農業法人経営における労働評価・報酬決定システムに関する研究

农业企业经营中的劳动评价与薪酬确定制度研究

• 批准号: 10760131
• 负责人: 和田 大輔
• 金额: $ 0.77万
• 依托单位: Obihiro University of Agriculture and Veterinary Medicine
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Encouragement of Young Scientists (A)
• 财政年份: 1998
• 资助国家: 日本
• 起止时间: 1998 至 1999
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-10760131/
• 关键词: 農業法人経営; 労働評価; 標準報酬体系; ABM

日本の農業経営の労働力は家族労働力が中であるが、農業法人経営においては非法人経営に比較すれば労働力構成は多様である。これはまた、労働力間での様々な軋轢の原因ともなる。その理由の一つには、労働力の客観評価の難しさがある。本年度は構成員・雇用労働力間の合意形成と労働意欲の観点から法人経営における労働評価・労働報酬決定システムを検討した。設計したシステムの特徴は次のとおり。就労・雇用の初期段階では、作目や地域等で設定した標準報酬体系に従う。長期雇用者・長期経験者に関しては、年度間の経営成果への貢献度合いの変動に着目して報酬を設定。短期の変動に関しては賞与で対応。安定的な貢献に対しては基本給で対応。他産業並み給与からの脱却。構成員に関しては、上記に加えて、役員報酬等の形での経営参画に対する評価=利益処分を行う。経営状態の悪い法人経営においては、このシステムのたち上がり段階において何らかの支援も必要。農業法人経営の問題点は次のとおりである。法人格を有する農業経営においてすら、経営の計数的把握が十分でない。現状の法人経営は個別に労務管理体系を確立するには小規模なものが多い。本研究で考える労働評価・労働報酬決定システムは経営の改善を目指すものであるが、その設計を防げるものは経営状態の悪さ自体である。そのような経営では、構成員間でのトラブル等を防ぐため労働報酬の平等性にも意味を持ちうる。その場合、労働報酬以外の目標・誘因が必要となる。今後の農業法人経営に必要な対策を次にあげる。計数把握の充実、特に客観的工程管理の確立。構成員、雇用労働力の意識改革。基本給・能力給・賞与の明確化。長期的な視点に立った利益処分計画。農業者や行政・研究機関等の協力による作目・畜種・規模・地域等ごとの能力評価=作業別労働報酬体系の確立。

In the family labor force of the Japanese agricultural labor force, the illegal employment of the agricultural legal person and the agricultural legal person is more common than that of the family. The reason for this is not the same as that of others. I don't know why. I don't know why. I don't know why I'm sorry. This year, the composition members have reached an agreement between the employment force and the salary system. It is the intention of the company to determine the salary of the legal person, the legal person, the salary, the salary, the salary and the salary. Set up a special training program for each user. Set the standard salary system for the initial stage of employment, target area, etc. Long-term employees, long-term employees, long-term employees, Short-term activities will be conducted in a short period of time. If you are stable, you will pay attention to your basic needs. He had a career and gave up his career. The composition of the staff to participate in the participation of the staff, such as the salary of the staff, the salary of the staff, and the remuneration of the staff, etc., is equal to that of the interests. The status of the legal person, the legal person and the legal person. The legal person of agriculture shall have a license at the point of payment for the second time. In terms of legal personality, it is very difficult to grasp the calculation of agricultural income and expenditure. The legal person and personal responsibility management system ensures that there is a small scale and a large number of requirements. The purpose of this study is to determine the remuneration of employees in the field of health care. The purpose of this study is to improve the performance of the management system, and to design the system for the prevention of health problems. The equality of salary and remuneration among the members of the staff and the constituent members means that the salary is equal. It is necessary to pay a fee in addition to the salary. In the future, it is necessary for the agricultural legal person to make the necessary policies for the second time. Count and grasp the establishment of the project management of "filling" and "special customers". To form a member and to reform the concept of employment force. Basic ability to give assurance and certainty. A long-term plan for the distribution of benefits and benefits. Farmers, administrative research institutes, etc., work together to determine the production capacity of livestock species, such as areas, etc. = the establishment of a separate reporting and remuneration system for operations.