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인적자원관리활동과 기업 재무성과와의 관계에 관한 연구

A Study on the Relationship between Human Resource Management Practices and Corporate Financial Performance

김종관|배상림
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2006.09|인적자원관리연구 (Journal of Human Resource Management Research)|제13권 제3호|pp. 57-78

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키워드

인적자원관리Human Resource ManagementCorporate PerformanceHRMHuman Resource Management PracticesHRM.인적자원관리활동기업 재무성과
주제분류경영학

초록

본 연구는 3개년 재무자료를 활용하여 시간의 경과에 따른 인적자원관리활동과 기업 재무성과간의 관련성을 고찰하는데 목적을 두고 진행되었다. 연구 목적을 달성하기 위하여 이론연구와 요인분석, 회귀분석 등 실증분석을 병행 실시하였다. 연구 결과 객관적 평가와 보상과 같은 비교적 단기적 관점에서 실행되는 인적자원관리활동은 재무성과와 관련성이 지속적으로 나타나는 것으로 파악되었다. 그러나 장기적 관점에서 실행되는 인적자원관리활동은 단기간 내에는 재무성과에 유의한 영향을 미치지 않거나 영향이 약한 것으로 나타났다. 그러므로 장기적 관점의 인적자원관리활동의 효과는 장기성과와 연계하여 측정해야 할 것이다. 또한, 전략적 인적자원관리 분야에서 강조하고 있는 전략의 조절효과에 대해서 시간의 경과에 따른 변화를 고찰해 보았다. 결과적으로 전략의 조절효과는 인적자원관리활동 특성별로 차이가 있는 것으로 나타났다. 뿐만 아니라 조절 효과는 2002년과 2003년의 인당매출액과는 유의하였으나 2004년에는 유의하지 않았다. 이것은 전략과의 적합성도 시간적 개념에 따라 변화해야 한다는 것을 시사해 주고 있다.

Abstract

A Study on the Relationship between Human Resource Management Practices and Corporate Financial Performance Kim, Jong-Kwan*․Bae, Sang-Rhim** Human resource management is the effective way to gain a competitive advantage to the organization. Using Workplace Panel Survey by Korean Labor Institute(2005), this study examines the relationship between human resource management(HRM) practices and corporate financial performance. For the purpose of this study HRM practices are classified by 4 types such as linkage with strategy, role of HRM department, objective appraisal & compensation, and development. According to empirical analysis, HRM is partially related with financial performance significantly. And, the effects of HRM to the financial performance has been increased over time. For example, in case of sales per a person, objective appraisal & compensation is significant from 2002 to 2004. But, linkage with strategy is different from appraisal & compensation. We also analyze the mediating effect of strategy between HRM practices and financial performance. We are able to find the facts that strategy mediates the effect of HRM practices to the financial performance in terms of appraisal & compensation and development on the year of 2002 and 2003 and, mediating effect has been changed over time. But, the mediating effect on the year of 2004 is not supported. So, we propose that HRM practices fitted with corporate strategy, systematic HRM system and long term based development activities are required to the all organization.

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