Investigation and research on the asymmetry and stickiness of personnel information in the human resource management of Japanese companies
日本企业人力资源管理中人事信息不对称与粘性调查研究
基本信息
- 批准号:15530258
- 负责人:
- 金额:$ 2.18万
- 依托单位:
- 依托单位国家:日本
- 项目类别:Grant-in-Aid for Scientific Research (C)
- 财政年份:2003
- 资助国家:日本
- 起止时间:2003 至 2005
- 项目状态:已结题
- 来源:
- 关键词:
项目摘要
The purpose of this research is to extract the new human resource management (HRM) characteristic of Japanese companies as an evolved type, and to clarify the emergent process and functionality. The key concept at that time is a duality principle in the organization modes which means a rational combination of specific HRM and information systems. Moreover, it is the costs of the personnel information which attaches a condition to the rationality in specific organization modes.The concrete research subject was the following four points.(1)Include the derived type for what has actually happened to the once traditional Japan type organization modes in the present age. (2)If variation is looked at by the Japan type organization modes, check the process of the generating. (3)Actual organization modes examines the reason which evolved such. (4)The extracted Japan type HRM checks statistically whether it is functional to financial performance.The following thing became clear from the result of a case studies and a survey research.1)The functional HRM in a present-day Japanese company is the form which "the incentive system of a job base" and the "Personnel Department concentration of rights of personnel management" combined.2)If the new HRM practice a "succession plan" and "career autonomous support" is added to this form, the explanation power over performance will increase further. The new concept which attaches a condition to the functionality of the HRM "the costs of personnel information" originating in asymmetric information and stickiness was drawn from the above result. And this research acquired the knowledge "the Japan type HRM evolves so that the costs problem of personnel information may be solved."
本研究的目的是提取日本企业的新的人力资源管理(HRM)的特点,作为一个演变的类型,并阐明新兴的过程和功能。当时的核心概念是组织模式的二重性原则,即具体的人力资源管理和信息系统的合理结合。而且,在具体的组织模式中,人才信息成本是决定组织模式合理性的一个条件。(1)包括衍生型,因为曾经的传统日本型组织模式在当代实际发生了什么。(2)If以日本式的组织模式来看变异,考察变异产生的过程。(3)实际组织模式考察其演变的原因。(4)通过案例分析和问卷调查的结果表明:(1)日本现代企业的职能型人力资源管理是“职务激励制度”和“人事部集中人事管理权”相结合的形式;(2)如果新的人力资源管理实践是“以人为本”的管理模式,那么日本现代企业的职能型人力资源管理就应该是“以人为本”的管理模式,而不是“以人为本”的管理模式本构式中加入“接班人计画”与“生涯自主支持”后,对绩效的解释力会进一步增加。从上述结果中引出了一个新的概念,它附加了一个条件,人力资源管理的功能,“人员信息成本”源于信息不对称和粘性。本研究得出“日本式人力资源管理的演进,可以解决人事资讯的成本问题”的认识。"
项目成果
期刊论文数量(36)
专著数量(0)
科研奖励数量(0)
会议论文数量(0)
专利数量(0)
キャリア発達の視点から見た社員格付け制度の条件適合モデル -職能資格制度と職務等級制度の設計と運用の課題-
职业发展视角下的员工评级体系合规模型——职业资格体系和职务等级体系的设计与运行问题——
- DOI:
- 发表时间:2003
- 期刊:
- 影响因子:0
- 作者:Makoto Matsuo;Mark Easterby-Smith;上林 憲雄(地代憲之他と共著);上林 憲雄;上林 憲雄;Norio Kambayashi;中井 透;佐々木 弘;佐々木 弘;上林 憲雄;上林 憲雄;対木 隆英;浅井 澄子;浅井 澄子(朱乙文との共著);工藤 秀幸;平野 光俊
- 通讯作者:平野 光俊
Contingency Model for Personnel Grading System from the Viewpoint of Career Development : Issues on Design and Management for Qualification System and Job Grading System
职业发展视角下的人员等级制度权变模型:资格制度和职务等级制度的设计与管理问题
- DOI:
- 发表时间:2003
- 期刊:
- 影响因子:0
- 作者:Mitsutoshi;Hirano
- 通讯作者:Hirano
Change in Organization Modes and Asymmetric Personal Information via Corporate Group Management Resolution
企业集团管理层决议改变组织模式和个人信息不对称
- DOI:
- 发表时间:2003
- 期刊:
- 影响因子:0
- 作者:Mitsutoshi;Hirano
- 通讯作者:Hirano
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HIRANO Mitsutoshi其他文献
HIRANO Mitsutoshi的其他文献
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{{ truncateString('HIRANO Mitsutoshi', 18)}}的其他基金
Building fair employment portfolio model for employment category management systems
构建就业类别管理系统的公平就业组合模型
- 批准号:
15H03380 - 财政年份:2015
- 资助金额:
$ 2.18万 - 项目类别:
Grant-in-Aid for Scientific Research (B)