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 Member since Jun '11
Working languages: Japanese to English
| Tetsuya Yamada
Found in Translation
California, United States Local time: 02:33 PDT (GMT-7)
Native in: Japanese  | | Willingness to Work Again  |  No feedback collected |
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Freelancer,  Verified member | | Translation | | Specializes in: | | Automotive / Cars & Trucks | Business/Commerce (general) | | Economics | General / Conversation / Greetings / Letters | | Government / Politics | Medical: Pharmaceuticals | | Medical (general) | Social Science, Sociology, Ethics, etc. |
| | USD | | 0 entries | Sample translations submitted: 1 Japanese to English: Expanding Use of Outside Personnel and New Challenges
General field: Bus/Financial
Detailed field: Human Resources | Source text - Japanese
まず，派遣労働者の調達，育成，評価・処遇という，人材マネジメント機能を，一つの人材マネジメント・サイクルとして機能させることが必要である。こうした人材マネジメント・サイクルの重要性は，長期的に内部労働市場の仕組みを活用する，正規従業員の人材マネジメントを除いては，あまり議論されてこなかった。だが，今後は，派遣労働者等のような，企業との関係が短期的なタイプの労働者についても，こうした一連の人材マネジメント・サイクルの仕組みが必要になる。ただ，本稿でも議論したように，派遣先企業と人材派遣会社が，短期的な時間軸で派遣労働者の活用を考える限り，こうした人材マネジメント・サイクルを機能させることは難しい。派遣労働者の活用が，派遣先企業と人材派遣会社との企業間取引を通じて成立するならば，そこには，長期的な視点での，人材マネジメント主体間の提携メカニズムが必要になると考えられる。派遣労働者を有効活用するためには，こうした人材マネジメント主体間のパートナーシップを基礎としながら，人材の調達，育成，評価・処遇という機能ごとの連関を確保し，これらを一連の人材マネジメント・サイクルとして機能させるための，派遣労働者の人材マネジメントのフレームワークを構築する必要があるだろう。
そして，こうした長期的な視点での人材マネジメントのフレームワークを考える上では，派遣労働者としての人材価値を高めるための支援が重要になる。派遣先企業と人材派遣会社の長期的な関係が維持されるためには，派遣労働者が，能力・スキルを継続して発揮できるように，そのキャリアを通じて人材価値を高めていくことが不可欠だからである。本稿では，詳しく議論できなかったが，長期的な観点での，派遣労働者の人材育成や能力開発は，派遣労働者の能力・スキルの維持・向上に貢献するとともに，人材マネジメント主体にとっての，人的資本投資の効率性の確保につながる。派遣先企業が関与できる能力開発の期間が限られていることを前提とすれば，もう一方の主体である，人材派遣会社が，従来の教育訓練を充実させることに加え，中長期的な観点から，派遣労働者のキャリア開発を支援することが必要になる。
| Translation - English
Operating human resource management functions—procurement, development, evaluation, and treatment of temporary workers—as a unified human resource cycle is imperative. The importance of this type of human resource management has rarely been discussed, except for human resource management of full-time employees that utilizes the long-term structure of the internal labor market. However, this type of sequential human resource management cycle structure will also become necessary for temporary employees that have only a short-term relationship with a company. As contended in this paper, such a human resource management cycle would be difficult to accomplish as long as the client and the temporary employment agency have short-term perspectives on the use of temporary workers. A long-term mechanism of corporation among human resource management bodies seems necessary if use of temporary employees is established upon a business agreement between the client and the temporary employment agency. Based on the partnership between human resource management bodies, the relationship between each human resource function—procurement, development, evaluation, and treatment—would ensure the effective use of temporary employees. Moreover, establishing a human resource management framework for temporary workers becomes imperative to help sequential human resource management cycle to function.
With a long-term perspective, helping increase temporary employees’ human resource values becomes a key in the human management framework. In order to maintain a long-term relationship between clients and temporary employment agencies, it is important that temporary workers be able to continuously display their abilities and skills and increase their human resource values through their careers. Although this paper cannot elaborate in detail, a long-term vision on human resource and capacity developments contributes to temporary workers’ skill maintenance and improvement. This eventually leads to ensuring effective investments in human capital for human resource bodies. Assuming that clients have limited periods to be involved in developing temporary employees’ abilities, the temporary employment agencies (the additional human resource bodies) should strengthen traditional training and assist in career development for temporary workers from the mid-to-long term vision.
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More Less | | Years of translation experience: 2. Registered at ProZ.com: May 2011. Became a member: Jun 2011. | | N/A | | N/A | | N/A | | Microsoft Excel, Microsoft Office Pro, Microsoft Word, Powerpoint | | CV available upon request | | Tetsuya Yamada endorses ProZ.com's Professional Guidelines. | | About me Diligent, Reliable, and Passionate to Delivery Quality Work for You!
Is your language barrier keeping your ideas/work from reaching the audiences around the world? Or do you need a reliable translator that provides good quality of works? I can help solve your dilemma and expand your great work to the people who want/need your service. I specialize in Japanese-English translation services in both academic and general translations. Let me assist you with your academic and business endeavors!
My experience and expertise include Japanese to English translation works in medical (including clinical trials), social sciences (politics/government, history, economics, etc), business, and automotive engineering.
I am here to assist you! Please feel free to contact me.
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Keywords: Japanese, English, automotive, engineering, politics, government, international relations, business, economics, social sciences, history, website translation, freelance, editing
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Jan 24 |
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