材の動きが増加してくれば、中途採用によって人材を得ることが多い中小企業にとっては人材獲得の機会が拡大し、優秀な人材を採用するチャンスが増大する可能性がある（第3-2-23図）。例文帳に追加

According to MIC's Employment Status Survey, the job-change hopeful rate (the proportion of persons in work who wish to change jobs) is increasing (Fig. 3-2- 22), and greater employment mobility and increased movement of human resources through the labor market in the future could expand opportunities for SMEs, many of which hire employees mid-career, to acquire human resources, and increase chances for hiring high-caliber human resources (Fig. 3-2-23). - 経済産業省

このため、同社社長が上海に常駐し、日本的な長期雇用を前提として従業員を粘り強く指導してきた結果、次第に現地従業員にも会社を家族と同様に大事にする雰囲気が生まれ、転職が多い中国において従業員の定着率の向上に成功している。例文帳に追加

For this reason, the president of the company took up residence in Shanghai and provided tenacious leadership to the employees based on the premise of Japanese-style long-term employment. The president's efforts led to the creation of an atmosphere in which local employees gradually came to value the company like their family. Thus, the company succeeded in raising the employee retention rate in China, where changing jobs is common. - 経済産業省

間隔が長期に開いた二時点間の比較を行う上では人口構成や規模別就業者数の変化に注意を払う必要が有るが、企業規模が相対的に大きいほど自営業主へ転職する者に占める割合は低いことや、1987年では従業者100人以上の企業規模における若・中年者と高齢者との差は、99人以下の企業規模における若・中年者と高齢者ほどの顕著なものではなかったこと、2002年には10人以上99人以下規模企業の若・中年転職者の占める割合が低下し100人以上の企業規模出身者と傾向が似たことは、事業者対被雇用者の収入比率35や次に分析するリスク回避志向等との関係で注目に値するのである。例文帳に追加

When making comparisons between two widely separated points in time, attention needs to be paid to changes in demographic structure and the number of persons in work by size of employer. Nevertheless, it is worth noting a number of points in relation to factors such as the ratio of employer to employee incomes35) and the risk aversion analyzed below. These are that the increase in the proportion of people becoming self-employed proprietors is lower at relatively larger enterprises, that the difference between younger and middle-aged workers and older workers at enterprises with 100 or more workers was not as pronounced in 1987 as the difference between younger and middle-aged workers and older workers at enterprises with 99 or fewer workers, and that the proportion of young and middle-aged workers at enterprises with 10~99 workers was lower in 2002 and had come to resemble the trend regarding former employees of enterprises with 100 or more workers. - 経済産業省

このように、近年、企業に雇用される人々の意識が一般的にはリスク回避的になり、開業希望率が減少していることと、第2章で述べたような、近年の労働市場の変化等との関係については、〔1〕1990年代まで大企業を中心とする年功賃金制が「日本的雇用慣行」として定着していると認識され、人々の予想する将来賃金が上昇してきたこと、〔2〕1990年代のデフレ経済の悪影響がまず自営業等の小規模な企業から破産・廃業の増加等の形で現れ、人々の予想する自営業の所得が顕著に低下しリスクが顕著に増加したこと、〔3〕大企業の被雇用者に本格的な雇用調整が及んだのは1990年代後半であったことから、将来の予想賃金が低下するにはかなり時間がかかったこと、〔4〕定年退職後の収入については、「日本的雇用慣行」の下でも不安定性があることが早くから認識され、また、1990年代に企業が中高齢層のリストラを進め高齢者の転職市場は厳しい状況が続き、50歳代の賃金については大企業でも比較的早くから調整が進んだことから、中高齢者にとっては転職と比較して開業することの機会費用が下がった可能性があること、また、この年代の人々はバブル崩壊による持ち家価格の低下等の影響を被ることが比較的少なかったこと等が指摘できる。例文帳に追加

People employed by enterprises have thus generally grown more risk averse in recent years. Regarding the relationship between the decline in the prospective entry rate and recent changes in the labor market such as those described in Chapter 2, attention may be drawn to the following: (1) the seniority-based pay systems found primarily at large enterprises up to the 1990s were recognized as having become entrenched as "Japanesestyle employment practices," and the future wages expected by people rose; (2) the negative effects of the deflationary economy in the 1990s first manifested themselves in the form of an increase in bankruptcies and exits among small enterprises such as the selfemployed, and there was a conspicuous decrease in the incomes and a conspicuous increase in the risks of selfemployment expected by people; (3) as full-fledged employment adjustment did not really impact on employees of large enterprises until the latter half of the 1990s, it took considerable time for future expected wages to fall; and (4) the instability of income after mandatory retirement even with "Japanese-style employment practices" has long been recognized, enterprises restructured their middle-aged and older workers in the 1990s, conditions in the elderly reemployment market remained severe, and wages of employees in their fifties underwent adjustment from a comparatively early stage, creating the possibility that for the middle-aged and elderly, the opportunity cost of entry compared with changing jobs has fallen, in addition to which people in this age group were comparatively less affected by the effects of the collapse of the bubble, such as the decline in home prices. - 経済産業省