| Project/Area Number |
25590076
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| Research Category |
Grant-in-Aid for Challenging Exploratory Research
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| Allocation Type | Multi-year Fund |
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| Research Field |
Management
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| Research Institution | International University of Japan (2014-2016)
Kyoto University (2013) |
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Principal Investigator |
Hirose Shinichi 国際大学, 国際経営学研究科, 教授(移行) (00414079)
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| Project Period (FY) |
2013-04-01 – 2017-03-31
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| Project Status |
Completed (Fiscal Year 2016)
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| Budget Amount *help |
¥3,120,000 (Direct Cost: ¥2,400,000、Indirect Cost: ¥720,000)
Fiscal Year 2015: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2014: ¥1,560,000 (Direct Cost: ¥1,200,000、Indirect Cost: ¥360,000)
Fiscal Year 2013: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
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| Keywords | 人材アセスメント / グローバル人材 / 人的資源管理 / 海外サービス展開 / 高度サービス人材 / アセスメント・センター / 人材評価 / 妥当性研究 / 予測的妥当性 / 国際比較 / 国際情報交換（米国） / サービス / 海外展開 |
|---|
| Outline of Final Research Achievements |
It is critical to select and develop qualified people to effectively deploy Japanese service businesses globally. First, this study found that assessment centers (AC), one of the talent evaluation and development methods, conducted in Japan, has enough explanatory power as compared with global standards. Second, it was found that effective explanatory dimensions differ among different job categories. Finally, from the questionnaire survey which targeted expatriates whose home country is Japan, we found that AC has relatively high explanatory and predictable power to Career Development effectiveness and overall Job Satisfaction indices. These findings suggest that it could be a good practice to use AC when selecting expatriate candidates.
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