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중소기업의 전략적 인적자원관리와 기업성과

Strategic Human Resource Management and Performance in Small and Medium-Sized Firms

안병길|박동수
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2004.05|경영연구 (Journal of Business Research)|제19권 제2호|pp. 85-114

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중소기업기업성과Firm Performance경쟁전략Competitive Strategy전략적 인적자원관리Human Resource Management PracticesStrategic Human Resource ManagementSmall and Medium-sized Firm인적자원관리관행
주제분류경영학

초록

본 연구의 목적은 중소기업에서의 전략적 인적자원관리에 대한 두 가지 접근법, 보편주의적 및 상황적합적 접근법을 상호 보완적인 관점에서 시험하는 것이다. 구체적으로, 본 연구는 인적자원관리관행, 경쟁전략, 그리고 기업성과간 관계를 실증적으로 규명하였다. 본 연구에서 사용된 인적자원관리관행들은 인적자원계획, 모집, 선발, 훈련 및 개발, 인사고과, 보상, 노사관계, 작업시스템, 의사소통, 그리고 고용안정 등의 10가지 관행들에 초점을 맞추었다. 경쟁전략에는 원가우위전략, 품질전략 및 혁신전략이 포함되었다. 대구·경북지역의 207개 중소기업을 대상으로 설문조사가 이루어졌고, 여기에서 얻어진 결과는 부분적으로 각 접근법이 이직률, 자기자본수익률 및 주관적 성과를 설명하는데 기여하고 있다는 것이다.

Abstract

The purpose of this study is to examine two approaches to strategic human resource management in small and medium-sized firms: universalistic and contingency. Specifically, we explore the relationships among human resource management practices, competitive strategies, and firm performance. The HRM practices used in this study involve the following 10 areas: human source planning, recruitment, selection, training & development, performance appraisal, compensation, labor relations, work system, communication, and employment security. Competitive Strategy includes cost leadership strategy, quality strategy, and innovation strategy. Results from a survey of 209 small and medium-sized firms demonstrate that each approach can be used to build theoretical arguments for human resource management in explaining the variations in turnover rate, return on equity, and subjective firm performance.

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