류성룡의 전략적 인재관리 -인재 등용을 중심으로

Abstract

The appointment of competent and moral talents was one of the most important concerns for any country or organization, as it determines the fate of the nation and the lives of its people. The purpose of this study is to prove that Ryu Sung-ryong’s talent management was played a key role in overcoming the national crisis by evaluating it from the perspective of strategic human resource management, which is an important source of competitiveness and comparative advantage in modern organizational management. For this purpose, we analyzed through primary cases how much criteria, principles, methods, and application of Ryu Sung-ryong’s human resources appointment contain macroscopic, systematic, and long-term characteristics of strategic human resources management. Ryu Seong-ryong argued that the criteria for appointing talented people should be based on virtue, talent, and meritorious, and that people who have small talents or more advantages than disadvantages must be appointed regardless of the status, lineage and region. Ryu Seong-ryong recommended talented people unconventionally, such as Yi Sun-sin and Kwon Yul, based solely on their abilities, and emphasized that place a person with the right talent in the right position and never fail to reward a meritorious service nor to let a fault go unpunished. It can be seen that Ryu Seong-ryong’s appointment of talent is inherent in the thought of pragmatic-oriented performance reformism and ability-based status egalitarianism. Through the analysis of primary cases, Ryu’s talent management has shown macroscopic, systematic, and long-term characteristics break away from the micro, individual, and short-term ones. In addition, those who were corresponded with the criteria and principles for the appointment of human resources were positively evaluated and selected. In the end, Ryu Seong-ryong’s thought and practice of human resources management were implemented as the strategic human resources management and core human resources management in modern management, which became the driving force that saved Chosun Dynasty from the crisis. Finally, the implications of this study for the modern organizational management, and the limitations of the study and future research challenges that come from the case analysis of some limited literature was presented.