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NTIS 바로가기한국시뮬레이션학회논문지 = Journal of the Korea Society for Simulation, v.22 no.3, 2013년, pp.55 - 69
노진수 (한양대학교 일반대학원 경영컨설팅학과) , 백승현 (한양대학교 일반대학원 경영컨설팅학과) , 전상길 (한양대학교 일반대학원 경영컨설팅학과)
Managers are required to adopt and implement the human resource management practice that fit firm's strategy the most, so that optimize overall performance. However, the time and relative resources that any firm has are limited, which demands managers to understand the relative importance of all sor...
핵심어 | 질문 | 논문에서 추출한 답변 |
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상황론적 접근법은 어떤 관점인가? | 상황론적 접근법은 상황에 따라 최선의 방법은 달라지며, 환경-전략-HRM이 적합성(fit), 즉 외적 적합성이 극대화될 때 조직의 성과는 극대화된다는 관점이다. 초기에는 주로 Porter(1980)[8], Miles and Snow(1978)[9]의 전략 분류를 기반으로 연구가 진행되었으며[10-12], 최근 국내에서는 다양한 관점에 따른 전략의 구분을 통해 연구가 진행되고 있다[13-15] | |
인적자원관리를 통한 기업성과의 극대화를 설명하는 3가지 관점은 무엇인가? | 경영이론의 궁극적인 관심사는 바로 ‘기업성과의 극대화’라고 볼 수 있다. 이와 관련하여 전략적 인적자원관리 (SHRM, strategic human resource management) 연구에서는 인적자원관리를 통한 기업성과 극대화를 설명하는 3가지 관점으로 보편론적 접근법(universalistic approach 또는 best practices approach), 상황론적 접근법(contingency approach), 그리고 형태론적 접근법(configurational approach) 을 통한 연구들이 진행되고 있다[1]. | |
보편적 접근법은 무엇인가? | 보편적 접근법은 환경이나 전략을 감안하지 않은 논의로 인적자원 관리를 통한 성과 극대화를 위한 유일무이한 최선의 방법이 존재하며 통제에 의한 전통적 HR시스템보다는 종업원의 동기부여와 참여를 통한 commitment형 HR시스템이 조직의 성과를 높이는데 더욱 효과적이라는 관점이다[2-4]. 최근 국내에서는 고성과작업시스템(high performance work system: HPWS)이라는 개념으로 연구가 활발하게 진행되고 있다[5-7] |
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