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日本のダイバーシティ経営の特徴と課題 ～「経済産業省 ダイバーシティ経営企業100選」の事例分析～
https://chuo-u.repo.nii.ac.jp/records/8935
https://chuo-u.repo.nii.ac.jp/records/893512b068fa-40fe-406e-bbff-938a0beace22
| 名前 / ファイル | ライセンス | アクション |
|---|---|---|
本文を見る (621.0 kB)
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| Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| 公開日 | 2018-03-15 | |||||||||
| タイトル | ||||||||||
| タイトル | 日本のダイバーシティ経営の特徴と課題 ～「経済産業省 ダイバーシティ経営企業100選」の事例分析～ | |||||||||
| 言語 | ||||||||||
| 言語 | jpn | |||||||||
| キーワード | ||||||||||
| 言語 | en | |||||||||
| 主題Scheme | Other | |||||||||
| 主題 | Diversity Management | |||||||||
| キーワード | ||||||||||
| 言語 | en | |||||||||
| 主題Scheme | Other | |||||||||
| 主題 | Human Resource Management | |||||||||
| キーワード | ||||||||||
| 言語 | en | |||||||||
| 主題Scheme | Other | |||||||||
| 主題 | Inclusion | |||||||||
| キーワード | ||||||||||
| 言語 | en | |||||||||
| 主題Scheme | Other | |||||||||
| 主題 | Organizational climate | |||||||||
| 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 |
酒井, 之子
× 酒井, 之子
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| 著者別名(英) | ||||||||||
| 識別子Scheme | WEKO | |||||||||
| 識別子 | 39174 | |||||||||
| 姓名 | SAKAI, Yukiko | |||||||||
| 言語 | en | |||||||||
| 抄録 | ||||||||||
| 内容記述タイプ | Abstract | |||||||||
| 内容記述 | This study discusses the characteristics and issues of diversity management of Japanese large company. Recently, workforce diversity advances in Japanese company, however the companies are behind the global business environment in diversity management. In this study, the author analyzed the cases of 84 large companies which are awarded as “Diversity Management Selection 100；best practice of diversity management in Japan“by Ministry of Economy, Trade and Industry．The views of the analytical framework are diversity and inclusion initiatives , the human resource management system and business achievement. As result, firstly, many companies clarify cooperate philosophy, promote diversity by the top management. Secondly, they implement to establish of flexible working hours and place. Especially they focused on initiative for women such as active recruitment, skill development and career progression. On the other hand, there are a few initiatives of evaluation, promotion and compensation to fit the diversity of human resource．Also, consciousness and skill development for the manager is less effective．Thirdly, it is found in many cases that business achievement is generated by women characteristics．This case study implied that it is necessary to transform the human resource management system and inclusion practice for workplace climate in order to utilize not only women but also the diversity of human resource． | |||||||||
| 書誌情報 |
大学院研究年報 戦略経営研究科編 巻 5, p. 70-90, 発行日 2018-03-24 |
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| 出版者 | ||||||||||
| 出版者 | 戦略経営研究科 | |||||||||
| 権利 | ||||||||||
| 権利情報 | この資料の著作権は、資料の著作者または学校法人中央大学に帰属します。著作権法が定める私的利用・引用を超える使用を希望される場合には、掲載誌発行部局へお問い合わせください。 | |||||||||
| フォーマット | ||||||||||
| 内容記述タイプ | Other | |||||||||
| 内容記述 | application/pdf | |||||||||
| 著者版フラグ | ||||||||||
| 出版タイプ | VoR | |||||||||
| 出版タイプResource | http://purl.org/coar/version/c_970fb48d4fbd8a85 | |||||||||
