从日本的调查结果看,成果和成果主义正在受到日本企业的普遍重视。据一项权威的调查统计,目前,日本引进年薪制的企业大约占3成,认为“日本企业的成果主义现在尽管差得很远,但不久的将来会落实下来”的人力资源管理科长占82％。年薪制、浮动奖金的增加等“成果主义人力资源管理制度”特征日益明显,“雇佣的流动化、合同雇员的扩大”的倾向进一步加强。对企业运营成本影响大的“福利制度、养老制度改革”势必快速进展,其发展的大方向不容质疑。问题是在这个大方向下,“如何取得平衡和匹配、如何从长期和整体的角度来推行公司的人力资源管理变革”。而这正是企业战略和人力资源管理职能发挥作用的领域。第一,企业各自的独特性。尽管,目前人 Judging from the findings of Japan, achievements and achievement doctrines are receiving the universal attention of Japanese enterprises. According to an authoritative survey, at present, Japan accounts for about 30% of the companies that introduce the annual salary system, believing that “although the fruitful results of Japanese enterprises are far behind, they will be implemented in the near future.” Chief account for 82%. Annual salary system, floating bonus increase, etc. “Achievementism human resource management system ” features become increasingly evident, “the mobility of employment, contract employees to expand ” tendency to further strengthen. The “welfare system and pension system reform”, which greatly affect the operating costs of enterprises, are bound to make rapid progress, and the general direction of their development can not be questioned. The problem is in this general direction, how to strike a balance and match and how to promote the company's HRM change in the long term and overall. And this is where business strategy and human resource management functions. First, the uniqueness of their respective businesses. Although, the current person