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센스형성과 센스전달의 과정으로서 인적자원관리 실행

Human Resource Management Implementation as a Process of Sensemaking and Sensegiving

한수진|박오원
한국지식경영학회 (The Knowledge Management Society of Korea)|2014.04|지식경영연구 (Knowledge Management Research)|제15권 제1호|pp. 1-20|DOI 10.15813/kmr.2014.15.1.002

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키워드

CommunicationIntellectual capitalSense makingHRM ImplementationSensegivingTop Management TeamStrategic Role of HR Department
주제분류경영학

초록

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency ofemployees and facilitating knowledge sharing between employees is getting its significance. In this paper,we highlighted the effect of HRM implementation to explain the reason of performance differences amongfirms, adopting the same ideal HRM system. The successful implementation of HRM system as well as thecontents of HRM system was critical to enhance firm performance through HRM system. To investigate theeffect of HRM implementation on firm performance, we proposed the three components of HRM　implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective ofsense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementationon the high commitment HRM - firm performance relationship. Empirical results showed that eachcomponent of HRM implementation positively strengthened the relationship between high commitmentHRM and firm performance. In addition, the composite index of HRM implementation calculated byaverage value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future researchdirections.

Abstract

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency ofemployees and facilitating knowledge sharing between employees is getting its significance. In this paper,we highlighted the effect of HRM implementation to explain the reason of performance differences amongfirms, adopting the same ideal HRM system. The successful implementation of HRM system as well as thecontents of HRM system was critical to enhance firm performance through HRM system. To investigate theeffect of HRM implementation on firm performance, we proposed the three components of HRM　implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective ofsense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementationon the high commitment HRM - firm performance relationship. Empirical results showed that eachcomponent of HRM implementation positively strengthened the relationship between high commitmentHRM and firm performance. In addition, the composite index of HRM implementation calculated byaverage value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future researchdirections.

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