IPA IP 2020 Question 20
A question IPA Japan published in 令和2年度 10月 ITパスポート試験 公開問題 問20, translated into English. ITPEC is based on the same exams.
Worker dispatching is divided into two types: ordinary dispatching, and temp-to-perm dispatching, which anticipates future employment. In concluding a worker dispatch contract of the former type, which of the following is an appropriate condition for accepting a dispatched worker that the client company requests from the dispatching company?
Explanation
Specifying the skills the candidate should have — in ordinary dispatching the client company may describe the job, but must not pick the person.
Under Japan’s Worker Dispatching Act, the dispatching company employs the worker and decides who is sent. In ordinary dispatching the client company is to refrain from acts aimed at identifying the individual worker in advance, such as interviewing candidates, asking for their résumés or limiting them by age or gender. It may, however, state the work to be done and the skills or qualifications needed for it, because that defines the job, not the person.
Temp-to-perm dispatching is the exception: since it is meant to lead to direct employment by the client company, interviews and résumés are allowed there.
Answer (a)
Why not others:
- •(b) — limiting age and gender is an act of choosing the person, and it also conflicts with the rules against age and sex discrimination in hiring
- •(c) — a prior interview by the client company is choosing the person, allowed only in temp-to-perm dispatching
- •(d) — having résumés sent in advance serves the same purpose as an interview and is likewise allowed only in temp-to-perm dispatching
Key rule: In ordinary dispatching the client company sets the job and the skills it needs, and the dispatching company chooses the worker; interviews and résumés belong only to temp-to-perm dispatching.
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This question comes from the past questions IPA Japan publishes, translated into English by ITPEC Practice. ITPEC Practice is an independent study tool and is not affiliated with IPA or ITPEC. See the original paper (PDF) or Report an issue.