International Comparison of Training Systems Within Firms

1. 我们通过访谈和文献调查调查了公司内部的培训系统。我们的研究包括三个部分；(a)外国公司内部的培训系统，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)日本公司内部白领工人的培训系统；(c)日本公司内部蓝领工人的培训系统。在职培训（OJT）不仅在日本，而且在其他国家都是培训工人的最重要的方式。采访是在日本、泰国、马来西亚和南斯拉夫公司的讲习班中进行的。外国公司内部的培训制度；(a) Koike、Inoki和Funimura在日本、泰国和马来西亚的公司进行了采访。他们访问的企业数量超过20家，但他们在比较三个国家的企业培训制度时使用了18家企业的数据。这项研究发现，这三个国家的技能形成系统的基本特征相似，这通常被认为是日本所特有的。自然地，在系统实施的程度上发现了巨大的差异。这意味着作为日本管理体系核心的日本技能形成体系具有普遍适用性。(b) Fujimura在两家南斯拉夫公司进行了面谈。他的研究发现，在南斯拉夫的公司中，OJT也是培训工人的主要方式，但通过正规教育获得的资格在晋升方面也起着重要作用。公司把员工送到夜校学习，以获得正规教育的相关证书，以便提升他们的职位。日本企业的培训制度；(a)富田、Wakisaka和Nakamura在大型零售商店和百货公司进行面谈，以澄清女工的职业。

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.