@article{oai:doshisha.repo.nii.ac.jp:00021719,
 author = {齋藤, 毅 and Saito, Takeshi},
 issue = {99},
 journal = {評論・社会科学, Hyoron Shakaikagaku (Social Science Review)},
 month = {Mar},
 note = {ドイツの伝統的な人事制度の変容実態を、生産現場のキャリア形成、人材育成の制度的改革の現地調査を通じて明らかにした。調査の結果、いわゆるドイツの社会的職業訓練制度は労働者のモティベーション管理、並びに工場の業績管理(Performance Management)にとって障害になっており、これに対処するため、経営は内部昇進型のキャリアやOJT中心の人材育成システム等、日本型に近い賃金・人事制度の導入を通じて、漸進的改革を模索している、ということが明らかになった。, The purpose of this paper is to make clear how the traditional personnel management systems in Germany had been changing. This paper is based on the investigation of the automobile company, Volkswagen, focusing on the institutional and practical reformations of the incentive systems and skill-formation systems at the level of blue-collar employees. The conclusion or the implication of this research is as followings. The nation-wide traditional vocational education system in Germany is becoming the obstacles to realize the performance management in these years. In order to deal with this problem, management of each company is groping for introducing gradual reformation as possible as they can. This paper clarified that the car assembly factory of Volkswagen was trying to introduce their own personnel management systems, that is, inside-promotion systems and new skill-formation systems pivoting on the OJT system., 論文(Article), application/pdf},
 pages = {27--73},
 title = {フォルクスワーゲンの賃金・人事制度 : 生産現場の制度と慣行に関する実態調査報告},
 year = {2012},
 yomi = {サイトウ, タケシ}
}