The comparative study of personnel management in Japan and USA

这项研究的目的有三个方面。第一个目的是澄清最近日本的工资改革。二是了解美国的对口改革。最后是找出两国经验的异同。研究结果如下：日本工资改革的焦点是如何改变工资和晋升制度中固有的资历特征。最近的改革对工资制度的影响比20世纪80年代盛行的绩效管理改革更大。改革的实质是这样的。人力资源管理的核心概念已经从能力薪酬转变为角色薪酬，基本薪酬也相应从能力薪酬转变为角色薪酬。自2000年以来，美国一直在进行改革，以削弱市场驱动的就业率的影响，并改变其特征，使其更适应组织需求。这些是通过将基于工作的标准转变为基于角色的标准来实现的，该标准来自于整个组织的绩效管理。我们可以发现，在日本，从能力到角色的转变以及从工作到角色的转变是趋同的。趋同的驱动力是全球竞争所要求的绩效管理。正如上面所暗示的那样，改革的过程是完全不同的，一个是与组织规范的斗争，称为资历，另一个是与市场力量的斗争，这往往不利于员工的发展。

The aim of this study is threefold. The first aim is to clarify the wages reform in recent Japan. The second is to know the counterpart reform in USA. And the last is to find the similarity and difference of both countries' experience. The findings are the following.1.The focus of the wages reform in Japan was how to change the seniority traits built in the wages and promotion systems. The recent reform has exerted stronger effect upon the wages systems than the merit management reform prevalent in 1980s. The essence of the reform is the following. The central concept of HRM has changed from the ability to the role, and basic pay has accordingly changed from the ability pay to the role based pay.2.The reform in USA has been since 2000 to weaken the effect of the market driven job rates and to change their character more tuned to the organizational needs. Those are attained by changing the job based criteria to the role based one which is derived from performance management of the organization as a whole.3.We can find the convergence which is the change from the ability to the role in Japan and the change from job to the role. The driving force for convergence was performance management necessitated by the global competition. As the above implies, the process of the reform, however was quite different, one was struggle against the organizational norm called seniority and another was struggle against the market forces which is often detrimental to the development of employees.