力量基盤 人的資源管理와 核心力量開發의 戰略的 連繫에 관한 硏究 - 海運ㆍ港灣 物流企業을 中心으로 - (A Study On The Strategic Alignment Between Competency-Based Human Resource Management And Core Competence Development - Primarily On Shipping & Port Logistics Enterprises In Korea -)

서지정보

· 발행기관 : 한국인적자원관리학회
· 수록지 정보 : 인적자원관리연구 / 16권 / 1 ~ 28페이지
· 저자명 : 구동성, 신용존

초록

본 연구는 역량기반 인적자원관리와 역량개발 프로세스 및 인적자원관리 성과에 대한 기존의 연구와 실제 사례를 고찰한 후, 인적자원의 전략적 활용이 특히 중시되는 해운․항만 물류기업을 대상으로 이들의 관계를 실증분석하였다.
역량기반 인적자원관리 활동을 통해 조직내 인적자원관리 성과가 향상될 것이라는 관점에서 역량기반 인적자원관리와 인적자원관리 성과와의 관계를 규명하고, 이들의 관계에 대해 역량기반 인적자원관리 활동과의 전략적 연계의 정도를 나타내는 핵심역량개발 프로세스 수준이 어떠한 작용을 하게 되는지를 분석하기 위한 모형과 가설을 설정하고 이를 실증적으로 검증하였다.

영어초록

Achieving high level of performance and goal can be done through competencies which are composed of knowledge, skill and attitude. The competency-based HRM means to define core competency in accordance with the vision and strategy of organization, and then to set up and operate the sub-structures of HRM systematically for the practical use of competency.
To execute the competency-based HRM, companies should find out future-oriented competence and connect it to their strategy. Companies should define and develop a required competency and exercise their HRM strategically based on such competency.
Therefore, this study examined the competency-based HRM, the core competence development process, and the performance of HRM. The survey has resulted in the model and hypotheses on relationship of the competency-based HRM, the core competence development process, and the performance of HRM
The multi-regression analysis is used to verify Hypothesis.
According to the results, some sub-hypothesis of hypothesis 1 are accepted and others are denied. It shows that each competency-based HRM process separately effects on HRM performances which have direct relevance to that process. It means the competency-based HRM activities have a significant effect on the performance of HRM which directly related to them.
In Hypothesis 2, some sub-hypothesis are accepted and others are denied. The results represent the interaction effect between competency-based HRM and the core competence development process. The results mean the performance of HRM depends on the strategic alignment between the competency-based HRM and core competence development processes.

참고자료

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