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A STUDY OF THE CHARACTERISTICS AND TYPICAL CAREER PATTERNSS
OF TECHNICAL WHITE-COLLAREMPLOYEES
－FOR EFFECTIVE CONTINUING EDUCATION ANDCAREER DEVELOPMENT－
2004.3.20
Polytechnic University of Japan,Kanagawa,JapanTaniguti@uitec.ac.jpSunada@uitec.ac.jp
Ｃａｓｅ Ｓｔｕｄｙ No.1
Ｃａｓｅ Ｓｔｕｄｙ No.1
Ｃａｓｅ Ｓｔｕｄｙ No.2
Ｃａｓｅ Ｓｔｕｄｙ No.2
An analysis of generalist career development at manufacturers will be more helpful than for the R&D specialist career paths that are considered simpler.
When the responsibility for career development is shifting from company to individuals, the generalist's career-development patterns based on individual designs may be a useful clue for the technical white-collar employees to design their own paths.
An analysis of generalist career development at manufacturers will be more helpful than for the R&D specialist career paths that are considered simpler.
When the responsibility for career development is shifting from company to individuals, the generalist's career-development patterns based on individual designs may be a useful clue for the technical white-collar employees to design their own paths.
１． Ｉｎｔｒｏｄｕｃｔｉｏｎ
２． Ｈｙｐｏｔｈｅｓｉｓ
In the case of the career path of those who are not technical professionals at large enterprises, it becomes similar to the so-called 'generalist type' which employee experience in two or more departments by making a core of the career at the department related to a specialty learned in school.
Although the department taken charge of in an upper managerial position has a weak relation with the department where employees have gained experience in early stages of their career, it has a strong relation with the department experienced in later stages of career.
In the case of the career path of those who are not technical professionals at large enterprises, it becomes similar to the so-called 'generalist type' which employee experience in two or more departments by making a core of the career at the department related to a specialty learned in school.
Although the department taken charge of in an upper managerial position has a weak relation with the department where employees have gained experience in early stages of their career, it has a strong relation with the department experienced in later stages of career.
３． Ｍｅｔｈｏｄ
The data was obtained by the research project about the career of white-collar employees which the White-collar Career Development Promotion Center carried out in 1996.
a) History of the change between departmentsb) Experienced department and positionc) Contents of jobsd) Method of ability developmente) Degree of familiarity of present job
The data was obtained by the research project about the career of white-collar employees which the White-collar Career Development Promotion Center carried out in 1996.
a) History of the change between departmentsb) Experienced department and positionc) Contents of jobsd) Method of ability developmente) Degree of familiarity of present job
Ｔａｂｌｅ１
Director En/Ps Total
Information １２ １８
Production control １０ １６
Distribution control ５ １１
Etc. ２２ １１３
Total ４９ １５８
Ｆｉｇ．１
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
Inf Pr Di Sa Ad Int Pu HRD Ge Ac
４． Ｒｅｓｕｒｔ ａｎｄ ｅｘａｍｉｎａｔｉｏｎ
Past
present
SalesＰｒｏ
ｄ .Ｄｉｓ
ｔ .Info.
Sales 29.2 25.0 0.0 41.7
Ｐｒｏｄ .
3.8 69.8 0.0 28.8
Ｄｉｓｔ .
10.0 22.5 32.5 17.5
Info. 2.1 2.1 1.0 87.5
When the responsibility for career development and ability development is shifting from enterprise to individuals, the generalist career-development patterns based on individual designs may be a useful clue for the technical white-collar employees to design their own paths.
When the responsibility for career development and ability development is shifting from enterprise to individuals, the generalist career-development patterns based on individual designs may be a useful clue for the technical white-collar employees to design their own paths.
５． Ｃｏｎｃｌｕｓｉｏｎｓ
Ｃａｓｅ Ｓｔｕｄｙ No.3
Ｃａｓｅ Ｓｔｕｄｙ No.4
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