Research on Authority of HR Functions Consistent with Diversity Management
| Project/Area Number |
18H00891
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| Research Category |
Grant-in-Aid for Scientific Research (B)
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| Allocation Type | Single-year Grants |
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| Section | 一般 |
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| Review Section |
Basic Section 07080:Business administration-related
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| Research Institution | Hosei University |
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Principal Investigator |
Takeishi Emiko 法政大学, キャリアデザイン学部, 教授 (70361631)
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| Co-Investigator(Kenkyū-buntansha) |
坂爪 洋美 法政大学, キャリアデザイン学部, 教授 (10329021)
佐藤 博樹 中央大学, 戦略経営研究科, 教授 (60162468)
松浦 民恵 法政大学, キャリアデザイン学部, 教授 (60570778)
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| Project Period (FY) |
2018-04-01 – 2022-03-31
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| Project Status |
Completed (Fiscal Year 2021)
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| Budget Amount *help |
¥11,440,000 (Direct Cost: ¥8,800,000、Indirect Cost: ¥2,640,000)
Fiscal Year 2021: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2020: ¥6,500,000 (Direct Cost: ¥5,000,000、Indirect Cost: ¥1,500,000)
Fiscal Year 2019: ¥2,730,000 (Direct Cost: ¥2,100,000、Indirect Cost: ¥630,000)
Fiscal Year 2018: ¥1,560,000 (Direct Cost: ¥1,200,000、Indirect Cost: ¥360,000)
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| Keywords | ダイバーシティ経営 / 人事権 / 人材育成 / 異動管理 |
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| Outline of Final Research Achievements |
It is believed that the authority of HR functions concentrated in personnel department should be weakened and the role of managers and individual employees in this matter should be enhanced if diversity management is to be promoted and made the norm at Japanese firms. The results of a data analysis of Japanese companies indicate that implementing " self-selection of positions and transfers " and " individualized career planning " in addition to diversity promotion policies has the potential to enhance diversity outcomes. European companies place a high priority on employee preferences when changing job and work locations in the company. The human resources department is also involved in this process in order to achieve overall optimization of human resources development and allocation from the organizational perspective. It is important to provide support and create a system to guide employees' career decisions in the appropriate direction.
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| Academic Significance and Societal Importance of the Research Achievements |
ダイバーシティ推進を経営戦略に掲げる企業が増えているが、働き方改革マネジメント改革だけでは不十分で、人事制度改革に踏み込むことが必要になっている。しかし、具体的にどのような制度が効果があるのかについての研究は少なく、この点に関して「人事権」を設定してアプローチしたことにより、従業員の自律性を高めるシステムの重要性が明らかになった。まさにコロナ禍により働き方が大きく変化する現状にあって、いわゆる「メンバーシップ型」雇用、すなわち組織主導型キャリア管理の仕組みからの脱却を図ろうとする企業が増えており、従業員自律型キャリアの推進とダイバーシティ推進の二つの課題に対して示唆を与える研究成果といえる。
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Report
(5 results)
Research Products
(55 results)
