权益分类	功能权益	普通用户	{{item.name}}会员
{{category.name}}	{{benefitItem.name}}

New Aspects of Human Resource Management in a Aging Society -White Collar Workforce facing information technology and Multinationalization -

老龄化社会人力资源管理的新面貌 - 面对信息技术和跨国化的白领劳动力 -

基本信息

批准号：
60530030
负责人：
SANO Yoko
金额：
$ 0.9万
依托单位：
Keio University
依托单位国家：
日本
项目类别：
Grant-in-Aid for General Scientific Research (C)
财政年份：
1985
资助国家：
日本
起止时间：
1985 至 1986
项目状态：
已结题

项目摘要

The ResultsThe Japanese internal labor market was characterized as internal accumulation of management resources and flexible job allocation from the long-term view point. Today, however, it is forced to ammend itself facing increases in senior workers and higherly educated young workers. It may mean over-supply of white-collar skills, and it is urged to establish a more reasonable system of job allocation and compensation determination."Shukko" and "tenseki" which mean transfers and sending-out in the firm group, cause problems, partly because workers do not like them. Similarly the status of specialists (professionals) in the firm is usually lower than that of generalists, even though the number of positions of generalists have been becoming relatively less and less.Japanese multi-national firms succeeded in blue-collar personnel management but not in higher manpower in management. The shortcomings have been becoming to be pointed out.It is required to encourage heterogeneous nature within firms to make organizations more innovative, and also to introduce shorter-term evalution of indivituals' ability and achivement.The ImplicationsCommonly spread "retirement system of managerial jobs" at the former retirement age and "internal qualification system" should be reconsidered.On the other hand, the long-term view point and the flexible personnel management based on human characteristics not on job characteristics should be maintained further. What shoud be altered is the neriority principle which acutally works on the basis of sex, schooling career, age, and length of service.

结果从长期来看，日本内部劳动力市场具有管理资源内部积累和工作分配灵活的特点。然而，今天，面对老年工人和受过高等教育的年轻工人的增加，它被迫自我修正。可能意味着白领技能供过于求，迫切需要建立更合理的岗位分配和薪酬确定体系。“Shukko”和“tenseki”意味着公司集团内的调动和派遣，会引起问题，部分原因是工人不喜欢它们。同样地，尽管多面手的职位越来越少，但专家（专业人员）在企业中的地位通常低于多面手。日本跨国企业在蓝领人员管理方面取得了成功，但在高级管理人员方面却没有取得成功。这种制度的弊端也日益暴露出来，需要鼓励企业内部的异质性，使组织更具创新性，并引入对个人能力和成就的短期评价。其启示：普遍流行的“经理退休制”和“内部资格制度”应重新考虑。另一方面，应进一步坚持以人为本的长远观点和灵活的人事管理，而不是以工作特点为基础。需要改变的是优先原则，该原则实际上是根据性别、学历、年龄和服务年限而起作用的。