これからの人事ポリシーとその機能性, HR Policies in Japanese Firms

幾多郎 江夏 and Ikutaro Enatsu

No 225, Working Paper Series from Management Innovation Research Center, School of Business Administration, Hitotsubashi University Business School

Abstract: 日本企業の人事ポリシーの多様性は3つの軸で捉えられる。「目的志向の能力開発」は従業員の働きがい向上に結びつく傾向にある。「エンプロイアビリティ重視」「組織への貢献に応じた処遇」の効果は，人事管理が環境に影響される度合いや組織の分権性が高いほどよりネガティブになり，環境不確実性が高いほどによりポジティブになる。「目的志向の能力開発」の徹底は，他の2つの人事ポリシーの効果をよりポジティブにする。, Japanese economy and society still have been on the way for establishing new standard model in Human Resource Management. This research found that various HR policies in Japanese firms can be plotted in three-dimensional space, “Ensuring Employability (EE),” “Strategic Talent Development (STD),” and “Merit based Reward (MR).” According to our analysis, although STD has positive impact on employeesʼ QWL (Quality of Work Life), this HR policy is not deeply practiced by many firms. The effect of EE and MR become more negative when decision making in HRM is influenced by external social forces and when firmsʼ general decision making process is decentralized. Contrary, the effect of these two HR policies become more positive when the degree of perceived uncertainty in external environment is high. Finally, thorough practice of STD makes the influence of EE and MR on QWL more positive.

Date: 2018-09
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Persistent link: https://EconPapers.repec.org/RePEc:hit:hmicwp:225

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