| Project/Area Number |
12630052
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Single-year Grants |
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| Section | 一般 |
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| Research Field |
経済政策(含経済事情)
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| Research Institution | Osaka University |
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Principal Investigator |
MATSUSHIGE Hisakazu Osaka University, School of International Public Policy, Professor, 大学院・国際公共政策研究科, 教授 (50219424)
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| Co-Investigator(Kenkyū-buntansha) |
WAKISAKA Akira Gakushuin University, Economics, Professor, 経済学部, 教授 (90158600)
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| Project Period (FY) |
2000 – 2002
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| Project Status |
Completed (Fiscal Year 2002)
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| Budget Amount *help |
¥2,700,000 (Direct Cost: ¥2,700,000)
Fiscal Year 2002: ¥700,000 (Direct Cost: ¥700,000)
Fiscal Year 2001: ¥600,000 (Direct Cost: ¥600,000)
Fiscal Year 2000: ¥1,400,000 (Direct Cost: ¥1,400,000)
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| Keywords | The pharmaceutical industry / R&D / performance based pay / HRM / incentive / micro-data set / feat-finding on the spot / wage system |
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| Research Abstract |
This study conducted a statistical analysis and a questionnaire survey with the aim to analyze the personnel system in research and development divisions of pharmaceutical industries. In statistical analysis career development of employees with graduate degrees who are most likely to be engaged in research and development positions was analyzed using the results of the questionnaire survey for employees with engineering and science background. After that, using the data of the directors concerning the departments that they graduated from and the patterns of personnel movement within the companies, it was analyzed how personnel careers were eventually established. Based on the results of a separate study concerning the change in personnel management system in pharmaceutical manufacturing companies and the factors for enlarged gap in payment within a particular pharmaceutical company, a further questionnaire survey was conducted for the personnel department and the research center of a p
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harmaceutical company for the purpose of studying the current personnel management system, career development paths of individual researchers and engineers and how they recognize the company's personnel evaluation system.
The facts that have been revealed are the following four points. First, payment on seniority is widely observed in research and development careers, and stronger dependence of payment on seniority may exist compared with other types of careers. Second, types of positions which personnel transfers take place to and from research and development positions are quite limited compared with other types of positions. Thirdly, change of personnel management system toward performance based evaluation in the pharmaceutical industry is intended for increased precision in performance evaluation and its accountability among employees rather than for enlarging the gap in payment Fourth, since it takes a long time until the results of research and development is clearly identified, it is rather difficult to appraise employees' performance in a short time period. Simple reflection of evaluated performances on the payment may not necessarily lead to better results. Accordingly, it was made clear that change of human resource management system particularly in achievement based orientation is not easy as ft is believed in general.
These findings were summarized as theses or research notes, and were reported at academic conferences. Also some were submitted to professional academic journals. However, whether researcher's discretion in choosing a theme enhances his or her motivation as we initially anticipated was not made clear. Continued study is necessary to draw the final conclusion because personnel system is still in transition in the industry. Less
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