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중소기업의 인적자원관리 투자가 전략실행에 미치는 영향: 성과에 대한 함의

The Effect of HRM Investments on Strategy Implementation in Small- to Medium-Sized Firms: Performance Implication

우형록|추승엽
한국기업교육학회 (Korean society for learning and performance)|2018.12|기업교육과인재연구 (Journal of Corporate Education and Talent Research)|제20권 제4호|pp. 1-22|DOI https://doi.org/10.46260/KSLP.20.4.1

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키워드

경쟁전략Competitive strategy전략실행자원준거관점인적자원관리 투자HRM investmentStrategy implementationResource based view
주제분류교육학

초록

본 연구는 한국의 중소기업을 대상으로 인적자원관리에 대한 투자가 전략실행에 미치는 영향을 분석하였다. 특히 본 연구에서는 기업의 성과 수준에 따라 인적자원관리에 대한 투자가 경쟁전략의 실행에 미치는 효과의 차이가 있을 것이라는 가설을 설정하고 검증하였다. 이와 같은 본 연구의 분석은 인적자원관리와 기업성과 간 관계에 있어서 그동안 간과되어 왔던 ‘전략실행’의 중요성과 전략실행을 가능하게 하는 조직역량을 구축할 수 있는 ‘인적자원관리에 대한 투자’에 주목하는 탐색적인 시도가 될 수 있다. 실증연구의 분석결과에 따르면, 인적자원관리 투자가 원가우위 전략실행에 미치는 영향은 저성과 기업에서는 그 관계가 통계적으로 유의하지 않으나 고성과 기업에서는 유의한 정의 관계가 나타났으며, 인적자원관리 투자와 차별화 전략실행 간 관계에 있어서는 저성과 기업 집단에 비해 고성과 기업에서 더 큰 정(+)의 영향력을 미치는 것으로 나타났다. 연구결과는 기업이 인적자원을 전략적 자산화하여 경쟁우위를 창출하기 위해서는 인적자원관리 시스템 구축 과정상 단기적으로는 가시적인 효과가 관찰되지 않더라도 전략실행을 지원할 수 있는 조직역량을 구축할 수 있을 때까지 장기적인 차원에서의 인적자원관리에 대한 지속적인 투자가 이루어져야 함을 시사한다.

Abstract

This study examines the effect of HRM investment on strategy implementation for SMEs in Korea. In particular, we hypothesize that the effect of investment in HRM on the implementation of competitive strategies will vary depending on the level of firm’ performance. This exploratory study focuses on the importance of strategy implementation that has been neglected in the relation between HRM and business performance, and the investment in managing human resources that can build organizational capabilities. The results reveal that the effect of HRM investment on overall low-cost strategy implementation is not statistically significant in low-performance firms, but there is a significant positive relation in high-performance firms. The impact of HRM investment on differentiation strategy implementation is greater in high-performance firms than low-performance firms. The research results suggest that in order to create a competitive advantage by strategically capitalizing human resources, firms make continuous investment in HRM in the long term regardless of short-term visible effect. The investment should be made until firms can develop the organizational capabilities to support strategy implementation.

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