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전략적 인적자원관리 : 인적자원관리와 성과의 관계를 둘러싼 논의

Researching on SHRM : Debate over the Association between HRM and Firm Performance

김강식|이정언
한국질서경제학회 (Korea Ordo Economics Association)|2009.06|질서경제저널 (Ordo Economics Journal)|제12권 제1호|pp. 85-107

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참고문헌

키워드

성과Performance전략적 인적자원관리인적자원관리제도SHRM매개관계HR PracticesMediators

초록

지금까지 전략적 인적자원관리(SHRM)의 연구 영역에서 HR 제도와 성과와의 관계에 대해 다양한 이론적ㆍ실증적 모형들이 제시되었다. 특히, 이들 연구에서는 다양한 연구방법론이 제시되면서 HRM의 기업성과에 대한 긍정적 영향관계를 입증하였다. 그러나 아직까지도 HRM-성과의 관계에 대한 논의와 연구는 지속되고 있다. 특히 고성과를 창출하기 위한 HR 제도의 확인과 인과적 관계의 규명이 연구의 중심점에 놓여 있다. 이러한 의미에서 본 연구는 SHRM과 성과와의 관계에 대한 논의를 선행연구를 바탕으로 이론적인 측면에서 고찰해보았다. 방법론적인 측면에서는 종단적 접근방법과 질적 연구방법이 향후 연구를 위해 중요한 잠재적 가치가 있음을 강조하였다. 현실적으로 자료수집과 분석에 따른 복잡성과 여러 가지 제약 조건이 존재하지만 SHRM 연구가 한 단계 발전하기 위해서는 종단적 연구를 통한 심층적인 분석과 계량적 접근 및 질적 연구가 적절히 조합될 필요성을 강조하였다. 내용적인 차원에서, HRM이 성과를 창출하는 매개적 메커니즘을 분석하여 이론적인 측면뿐만 아니라 실무적인 함의를 제공하는 노력이 집중되어야 한다. 이러한 의미에서 본 연구는 HRM-성과의 원근성 논의와 역인과성 개념을 중심으로 이론적 연구모형을 소개하였다.

Abstract

There are growing numbers of studies which support an association between human resource management (HRM) and various measures of firm performance. Studies have reported apparently positive association between HRM and various outcomes. Yet, it is not clear how and why the relationship exists. This paper provides an extensive theoretical review and explanation of the association. Specifically, this paper describes three key areas that are closely related to the topic. These are the relationship between HRM system and firm performance; variety of performance measures; HR outcomes as mediating variable that unveils mechanism known as “black box.” It is suggested that longitudinal approach and qualitative method are required in order for sophisticating the current research area of strategic human resource management (SHRM). The paper proposes an integrated model that theoretically accounts for the association and some related issues of SHRM. The model underscores HRM outcomes to understand how HRM impacts on performance. Also it is emphasized that the measures of performance in terms of stakeholder’s perspective should be taken into consideration for broadening and expanding the current research of SHRM. A number of conclusions can be drawn from this literature review of current issues of SHRM. In researching the association between HRM system or practices and firm performance, it is suggested that qualitative perspective should be applied in order to gain a broader understanding of SHRM; a longitudinal research plays an essential role in solving some issues unsolved so far, e.g. mechanism between HRM and performance and reverse causality, as well; along with the methodological issues, this study also emphasized the need for an integrated research model for carrying out further exploration. The issues suggested can be a useful framework for developing issues surrounding HRM and firm performance.

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