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Case Study and Quantitative Analysis of the Impacts of the Revision of HR Practices on the Employment Systems of the Japanese Firm

人力资源实践修订对日本企业雇佣制度影响的案例研究和定量分析

基本信息

批准号：
12630005
负责人：
TSURU Tsuyoshi
金额：
$ 2.18万
依托单位：
Hitotsubashi University
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2000
资助国家：
日本
起止时间：
2000 至 2002
项目状态：
已结题

项目摘要

Since the prolonged economic stagnation following the burst of the bubble economy, Japanese firms have steadily reshaped their human resources (HR) systems and practices. The keyword of the restructuring campaigns has been "performance-oriented", as in performance-oriented HR practices and wage determination. However, it is not clear to what extent performance-oriented testructuring has actually transformed firms' organizational structures and employment systems. Furthermore, previous studies have not investigated how performance-oriented restructuring changed firms' internal pay structures.To understand these changes, we have applied different methodologies to pursue three fundamental objectives. First, using personal interviews and case studies, we have analyzed the strategies and processes behind the restructuring of firms' organizations and HR practices. Second, using questionnaire surveys, we have tried to identify the degree of diffusion and the determinants of the restructuring. … More Third, using the personnel files of private companies, we have investigated continuities and discontinuities in wage determination following revisions of firms' HR systems.Our research has revealed the following results. First, evidence from case studies of electronics companies suggests that the firms have shifted their business areas from manufacturing toward services and IT-intensive product development Also, they have bundled their organizational divisions, corresponding to the fusion of their products (for example, the fusion of hardware and software). As a result of this shift toward organizational bundling, large-scale surpluses and shortages of particular types of employees have occurred within firms ; in particular, there have been many redundant manufacturing workers and serious shortages of research & development and design personnel. Second, questionnaire survey has confirmed the findings of the case studies. However, the performance effect of the restructuring is mixed : some companies have restored profitability after restructuring, while others have not. Third, analysis of personnel files revealed the weakening of the age effect on wages and the strengthening of the effect of performance ratings on wages following revisions of HR practices. From these results, we conclude that the decade-long stagnation of the Japanese economy has generated strong pressure for drastic change in firms' organization and employment systems. However, extensive restructuring has not yet yielded a clear recovery of firm performance. Less

泡沫经济破灭后，日本经济陷入长期停滞，日本企业的人力资源制度和实践也在不断改革。改组运动的关键词是“注重业绩”，如注重业绩的人力资源做法和确定工资。然而，目前尚不清楚以业绩为导向的结构调整在多大程度上实际上改变了企业的组织结构和就业制度。此外，以往的研究还没有对绩效导向的结构调整如何改变企业的内部薪酬结构进行研究。为了理解这些变化，我们采用了不同的方法来追求三个基本目标。首先，通过个人访谈和案例研究，我们分析了企业组织结构和人力资源实践重组背后的战略和过程。其次，通过问卷调查，我们试图确定的扩散程度和重组的决定因素。 ...更多信息第三，使用民间企业的人事档案，对企业人事制度变更后的工资决定的连续性和间断性进行了调查。首先，电子企业的案例研究表明，企业的业务领域从制造业向服务业和IT密集型产品开发转移，并且，企业的组织部门也与产品的融合（例如，硬件和软件的融合）相对应地进行了捆绑。由于这种向组织捆绑的转变，企业内部出现了特定类型员工的大规模过剩和短缺，特别是制造业工人大量过剩，研发和设计人员严重短缺。第二，问卷调查证实了案例研究的结论。不过，重组的业绩效果喜忧参半：一些公司重组后恢复了盈利能力，另一些公司则没有。第三，对人事档案的分析显示，在人力资源做法修订后，年龄对工资的影响减弱，业绩评级对工资的影响加强。从这些结果可以看出，日本经济10年来的停滞，给企业的组织和雇用制度带来了巨大的变革压力。然而，广泛的重组尚未使公司业绩明显恢复。少