| Budget Amount *help |
¥4,420,000 (Direct Cost: ¥3,400,000、Indirect Cost: ¥1,020,000)
Fiscal Year 2020: ¥1,040,000 (Direct Cost: ¥800,000、Indirect Cost: ¥240,000)
Fiscal Year 2019: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
Fiscal Year 2018: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
Fiscal Year 2017: ¥1,040,000 (Direct Cost: ¥800,000、Indirect Cost: ¥240,000)
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| Outline of Final Research Achievements |
There are two approaches to the status of the HR departments in a company: one is to focus on their authority and power in HRM decisions, and the other is to focus on their authority and power in management decisions such as strategic planning, M&A, and restructuring. In the latter, the high status of the HR department is judged by whether the HR department plays a strategic role rather than an administrative role. In addition, the degree of HR department status can be measured by whether the HR executive is a board member. The analysis of data on directors of Japanese listed companies shows that companies with a board member in charge of HR have declined between 1990 and 2015. This result suggests that the HR department status in Japanese companies is becoming weaker over the past twenty-five years.
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