헤어기업 관리자 인사평가제도 구축에 관한 연구: J 헤어기업을 대상으로 (A Study of the Construction of a Personnel Evaluation System based on Data from the Supervisors at HAIR: The case of J HAIR Companies)

서지정보

· 발행기관 : 한국인체미용예술학회
· 수록지 정보 : 한국인체미용예술학회지 / 18권 / 3호 / 239 ~ 251페이지
· 저자명 : 김수연, 정연자

초록

The hairdressing industry is a sector in which dependence on employees is very high. To generate business performance, therefore, the systematic management of such human resources has become more important.
In fact, human resource management planning via fair and rational personnel evaluation has been essential.
However, it’s still very hard to find a personnel evaluation system-related study in cosmetology. There are few studies covering a personnel evaluation system performed among beauty salon supervisors who appear to have a significant effect on an organization in a modern trend where beauty salons have become larger, and franchise chains are more common. Therefore, this study attempted to provide basic data that are needed to introduce a personnel evaluation system to help beauty salons improve their business performances. For this, a survey was conducted among a total of 108 supervisors from J HAIR in 2016, and the results were collected and analyzed. After applying them to the personnel evaluation system, the results were analyzed, and their components and influence were investigated. The study results found the following: The questionnaire consisted of 27 questions (3 items x 9 behavioral indicators from 5 factors).
They were quantified and graphed in 3 different types, and feedback was provided. Based on the results, strategic personnel management was implemented. Hence, a total of 36 workers were promoted during the first half of the year. The personnel evaluation of the supervisors from J HAIR revealed a multi-dimensional rating approach. It is likely that the assessees’ reliability and acceptability would increase during personnel management. This study is meaningful in that the study results would be available as basic data in planning a personnel evaluation system for human resource management. It also implies a need for performing empirical studies for the successful establishment of a personnel evaluation system for supervisors.

영어초록

The hairdressing industry is a sector in which dependence on employees is very high. To generate business performance, therefore, the systematic management of such human resources has become more important.
In fact, human resource management planning via fair and rational personnel evaluation has been essential.
However, it’s still very hard to find a personnel evaluation system-related study in cosmetology. There are few studies covering a personnel evaluation system performed among beauty salon supervisors who appear to have a significant effect on an organization in a modern trend where beauty salons have become larger, and franchise chains are more common. Therefore, this study attempted to provide basic data that are needed to introduce a personnel evaluation system to help beauty salons improve their business performances. For this, a survey was conducted among a total of 108 supervisors from J HAIR in 2016, and the results were collected and analyzed. After applying them to the personnel evaluation system, the results were analyzed, and their components and influence were investigated. The study results found the following: The questionnaire consisted of 27 questions (3 items x 9 behavioral indicators from 5 factors).
They were quantified and graphed in 3 different types, and feedback was provided. Based on the results, strategic personnel management was implemented. Hence, a total of 36 workers were promoted during the first half of the year. The personnel evaluation of the supervisors from J HAIR revealed a multi-dimensional rating approach. It is likely that the assessees’ reliability and acceptability would increase during personnel management. This study is meaningful in that the study results would be available as basic data in planning a personnel evaluation system for human resource management. It also implies a need for performing empirical studies for the successful establishment of a personnel evaluation system for supervisors.

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