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Dec 8, 2016

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A Case Example of Analysis and Design in the Realm of Organizational Human Resources

(English follows Japanese)

日本語タイトル:組織人事領域における解析と設計の一事例 -複数の従業員調査に基づく社内施策の提案-

目白大学大学院経営学研究科 博士後期課程 川﨑 昌
目白大学大学院経営学研究科 教授 高橋 武則


本発表では、企業内で別々の目的をもって実施された2種類の従業員調査を同時に分析し、その結果に基づき具体的な社内施策を導き出す方法論を紹介する。通常、これらの2つの調査結果は別々に処理されていた。しかし、JMPを活用し、選抜型主成分回帰分析を用いれば、複数の調査の統合的な解析と設計(提案)が可能になる。 紹介する事例では、A社で実施された2種類の質問紙調査(①キャリア施策調査、②キャリア価値観調査)を結合し、要因群と結果群に分けて解析を行っている。そこから得られた因果関係の結果に基づき、変数選択により選ばれた主成分に強い関係を持つ項目に対して伸びしろを調べ、伸びしろがあれば現状の改善対策を、伸びしろがなければ現状維持の対策を提案した。 企業内の組織人事領域における定量・定性のデータは、採用、育成、評価、労務、組織開発等の領域に散在していることが多く、統合的な視点で従業員個人、部門組織、会社全体を捉える場合は定性的な情報に頼りがちである。組織人事領域においても定量・定性情報への統計的アプローチは重要なテーマであり、JMPを用いることで探索的・視覚的に新たな知見を見出すことが身近なものになる。


A Case Example of Analysis and Design in the Realm of Organizational Human Resources: A Proposal for In-House Measures Based on Multiple  Employee Surveys

Sho Kawasaki, Doctoral Program, Business Administration, Mejiro University Graduate School
Takenori Takahashi, Professor, Business Administration, Mejiro University Graduate School (Co-Author)


In this presentation, I will discuss two types of employee surveys with different purposes – conducted within a company and analyzed simultaneously – and the methodology for deriving specific in-house measures based on the results. Normally, the results of these two surveys are separately processed. However, with the screening principal component regression analysis function in JMP, it is possible to comprehensively analyze and design (propose) multiple surveys. For this case example, we combined two questionnaire surveys conducted by Company A (career measures survey and career values survey), and conducted analysis after splitting the data into a factor group and a results group. Based on the causal relationship results that were obtained, we investigated the potential of items with a strong relationship to the principal component chosen through variable selection. If there was room for growth, we proposed improvement measures, and if not, we proposed maintaining the current situation. A corporation’s organizational human resources data – both quantitative and qualitative – is scattered throughout many areas: employment, training, evaluation, labor, organizational development, etc. A comprehensive perspective, including individual employees, departmental organization, and the entire company, is a reliable way to obtain qualitative information. A statistical approach to quantitative and qualitative information is important even in the realm of organizational human resources and, by using JMP, new knowledge can be discovered through both exploratory and visual means.

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