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欧米多国籍企業における組織・人事システムのキー・ファクター : シンガポール・タイの実態調査から
http://hdl.handle.net/10069/6782
http://hdl.handle.net/10069/6782feba61fe-9046-4dee-8311-ef9a7afa54fa
名前 / ファイル | ライセンス | アクション |
---|---|---|
KJ00000737088.pdf (1.4 MB)
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Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
---|---|---|---|---|---|---|
公開日 | 2007-03-02 | |||||
タイトル | ||||||
タイトル | 欧米多国籍企業における組織・人事システムのキー・ファクター : シンガポール・タイの実態調査から | |||||
言語 | ||||||
言語 | jpn | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 欧米多国籍企業 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 製品別組織 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 地域統括会社 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 三国間派遣社員 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | ブロード・バンディング | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 昇進スピード | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Us and European Multinationals | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Product-oriented Organization | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Regional Headquarters | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Third Country Nationals | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Broad Banding System | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | Fast Promotion | |||||
資源タイプ | ||||||
資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||
資源タイプ | departmental bulletin paper | |||||
著者 |
藤野, 哲也
× 藤野, 哲也 |
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著者別名 | ||||||
姓名 | Fujino, Tetsuya | |||||
その他のタイトル | ||||||
その他のタイトル | Key Factors in Organizational Structure and Human Resources Management System of US and European Multinationals in Southeast Asia | |||||
抄録 | ||||||
内容記述タイプ | Abstract | |||||
内容記述 | The purpose of this paper is, based on the result of my field survey carried out in 1999 and 2000, to examine the key factors in organizational structure and human resources management system of US and European multinationals, along with those of local companies, in Singapore and Thailand. While the recent tendency of shift to product-oriented organizational structure in US and European multinationals is similar to that of Japanese corporations, the human resources management system of US and European multinationals is quite different from Japanese system. Fast promotion and diverse career paths through screening of High Potential Employees in early stage, selective training/rotation and global job grade system are the key factors in the human resources management system of US and European multinationals, which attract local employees more than Japanese seniority-based promotion system. | |||||
書誌情報 |
長崎大学東南アジア研究年報 巻 44, p. 27-43, 発行日 2003-03-25 |
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ISSN | ||||||
収録物識別子タイプ | ISSN | |||||
収録物識別子 | 05471443 | |||||
書誌レコードID | ||||||
収録物識別子タイプ | NCID | |||||
収録物識別子 | AN00166496 | |||||
sortkey | ||||||
P00027-P00043 | ||||||
引用 | ||||||
内容記述タイプ | Other | |||||
内容記述 | 長崎大学東南アジア研究年報. vol.44, p.27-43; 2003 |