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International Comparison of Training Systems Within Firms

企业内部培训体系的国际比较

基本信息

批准号：
61301067
负责人：
KOIKE Kazuo
金额：
$ 3.26万
依托单位：
Kyoto University
依托单位国家：
日本
项目类别：
Grant-in-Aid for Co-operative Research (A)
财政年份：
1986
资助国家：
日本
起止时间：
1986 至 1987
项目状态：
已结题

项目摘要

1. We investigated training systems within firms through interviews and survey of literature. Our study consists of three parts; (a) training systems within firms in foreign countries, especially Thailand, Malaysia, France, UK, West Germany, Yugoslavia and Australia, (b) training systems within firms for white collar workers in Japanese firms, and (c) training systems within firms for blue collar workers in Japanese firms. On-the-job training (OJT) is the most important way to train workers not only in Japan, but also other countries. Interviews were conducted in workshops of Japanese, Thai, Malaysian, and Yugoslav firms very intensively.2. Training systems within firms in foreign countries; (a) Koike, Inoki, and Funimura conducted interviews in Japanese,Thai, and Malaysian firms. The number of firms they visted was more than twenty, but they used data obtained in eighteen firms in the comparison of company training systems among three countries. This study finds similarities in the basic character of skill formation systems in the three countries, which have often been thought to be particular to Japan. Naturally, large differences are identified in the extent to which the system are implemented. This implies general applicability of the Japanese skill formation systems, which are the core of Japanese management systems. (b) Fujimura conducted interviews in two Yugoslav firms. His study finds that OJT is the dominant way to train workers also in Yugoslav firms, but the qualifications obtained through formal education have also an important role in promotion. Firms send their workers to night schools to get relevant certifications of formal education for their promotion.3. Training systems in Japanese firms; (a) Tomita, Wakisaka, and Nakamura conducted interviews in big retail stores and department stores to clarify careers of female workers.

1.通过访谈和文献调研，对企业内部的培训体系进行了调查。我们的研究包括三个部分：(A)国外公司内部培训体系，特别是泰国、马来西亚、法国、英国、西德、南斯拉夫和澳大利亚；(B)日本公司白领员工的公司内部培训体系；(C)日本公司蓝领员工的公司内部培训体系。在职培训(OJT)不仅在日本，而且在其他国家都是最重要的培训工人的方式。采访是在日本、泰国、马来西亚和南斯拉夫公司的研讨会上非常密集地进行的。外国公司内部的培训系统；(A)小池、Inoki和Funimura在日本、泰国和马来西亚的公司进行了面试。他们访问了20多家公司，但他们使用了18家公司获得的数据来比较三个国家之间的公司培训系统。这项研究发现，这三个国家在技能形成系统的基本特征上有相似之处，这三个国家通常被认为是日本特有的。当然，在实施该制度的程度上存在很大的差异。这意味着日本的技能形成系统具有普遍的适用性，这是日本管理系统的核心。(B)藤村对两家南斯拉夫公司进行了面谈。他的研究发现，在南斯拉夫的公司，在职培训也是培训工人的主要方式，但通过正规教育获得的资格证书在晋升方面也起到了重要作用。公司将工人送到夜校，以获得正式教育的相关证书，以促进他们的晋升。日本公司的培训系统；(A)Tomita、Wakisaka和Nakamura在大型零售店和百货商店进行访谈，以澄清女性工人的职业生涯。