50人企業の人材戦略 : 15年間における2度の業態転換と人材育成

概要

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This paper reviews the way that an enterprise with fifty employees practiced the programs for human resource developments, investigating the drastic change of its operation systems twice in fifteen years to stay competitive over times. In the case of this enterprise, the top management showed the long-term future-vision (around ten years) soon after recognizing the change of business environments. He asked all employees to adapt to the vision and recruited the human resource necessary for the new environment. The HR plan had changed drastically every fifteen years with a minor revision in each year. Before introducing the new plan, every employee is allowed to take preparation of two to three years, spending for participating in training programs and adjusting themselves behaviorally and psychologically to the plan. For those who failed to make smooth transition, the reallocation trials in the enterprise and the assistance programs for outside job hunting were provided in order to fulfill individual objectives obtained in semi-annual interviews. It is concluded that an adequate use of the change programs for human resource development enabled the enterprise to change its operation systems drastically twice in fifteen years.
経営行動科学学会の論文
2001-03-31