고성과작업체계가 기업성과에 미치는 영향에 관한 실증연구

심용보(Yong Bo Shim) 연세대학교 경영연구소 2012 연세경영연구 Vol.49 No.2

본 연구의 목적은 고성과작업체계 지수를 통해 한국 기업의 작업장 혁신 실태를 파악하고 나아가 고성과작업체계 및 구성요소가 기업성과에 미치는 영향관계 그리고 이 관계에 대한 경영전략과 노사관계 분위기의 조절효과를 실증하는 것이다. 이를 위해 본 연구는 고성과작업체계 지수의 측정항목을 설계하고 가중치를 확정한 이후 1,108개 한국 기업에 대해 설문조사를 실시하였다. 분석결과는 다음과 같다. 우선 한국 기업들의 고성과작업체계수준은 300점 만점에 134.5점으로 나타났다. 고성과작업체계의 구성요소 중에서 고몰입인적자원관리의 수준은 상대적으로 높은 것으로, 고관여 작업조직의 수준은 낮은 것으로 나타났다. 또한 군집분석과 분산분석을 보면 고성과작업체계의 수준이 높은 군집 1은 고성과작업체계의 수준이 낮은 군집 2, 3에 비해 전문경영지배구조, 노조조직, 시장경쟁, 차별화경영전략, 기업규모, 노사협력, 인당매출액, 인당영업이익에 있어 일관되게 높은 수준을 보였다. 변수간의 관계를 파악하기 위하여 회귀분석을 실시한 결과, 독립변수인 고성과 작업체계 및 구송요소 대부분은 종속변수인 인당매출액과 인당영업이익에 긍정적인 영향을 미치는 것으로 나타났다. 나아가 고성과작업체계와 기업성과간의 관계에 있어 노사관계 분위기는 긍정적인 조절효과를 미치지만 차별화 경영전략은 조절효과가 없는 것으로 나타났다. It has become a widely held premise that people provide organizations with an important source of sustainable competitive advantage. The core of High Performance Work System(HPWS) is that work is organized to permit front-line workers to participate in decisions that alter organizational routines. Therefore, the purpose of this study is to research the impact of HPWS on organizational performance and the moderating effect of differentiate management strategy and industrial relation characteristics in Korean companies. HPWS is composed of three factors: High-commitment HRM, High-skill HRD, High-involvement work organization. The data in this study were collected from managers and union officers in 1,180 samples which were extracted from 13,639 Korean companies. The result of analysis are as follows. First of all, the total level of HWPS in Korean companies registered 134.5 point out of 300 point. Examined subcategory, the highest variable in score was the High-commitment HRM and the lowest was the High-involvement work organization. Furthermore, the results of multiple regression analyses indicated that HPWS have a positive effect on per annual sales and operating profit. The interaction of HPWS and partnership in industrial relation have a positive effect on per annual sales and operating profit.

일본의 고도인재(高度人材) 유치정책 -방일 유학생의 외적요인을 중심으로-

TABUCHITAKAAKI 한국일본근대학회 2013 일본근대학연구 Vol.0 No.39

Basing on previous research and issues considered in it, this paper investigates stages of ‘acceptance’ and ‘employment’ and their contributing elements from point of foreign students in Japan – their arrival to Japan and staying there for employment. Contents are organized as following. Chapter 1: Grasp of nowadays level of ‘acceptance’ and ‘employment’. Chapter.2: Arrangement and analyze of problems regarding to students ‘acceptance’ and ‘employment’ included in previous research. Chapter 3: Quantitative analysis of factors, which influence ‘enrollment’ and ‘employment’ of students, based on statistics. As a result, the gap between ‘enrollment’ and further ‘employment’ become clear. In both ‘enrollment’ and ‘employment’, the closer the native country is, the stronger will of students to study and stay in Japan. However, if giving priority to students from neighbor countries it will increase current issue- “bloc”. Among the external factors that affect, the process of enrollment of high-quality human resources, except distance is stable economic situation. Nevertheless, economic status has little influence for ‘employment’ rate. The emerged issue is, would not be proper to perform financial support to students from strategic countries basing on a model of “Immigration and acquisition of high skilled human resources”. 본 연구에서는 유치단계와 고용단계에서 외국인 유학생의 결정에 직접적인 영향을 미치는 요인 중 하나로 알려져 있는 외적유인 요소를 도입하여, 그 원인을 규명하는 것을 목적으로 한다. 방법론에서는 회귀분석을 이용한다. 이는 외적요인 분석에 있어 시론적(試論的)인 측면이 있지만, 인과관계를 설명하는 데에 타당한 것으로 사료된다. 분석 과정을 통하여 유학생의 유치단계와 고용단계에서 괴리가 현저히 나타나며, 선행연구에서는 이에 대한 해결 방안으로 내적요인(국내 제도적 문제)에 중점을 두고 있다는 것을 알 수 있었다. 구체적으로는 유치 및 고용의 두 가지 단계에 있어 강한 상관을 보여주는 변수가 거리로 나타났으며, 고용단계의 값이 유치단계보다 한층 더 강한 것으로 나타났다. 이는 유치단계에는 약한 상관관계에 있었던 인구와는 상관도 강하게 나타나 고용과 유학생 유치와 밀접한 관계가 있는 것으로 나타났다. 이를 통해 경제적인 요인이 아니라 지리적 요인에 의해 유학생이 일본에서의 취직을 선택하는 경향이 있다는 것을 규명했다.

일본의 고도인재(高度人材) 유치정책 -방일 유학생의 외적요인을 중심으로-

다부치다카아키 한국일본근대학회 2013 일본근대학연구 Vol.0 No.39

본 연구에서는 유치단계와 고용단계에서 외국인 유학생의 결정에 직접적인 영향을 미치는 요인 중 하나로 알려져 있는 외적유인 요소를 도입하여, 그 원인을 규명하는 것을 목적으로 한다. 방법론에서는 회귀분석을 이용한다. 이는 외적요인 분석에 있어 시론적(試論的)인 측면이 있지만, 인과관계를 설명하는 데에 타당한 것으로 사료된다. 분석 과정을 통하여 유학생의 유치단계와 고용단계에서 괴리가 현저히 나타나며, 선행연구에서는 이에 대한 해결 방안으로 내적요인(국내 제도적 문제)에 중점을 두고 있다는 것을 알 수 있었다. 구체적으로는 유치 및 고용의 두 가지 단계에 있어 강한 상관을 보여주는 변수가 거리로 나타났으며, 고용단계의 값이 유치단계보다 한층 더 강한 것으로 나타났다. 이는 유치단계에는 약한 상관관계에 있었던 인구와는 상관도 강하게 나타나 고용과 유학생 유치와 밀접한 관계가 있는 것으로 나타났다. 이를 통해 경제적인 요인이 아니라 지리적 요인에 의해 유학생이 일본에서의 취직을 선택하는 경향이 있다는 것을 규명했다. Basing on previous research and issues considered in it, this paper investigates stages of ``acceptance`` and ``employment`` and their contributing elements from point of foreign students in Japan - their arrival to Japan and staying there for employment. Contents are organized as following. Chapter 1: Grasp of nowadays level of ``acceptance`` and ``employment``. Chapter.2: Arrangement and analyze of problems regarding to students ``acceptance`` and ``employment`` included in previous research. Chapter 3: Quantitative analysis of factors, which influence ``enrollment`` and ``employment`` of students, based on statistics. As a result, the gap between ``enrollment`` and further ``employment`` become clear. In both ``enrollment`` and ``employment``, the closer the native country is, the stronger will of students to study and stay in Japan. However, if giving priority to students from neighbor countries it will increase current issue- “bloc”. Among the external factors that affect, the process of enrollment of high-quality human resources, except distance is stable economic situation. Nevertheless, economic status has little influence for ``employment`` rate. The emerged issue is, would not be proper to perform financial support to students from strategic countries basing on a model of “Immigration and acquisition of high skilled human resources”.

International Migration of the Highly Skilled: A Case Study on Human Capital Mobility

Daniel J. Kim(다니엘 김) 한국로고스경영학회 2022 로고스경영연구 Vol.20 No.3

국가 미래전략 차원의 IT고급인력양성 정책방향

신준우(Joon-woo Shin),이진석(Jin-seok Lee),이중만(Jung mann Lee) 한국기술혁신학회 2009 기술혁신학회지 Vol.12 No.1

본 논문은 효율적인 IT고급인력양성정책 추진을 위하여 IT고급인력을 정의하고, 지금까지 추진되어온 정부의 IT고급인력양성 정책의 변천과정을 살펴보았다. 또한 국내외의 고급인력양성정책 비교 및 문제점을 분석하여 미래지향적 IT고급인력양성 정책방향을 설정 하였다. 이를 위해 IT분야 국가 R&D로드맵과 연계한 고급인력양성체계 구축, 공급확대 유지 및 글로벌 경쟁력을 배양하는 고급인력양성으로의 비전 전환, IT기반 융합인력양성으로의 범위 확대, R&D연계형 인력양성사업의 성과제고를 위한 연구방향의 명확화 등 4가지 기본방향과 이에 따른 세부추진 방향을 제시하였다. This study attempts to define IT high-level human resources and to investigate past IT high-level human resources development (HRD) policies in order to promote IT HRD policy efficiently. Benchmarking implications were derived from comparative studies of foreign high-level HRD policies and we suggest IT high-level HRD Policy in the framework of National Future Strategy. The results of this study are rich in implications for implementation of IT HRD related to national R&D road-map in the field of information technology, the supply spread maintenance and the vision change of high-level HRD to cultivate global competitiveness, IT-based Fusion Technology HRD, and R&D related HRD policies and action plans.

How Home Country’s Development Can Work against Its Best and Brightest: The Case of Korean Electronics Industry

Lynn Pyun 한국APEC학회 2021 Journal of APEC Studies Vol.13 No.2

In economic development, high-skilled migration has been at the forefront of scholarly discourse. Despite the interest, what is still missing in the discussion is the impact that home-country institutions play when foreign-educated elites return to home country. To fill this gap, we employ a case-study method to analyze the careers of South Korean engineering PhDs who studied at U.S. universities. The conventional wisdom in economic development literature is that a home-country’s development reaching a level to attract back overseas talent would count as an unequivocal success. However, what we found is that the benefit of job-creation by home-country institutions is uneven across the population, and may possibly have a surprisingly unintentional detrimental effect in the case of top talents. A concrete lesson here is that creating institutions that encourage the maximum knowledge output from the nation’s the best and the brightest is extremely difficult. This research aims to serve as a cautionary tale to the policymakers, academics and managers in the APEC region, as many nations are attempting to replicate Korea’s success in knowledge sectors.

중소기업 기술인력 수급원활화를 위한 정책지원방안 : 혁신형중소기업의 기술인력을 중심으로

백필규 ( Pil Gyu Paik ) 한국중소기업학회 2007 中小企業硏究 Vol.29 No.4

한국군 부사관 획득제도 변천과정 분석으로 본 미래 발전방안 연구

손승호(Son, Seung-ho) 국방부 군사편찬연구소 2013 군사 Vol.- No.88

The ROK Army extensively upgraded the status of its NCOs, by recognizing the importance of the NCO and redefining the role of NCOs to be more battle-oriented. The number of NCOs as part of the Defense Reform 2020,will be expanded to approximately 100,000 and the recent plan from new government presents that it will make the numbers even higher while curtailing the service period of enlisted soldiers to 18 months. In this critical moment of changes in military personnel management, stable NCO recruiting with understanding of the improved NCO capability and the changes in weapons system and younger generations consciousness has now become the most important factor, as it stands at the center of the spear head of the combat power. Diagnosing the aspects of the future war accurately and makinguse of lessons learned from the past would be the wise way to prepare for the war. Therefore, it becomes important to set recruiting system appropriate for future war by analyzing and assessing NCO recruiting systems by now and to ensure high-level combat strength at all times by guaranteeing the stable supply of high-quality personnel. Researches on NCO recruiting until now, however, stay at the level of merely summarizing representative cases of each decade and deal only with the data till 2006, as the field has attracted relatively less attention as a research topic. Moreover, there has been almost no previous research on improving the wartime recruiting system. Taking into account all the factors stated above, this research looks into the courses of the changes in ROK Army"s NCO recruiting from the time Armed Forces were activated to 2013 as it aims to draw a blueprint for recruiting NCOs in the future, and systematically analyze the history of NCO recruiting and keep it as historical data for future researches.

국내 소방산업 인력양성현황 및 개선에 관한 연구

신미영,이해평,정도영 한국화재소방학회 2009 한국화재소방학회논문지 Vol.23 No.5

As cities become recently more crowded, various and enlarged, it is required a cutting-edge technology for fire industry. According to this, a transition is attempted from production intensive industry toward knowledge based industry. At this point, in order to develop fire industry into knowledge based high value industry, industry innovation capability is required and it heavily depends on human resource competitiveness. Accordingly, in this study is aimed to look the status of domestic fire industry personnel training by classifying the fire industry manpower by field skill personnel, high technology personnel, and professional research personnel and to suggest problems with personnel training followed by each classification and how to improve them. 최근 도시의 밀집화, 다양화, 대형화에 따라 소방산업은 첨단소방기술이 요구되어지고 있어 점차 생산집 약형 산업에서 지식기반산업으로 전환이 시도 되어지고 있다. 이러한 시점에서 소방산업을 지식기반형 고 부가가치 산업으로 육성시키기 위해서는 산업혁신역량이 요구되며, 산업혁신역량은 인적자원의 경쟁력에 의해 크게 좌우된다. 따라서 본 연구에서는 소방산업 인력을 단순현장기능인력, 고급기술인력, 전문연구인 력으로 세 가지로 분류하여 국내 소방산업 인력양성 현황을 살펴보고, 각 분류에 따른 인력양성에 대한 문제점과 개선방안을 제시하고자 한다.

日本の留学生受入れと雇用

TABUCHITAKAAKI 한국일본근대학회 2012 일본근대학연구 Vol.0 No.37

本研究では、30万人計画の数値目標ではなく、その目的である「高度人材の獲得」を如何に効率的に達成するかを前提課題として設定する。そのうえで、高度人材獲得という観点から、受入れの実態、雇用の実態に係る制度上の問題点を明らかにし、30万人計画の政策的整合性を判断する。本研究のアプローチによって、次のような問題点が浮かび上がった。まず、英語のみによる教育が、日本社会において就職の阻害要因となる点である。次に留学生受入れが東アジア出身の学生に偏っており、グローバル人材獲得戦略としての効果が弱い点である。そして、留学生の学問領域の偏り(理系・文系の規模的ギャップ)による労働需給条件の不一致が生じている点である。これらをもとに、30万人計画は、改善すべき課題をいくつか抱えており政策的整合性は高いとは言い難いと評価した。今後、これら諸課題の改善策を模索し、いかに効率よく高度人材の獲得を進めるかという視点での施策が求められる。今後の研究課題としては、本研究の到達点が30万人計画の課題を明らかにする段階までであったが、今後は、それだけに留まらず課題に対する改善策を提示する。 The aim of this paper is toinvestigate the issue ofintegritybetween policy planning and actual condition of “300,000 International Students Plan” from the perspective of its main aim: acquisition of high skilled human resources. Case study focuses on emerging problems as follows. Firstly, providing international students classes only in English language causes their further problems with employment in Japan. Secondly, the number of students from East Asia is noticeably greater than number of students from other countries. This disproportion shows a weakness of strategy to gain global human resources. Finally, gap between number of humanities and science/engineering students does not meet with the demand on a labor market. In conclusion,“300,000 International Students Plan” needs enhancement due to a low level of integrity between plan itself and actual results of putting it into practice. As a future study goals I aim to not only highlight issues connected with “300,000 International Students Plan” but to suggest improvement strategy