{"created":"2023-05-18T10:24:28.470174+00:00","id":56,"links":{},"metadata":{"_buckets":{"deposit":"71f8857a-b4d2-4ff9-8959-ecbb4be7f9ac"},"_deposit":{"created_by":7,"id":"56","owners":[7],"pid":{"revision_id":0,"type":"depid","value":"56"},"status":"published"},"_oai":{"id":"oai:togaku.repo.nii.ac.jp:00000056","sets":["1:6:16"]},"author_link":["87"],"control_number":"56","item_10002_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2012-05-31","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"1","bibliographicPageEnd":"34","bibliographicPageStart":"1","bibliographicVolumeNumber":"3","bibliographic_titles":[{"bibliographic_title":"現代経営経済研究"},{"bibliographic_title":"Toyo Gakuen University business and economic review"}]}]},"item_10002_description_5":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"グローバル戦略の一環として，日本企業は新興国市場を強化するためのグローバル人材育成に着手している．本稿の目的は国際機関という成果主義組織に働く日本人職員に焦点を当て，日本企業のグローバル人材育成を推進させる施策を検討し，日本企業の人的資源管理および労働市場への提言を行うことである．\n　国際機関では成果主義を基礎とする人的資源管理が行われており，定年退職までの長期雇用や年功序列賃金など日本で一般的な雇用慣行は採られていない．それゆえ，本論に入る前に，日本の伝統的雇用管理との比較から国際機関の人的資源管理（Human Resource Management:HRM）を概観する．\n　第１次アンケート調査では日本人職員の意識形態の分析を行い，第２次調査で日本人職員と外国人職員間の比較を行う．次に上記の分析を踏まえた聴き取り調査から，職員と職員の満足度との関係を分析する．以上の調査研究から，日本企業が検討しなければならない問題点や留意点を７つの項目に整理した後に，グローバル人材育成の環境整備に向けて６つの提言を行う．\n　なお，本稿は筆者が国際連合食糧農業機関（FAO）人事部で人事統計および職務分析を担当した経験を踏まえ，国際機関という職場とそこに働く職員に関する調査を行った成果の一部である．\n\n　The main theme of this paper is a discussion as to what kind of HRM（Human Resource Management）is effective at the time of performance-based management, through surveys of International Civil Servants. International Organizations adopt performance-based management practices which are different from the management practices in Japan and a significant number of Japanese staff members have work experience in the private sector in Japan before working for International Organizations. Clarifying the differences between the two management styles will help promote a better understanding of HRM in order to accommodate the Japanese style in the global market.\n Two surveys were conducted by email. The first survey took place in 2003 and focused on only Japanese professional staff members. The second survey in 2007 sought to compare Japanese staff members and non-Japanese staff members. Following the two surveys, interviews were conducted in New York, Geneva, and Rome in 2008. After the interviews, it was confirmed that the relationship between the occupational groups and job satisfaction is significant.\n Based on the findings from the above surveys, interviews and a discussion of the relevant issues, six recommendations were identified: the development of specialists, enlargement of mid-career employment, selection of global staff at an earlier stage, incentives to those who work overseas, utilization of women at work and work-life balance. It is concluded that in order to strengthen the Japanese HRM practices at the time of performance-based management, these recommendations should be seriously considered.","subitem_description_type":"Abstract"}]},"item_10002_publisher_8":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"東洋学園大学","subitem_publisher_language":"ja"}]},"item_10002_relation_12":{"attribute_name":"論文ID（NAID）","attribute_value_mlt":[{"subitem_relation_type":"isIdenticalTo","subitem_relation_type_id":{"subitem_relation_type_id_text":"110009488777","subitem_relation_type_select":"NAID"}}]},"item_10002_source_id_11":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AA11928733","subitem_source_identifier_type":"NCID"}]},"item_10002_source_id_9":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"13492004","subitem_source_identifier_type":"ISSN"}]},"item_10002_version_type_20":{"attribute_name":"著者版フラグ","attribute_value_mlt":[{"subitem_version_type":"VoR"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"横山, 和子","creatorNameLang":"ja"},{"creatorName":"ヨコヤマ, カズコ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{},{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2018-03-31"}],"displaytype":"detail","filename":"KJ00008155900.pdf","filesize":[{"value":"828.0 kB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"日本企業のグローバル人材育成に向けての提言 : 日本人国際公務員のキャリア研究から","url":"https://togaku.repo.nii.ac.jp/record/56/files/KJ00008155900.pdf"},"version_id":"fab1a832-540e-42ac-84e9-c7ef706afe55"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_title":"日本企業のグローバル人材育成に向けての提言 : 日本人国際公務員のキャリア研究から","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"日本企業のグローバル人材育成に向けての提言 : 日本人国際公務員のキャリア研究から","subitem_title_language":"ja"},{"subitem_title":"Recommendations for Japanese HRM Practices at the Time of Performance-based Management : A Study of the Career Development of Japanese International Civil Servants","subitem_title_language":"en"}]},"item_type_id":"10002","owner":"7","path":["16"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2018-03-31"},"publish_date":"2018-03-31","publish_status":"0","recid":"56","relation_version_is_last":true,"title":["日本企業のグローバル人材育成に向けての提言 : 日本人国際公務員のキャリア研究から"],"weko_creator_id":"7","weko_shared_id":-1},"updated":"2023-06-22T09:11:04.183056+00:00"}