Abstract

Personnel-adjusted added value (PAV) is an index to measure human resource management for internal purposes. In this study, the possibilities and limitations of PAV using external estimates are investigated. To measure the effectiveness of PAV, it is compared with the general added value. This proves the effect of the personnel adjustment. The relationship between future performance and PAV (and added value), including other control variables, are statistically analysed by hierarchical linear modelling. The essence of PAV is to separate the basic labour costs from the company-specific personnel costs. To calculate PAV from outside an enterprise, the basic labour costs should be estimated. For this purpose, in addition to financial data, this study uses survey data on recruitment and employment in Japan. Statistical analysis is applied to the 2008–2016 longitudinal company data of 569 Japanese companies. We find that PAV, a management indicator that includes the adequacy of human resource management, is a useful factor related to future performance.

摘要

人事调整附加值（PAV）是衡量内部人力资源管理的指标。在这项研究中，研究了使用外部估计的 PAV 的可能性和局限性。为了衡量PAV的有效性，将其与一般附加值进行比较。这证明了人事调整的效果。未来绩效与 PAV（和附加值）之间的关系，包括其他控制变量，通过分层线性模型进行统计分析。PAV 的本质是将基本的人工成本与公司特定的人员成本分开。要从企业外部计算 PAV，应估算基本人工成本。为此，除了财务数据外，本研究还使用了日本招聘和就业的调查数据。对569家日本公司2008-2016年纵向公司数据进行统计分析。我们发现 PAV 是一个管理指标，包括人力资源管理的充分性，是与未来绩效相关的有用因素。