| Project/Area Number |
17203028
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| Research Category |
Grant-in-Aid for Scientific Research (A)
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| Allocation Type | Single-year Grants |
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| Section | 一般 |
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| Research Field |
Business administration
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| Research Institution | Kobe University |
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Principal Investigator |
KANAI Toshihiro Kobe University, Guraduate School, Professor of Organizational Behavior (80135780)
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| Co-Investigator(Kenkyū-buntansha) |
MISHINA Kazuhiro Kobe University, GuraduateSchool, Professor of Strategy (40283155)
KAMBAYASHI Norio Kobe University, GuraduateSchool, Professor of Human Resource Management (00243296)
HARA Takuji Kobe University, GuraduateSchool, Professor of Technology Management (60252756)
HIRANO Mituhiro Kobe University, GuraduateSchool, Professor of Human Resource Management (10346281)
高橋 潔 神戸大学, 経営学研究科, 教授 (90298555)
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| Project Period (FY) |
2005 – 2007
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| Project Status |
Completed (Fiscal Year 2007)
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| Budget Amount *help |
¥47,970,000 (Direct Cost: ¥36,900,000、Indirect Cost: ¥11,070,000)
Fiscal Year 2007: ¥14,430,000 (Direct Cost: ¥11,100,000、Indirect Cost: ¥3,330,000)
Fiscal Year 2006: ¥15,730,000 (Direct Cost: ¥12,100,000、Indirect Cost: ¥3,630,000)
Fiscal Year 2005: ¥17,810,000 (Direct Cost: ¥13,700,000、Indirect Cost: ¥4,110,000)
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| Keywords | core human resources / competitive advantage / human resource development / international comparison / strategic failure |
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| Research Abstract |
This study aims to shed light upon the role of human resource development in enhancing enduring competitive advantage at national level focusing on leadership and professional capabilities. It is an integrative effort to link leadership studies with strategy and innovation studies. The major result of this study is threefold. First, continued success and innovation require the systematic and accelerated development of core human resources with leadership and/or innovation capabilities. Longer tenure is imperative in crucial organizational transformation which is also conducive to enhancement of competitive advantage at global level. Second, types of experiences core human resources have gone through in their careers as well as lessons they learn through their mentors in the context of strategy/innovation formation and implementation provide the platform to core human resource development. It demands the further sophistication of the theory of experiences. Third, the modern development of management and organization theories have been going back and forth between the system focus and the human focus like a moving pendulum. The higher-order integration as suggested by this study is to serve as a beachhead for liking the rather micro human resource studies to national turnaround studies at macro level.
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