2008 年9 月のリーマン・ブラザーズの破綻に端を発した経済情勢の悪化は一気に世界中に広がった。震源地のアメリカのみならず，ヨーロッパ，アジアのすべての地域で大きな影響を被った。日本企業も例外ではなく，そのほとんどが不況に喘いだ。また，最近では中国をはじめアジア諸国からの追い上げも激しく，さらには国交関係の悪化から今までにない緊迫した状況になっており，日本企業は増々厳しい状況にある。このような経済危機の中で，日本企業の海外派遣者，より正確にはグローバル・マネジメント人材にはどのような資質や能力が必要とされるかを検討することが急務となる。しかしながら，グローバル・マネジメント人材に必要とされる能力や人格といったものは一朝一夕に形成されるわけではなく，また今回のような経済危機の時代にのみ必要とされるというよりは，より構造的な課題であり，本社のあり方や現地法人のガバナンスのあり方にも関連する中長期的な問題である。
このことから，海外派遣適性を事前に評価するために，海外派遣駐在員等にアンケート調査を実施し，分析手法に相関ルールの指標である支持度，信頼度を用いて成果と相関性が強い資質や能力などの要件を見出し，進化計算によって判定のための決定木を最適化した。そしてそれに基づいて派遣候補者の効率的な選抜を支援する評価ツールを作成した。その結果，日本人派遣者と現地人スタッフの認識の違いを示し，分類に適したデータを選定して精度の高い決定木を作成するとともに，海外派遣に重要な資質・能力について検討し，種々の有用な知見を得た。そしてこれら得られた結果に基づいて作成した適性評価ツールは有効であるものと考えられた。今回は，海外派遣の対象地域を中国，インド，ASEAN とした。今後，システム向上のためにデータを採取する地域の拡大が必要だと思われる。

This research tries to develop a vocational evaluation system to judge or improve the degree of fitness of employers for overseas deployment. This system is led by questionaries and hearings from employers deployed overseas from Japan and local staff. It is supposed to work as a supporting intelligence in order to select appropriate personal to be deployed overseas in the future by analizing them according to the system beforehand. The intelligence is based on evolutional tree utilizing evolutional compution. The evaluation tool that outputs the result of the questionnaire input was actually made for trial purposes. It was confirmed that it is useful for the business from the functionality and operativeness.

Three workshops were held in the each year during the three years. The workshops were all held in Waseda campus and the themes are those which are in line with the above held the project title. The third workshop was held on February 11^<th>, 2007 and twelve papers ware presented. At that moment, the titles of those papers which were near completion are as follow ;1. The research objectives, methods, and the expected results.2. MNC local linkage and HRM practice.3. Roles of Japanese assemblers in transferring engineering and production management capabilities to production network in Thailand.4. Interface of IR, HRD ＆ HRM in the Philippines : case study of Japanese auto companies.5. The role of human resource department on the adoption of high performance work practices : an empirical examination in the subsidiaries of MNCs in Taiwan.6. Embeddedness ＆ the free market : company restructuring in Singapore.7. Human resource development in the software industry in China.8. The international division of labor of Japan and China in software industry : from the viewpoint of human resource management. The last report will be submitted to the foundation after adding a preface which aims to combine those completed papers together

Three workshops were held in the each year during the three years. The workshops were all held in Waseda campus and the themes are those which are in line with the above held the project title. The third workshop was held on February 11^<th>, 2007 and twelve papers ware presented. At that moment, the titles of those papers which were near completion are as follow ;
1. The research objectives, methods, and the expected results.
2. MNC local linkage and HRM practice.
3. Roles of Japanese assemblers in transferring engineering and production management capabilities to production network in Thailand.
4. Interface of IR, HRD ＆ HRM in the Philippines : case study of Japanese auto companies.
5. The role of human resource department on the adoption of high performance work practices : an empirical examination in the subsidiaries of MNCs in Taiwan.
6. Embeddedness ＆ the free market : company restructuring in Singapore.
7. Human resource development in the software industry in China.
8. The international division of labor of Japan and China in software industry : from the viewpoint of human resource management. The last report will be submitted to the foundation after adding a preface which aims to combine those completed papers together.

本研究の目的は戦時期および戦後初期に賃金政策の形成に大きな貢献をし、賃金問題の権威であった故・金子美雄氏の旧蔵資料を整理し、この期の賃金政策研究を進めることにある。
金子資料は主に1939・1980年代をカバーする膨大な資料であり、大変に貴重な資料が多く含まれているが、断片的な物も多く、系統的な整理なしには一般研究者が簡単に活用できる状況にはなっていない。数次に渡るプロジェクトにより、重要資料保存(紙の劣化が激しかった)のためのデジタル化と整理が行なわれた。
今回の科研費プロジェクト(H15-16年)においては、資料の活用可能性を第一目標にして、資料整理と重要資料の吟味の作業が行われた。幸いにも、金子氏の直接的な協力者であり、賃金問題の権威である孫田良平氏(元労働省、元四天王寺国際仏教大学教授)の全面的な協力を得て、資料の判読の作業が進んだ。
今後の成果発表としては戦時期賃金統制の重要原資料を系統的に選定し、孫田氏に解説をお願いする。解説付きの原資料は報告書の一部としてインターネット上で公開する。戦時期の賃金統制より戦後初期の移行期までの資料は未公開の内部資料を含み、一級の報告書になると思われる。報告書の完成とインターネット上での公開は2005年末を予定している。

We carried out our research on the subject of this project by teams as well as individuals for past three years. To put it specifically, we did research on subjects, such as. 'the role of SMNs (Service Multinationals) in the economic development of Asian countries,' 'the analysis of present state on service economy and SMNs in Asian countries,' 'strategy and management in SMNs in Asian countries and so forth. 'We could get much knowledge on the above subjects through such our research activities. To sum up, we could mainly have the following knowledge on the subjects of this project ; (1)Economy in Asian countries is partly shifting from manufacturing economy toward a knowledge based economy and service industry is increasingly growing there. (2)Foreign SMNs have been playing a large part in the growth of service industries in Asian countries. There have been already many foreign SMNs there. (3)The competition among foreign SMNs can be seen in Asian countries. It is essential for them to build their competitive advantage there. (4)'Invisible resource' such as, knowledge, information, is regarded as an important management resources or core competence for the growth or development for service industries or the building of competitive advantage of SMNs in Asian country. (5)The knowledge management will be important task for the building of competitive advantage of SMNs in Asian countries. As a result, we could not only grasp the actual situation of SMN in Asian countries, but also find a clue to build the theory and model of managerial behavior of SMN in a knowledge based economy in the 21^<st> century. In addition, we have already published many papers in several journals as the results of our research.

Study of wage policies daring WWII and early period of reconstruction : analysis of the archives of the late Yoshio Kaneo.
This project aimed at classifying and studying the archives collected by the late Yoshiko Kaneko his active days (1939-1985) he was a leading expert in the field of wage policies and as such exerted a ccnsiderable influence on the drafting of the labour Standard law (1947) and wage policies(1939-1980s) . In view of the scarcity of documents pertaining to this period, the archives of Y, Kaneko certain first-rate historical documents. The effort to preserve and ditalize the essaitial part of the archives began in 2000 and continusd through 2001. We could this secure most of the documents covering the 1939-1952 pariod (altogether 20 CD-Rom or more then 38,000 photos).
In parallel with the above activities and in order to tate stock of present research for this period, we could hold a series of lectures by well-known researchers on lebour issues during WWII M. Sakurabayashi, professor emeritus, Sophia University, on Sampo movement, Yutaka. Nishinarita professor, Hitotsubashi University, Sampo movement in a historical perspective, Akira. Watanabe, professor, Tukuba University, on the elaboration of the labour Standard Law of 1947, Shinji Sugayama, professor, Tohoku Gakuin University, Fomation of the labour market after WWII , Hideaki Miyajima, professor, Waseda University, Economic control under WWII Mitsuru Yamashita, assistant, Waseda University, fomation of technicians bafore WWII, Nakoto Ishida, professor, Waseda University, Izutaro Suehiro before and during WWII.
As a result of these two years of activities, we could classify and preserve the major part of the huge archives of Mr. Kaneko, R. Magota, H. Suzuki, and H. Kimura already wrote articles on the basis of the Kaneko collection. As future activities, we would like to fealitate the utilization of these documents by refining the classificaticn system and enabling researchers to accede documents through retrieval by key wards, should the funds be provided.

We have done such research activities in fiscal year 1999 :(1) In France and Germany, we conducted questionnaire surveys of researchers.Our targets were 300 questionnaires to be collected in each country. But actually we collected less than 100 in France and 120 in Germany. (2) We have so far collected these numbers of questionnaires in the countries as follows ; 2200 in Japan, 760 in UK, 410 in India, 1200 in Korea, 510 in Taiwan. Based on these data, including French and German, we were engaged in international comparative analyses, comparisons of Researchers and Development engineers, and comparative analyses of industrial research labs and public sectors' research labs, since our survey data included public as well as industrial research labs in Indian and Taiwanese samples. (3) Through such multi-angled comparative analyses, we can now understand Japanese systems of R＆D more clearly and can point out environmental conditions in which R＆D scientists and engineers can achieve creative research performances more effectively. We are now also able to deliniate the Japanese National Systems of Innovation and to recognize opportunities and obstacles in the Systems to enhance creative research achievements. Because the surveys of R＆D researchers in Asian countries are very scarce, our findings about the Asian R＆D traits-similarlities and differences-can provide new insights into the National Systems of Innovation at large. (4) As our research results this year 13 articles appear in the special issue of Keio Studies on Organizational Behavior and Human Performance No.30. In our 3 years' study on R＆D researchers and engineers, we have published over 30 papers in professional journals and in academic meetings and we expect more paper publications and presentations in domestic and international scenes

　アジア諸国では、更なる経済的飛躍、発展のために新たな技術開発が求められている。このためにはＲ＆Ｄ技術者の育成と蓄積が不可欠であり、そのための条件づくりが求められる。本特定課題研究では、Ｒ＆Ｄ技術者の育成やキャリア形成がどのようになされているのかを明らかにすることを目的にした。　幸い、台湾で技術者個人に対しキャリアに関するアンケート調査を実施することができた。調査は、調査票を台湾調査向けに翻訳、若干の調査を行い、国立台湾師範大学洪栄昭教授の全面的な協力を得て実施できた。集計可能な有効票は512票であった。　原稿執筆は中途であるが、以下のような点が明らかとなっている。第１に、台湾のＲ＆Ｄ人材の転職が多いことが分かった。民間公的両部門の転職経験者に共通の最大の理由は、自分の研究テーマをもっと掘り下げたかったからという理由と、会社の将来の方向性に疑問があったからという理由である。ただし前者の理由で転職した人の比率は公的部門の方で高く、後者の理由は民間部門でより高いという若干の相違は認められた。　第２に、調査対象のＲ＆Ｄ人材の現在の所属部門は、両部門共に開発・設計に集中しているが、この傾向は民間部門でより顕著であった。両部門とも基礎研究には４％弱しか所属していなかった。今後最も希望する所属部門は、研究企画であった。開発・設計と応用研究、とりわけ開発・設計はそのシェアを激減させている一方で、基礎研究志向は見られなかった。　第３に、年齢限界の最も大きな理由は、管理業務をはじめとするＲ＆Ｄ以外の仕事負荷が高まることにより、また体力的低下がＲ＆Ｄへの余力を少なくし、その結果、Ｒ＆Ｄ人材としての限界が訪れるというものである。技術革新についていけないとか、発想力が衰えるという要素より、これらの研究に集中できる時間や余力が削られるからという要素が大きかったといえる。　第４に、台湾のＲ＆Ｄ人材は管理職志望より研究開発志向がきわめて強いという特徴が見られた。　なお、本稿に残された課題は多い。例えば、キャリア意識は組織タイプだけではなく、むしろ年齢や学歴、配属部門などにより大きく影響を受けるものかもしれない。また、研究成果と転職やキャリア意識とを結びつけて検討することが残されている。一部は『組織行動研究』（慶應義塾大学、近刊）に発表予定である。