Analysis of Corporate Recruitment through ser-M Model : Case Study of GS Caltex

Lee, Jae-young,Eom, Jae-gun 한국경영컨설팅학회 2016 경영컨설팅연구 Vol.16 No.3

최근 다양한 경영전략과 관련해서 ser-M 측면으로 분석하고자 하는 연구가 활발하다. 이러한 메커니즘 분석은 경영 프로세스의 미시적 분석에서 벗어나, 거시적 분석으로의 시도이며, 문제를 프로세스 자체에서 찾기 보다는 프로세스를 둘러싸고 있는 본질적인 요소에서 근원을 찾아보고자 하는 노력이다. 미시적으로 보다 보면, 프로세스 전체에 미치는 영향에 대해서 놓칠 수 있다. 본 논문에서는 기업 채용 프로세스에 대해서 메커니즘(Mechanism)으로 접근하고 있다. 기업 채용이 갖고 있는 메커니즘(Mechanism)을 기반으로, 메커니즘의 구성요소인 주체(Subject), 환경(Environment), 자원(Resource)이 어떻게 작동하고 있는지를 살펴보고 있다. 이를 통하여, 기업의 채용 전략에 대해서 전반적으로 이해할 수 있으며, 이러한 접근 방법이 효과적인 것을 살펴볼 수 있다. 기업 사례를 통하여 살펴 본 이 논문은 기업 컨설팅을 위한, 좋은 사례 연구로 참고 할 수 있다. Recently, studies to analyze various management strategies from ser-M perspective (subject-environment-resource-Mechanism) are being actively carried out. Such a mechanism analysis is an attempt to break away from a microscopic analysis and to persue a macroscopic analysis. It also is an effort to identity the root cause among essential elements instead of finding out problems in the processes. A microscopic approach can miss out an important influence to be exerted on the whole processes. This study will approach corporate recruitment processes from the mechanism aspect. Through the mechanism of corporate recruitment, it will examine how the components of the mechanism –subject, environment and resource– would function. This will provide a better understanding of corporate recruitment strategies and assess the effectiveness of such approach. Detail analysis was performed based on a case-study of GS Caltex, a well recognized company in oil refinery industry. The implications of this study lie in the fact that it can be seen as an exemplary case-study for corporate consulting.

WAR FOR TALENT: DETERMINANTS OF BUSINESS SCHOOL REPUTATION BY PRACTITIONERS AND ITS IMPACT ON RECRUITMENT

Sandra C. S. Männel 글로벌지식마케팅경영학회 2016 Global Marketing Conference Vol.2016 No.7

This paper proposes a conceptual model for understanding the determinants of business school reputation from a company’s perspective, and further, investigates the potential effect that business school reputation has during the recruitment process. Although extant research enhanced the knowledge of business school reputation enormously (e.g. Corley & Gioia, 2000; Rindova, Williamson, & Petkova, 2010), business school reputation from the stakeholder perspective of practitioners has been largely underrepresented. Instead researchers have focused on examining business school education from students’ and academics’ perspectives (e.g. Baden-Fuller, Ravazzolo, & Schweizer, 2000). However, only few studies examine all three constituencies: students, firms and academics (e.g. Safón, 2009; Vidaver-Cohen, 2007). Reputation is pertinent as it reduces uncertainty among stakeholders and foremost, serves as signal to evaluate the quality of a product or service (Fombrun & Shanley, 1990, p. 237). For example, in the context of business schools recruiters assess the quality of graduates by recruiting candidates directly “off campus”. Thus, practitioners are regarded as a stakeholder group that exerts a powerful influence on business schools (Safón, 2007, p. 218). That is, successful alumni not only influence the perception of prospective and current students directly, but more generally contribute to external perceptions as part of rankings and media (e.g. Glick, 2008, p. 19). Hence, it is pivotal for business school management to know what drives the reputation of the institution in order to invest in and leverage on the most important determinants. Responding to a more holistic approach of business school reputation (e.g. Safon, 2009), the proposed conceptualization of business school reputation moves beyond prior literature to an understanding of multiple factors, internal and external, that influence business school reputation. Based on empirical qualitative data from semi-structured interviews with 12 recruiters from multidisciplinary backgrounds, in terms of industry and experience and extant literature, four main determinants of business school reputation were identified. These determinants include Media Coverage, Quality, Alumni and the Institution itself and are in line with prior research findings (e.g. Armstrong & Sperry, 1994; Sweitzer & Volkwein, 2009). Adding to the above, it is also evident that business school reputation has an influence on the selection process during recruitment (e.g. Safon, 2009). Therefore, this study not only contributes to the discussion on business school reputation from a multiple stakeholder perspective in identifying main drivers of reputation, but also on its influence on the recruitment process. Thus, the scarcity of research on business school reputation from practitioner’s perspective calls for a theory-based conceptual model for further foundation of research. By addressing these research gaps, this study makes several contributions. First, examining business school reputation from a practitioner’s perspective expands existing literature on business school reputation. Second, the proposed conceptual framework advances the importance of business school reputation from a management perspective with regard to its influence on the recruitment process.

사회복지조직의 직원 채용과정에 대한 질적 사례연구

권지성(Kwon Ji-Sung),이은미(Lee Eun-Mi) 한국사회복지학회 2007 한국사회복지학 Vol.59 No.2

본 연구의 목적은 사회복지조직의 직원 채용과정을 심층적으로 이해하고자 하는 것이다. 이러한 목적을 달성하기 위해 공개모집과 다차원적인 선발방법을 통해 직원을 채용하기로 한 사회복지관과 접촉하여 심층면접과 관찰, 기록물 등을 통해 다양한 자료를 수집하고 사례연구 접근으로 분석하였다. 채용과정 분석결과는 결원에서 채용 공고까지, 서류심사, 면접심사, 최종 선발과 발표, 임명의 5단계로 구분하여 각 단계에서 나타난 특성들을 제시하고 기관과 면접관, 지원자들의 관점을 반영하여 해석하였다. 또한 주제 분석을 통해 '역지사지', '경험을 통해 성장하기', '동상이몽', '사회복지에 특화된 채용방법의 부재'라는 주제들이 도출되었고, 이에 대해 논의하였다. 결론에서는 직원 채용과정에서 사회복지조직들이 고려해야 할 실천적 지침들을 제시하였으며, 이 연구의 결과를 더욱 발전시킬 수 있는 후속연구에 대해서도 제안하였다. This study aimed at understanding the staff recruitment process of social welfare organization and providing specific practical implications for better practice in the process. To achieve this, we have contacted a community welfare center which has decided to adopt open and multi-method approach in recruitment process. The data has been collected through in-depth interviews, participatory observation and documents review. Case study analysis has been used for data analysis. The research findings have been presented at five different processes, i.e. recruitment advertisement, documents screening, job interview, selection and result announcement, appointment. A number of themes has been raised such as 'By others faults wise men correct their own', 'Lessons from experience', 'No two men are of a mind', 'Lack of speciality in recruitment methods of social welfare organization'. These themes have been discussed in detail. In conclusion, we have made some practical suggestions for both social welfare organization and job applicants concerning recruitment process.

블라인드 채용에 대한 제품디자인 전문기업 관계자들의 인식 연구

오인균 한국디자인문화학회 2019 한국디자인문화학회지 Vol.25 No.1

Recently, the government introduced blind recruitment to solve social problems related to youth employment. The purpose of this study is to investigate the perception of blind adopters by experts in product design. The researchers would like to suggest ways to expand the use of blinds hiring methods by design consulting firms. In this study, the questionnaire was applied for the cognitive survey. The researchers selected 76 representatives and executives who are specialized in product design company. As a result of this survey, understanding of blind recruitment was low. However, the need for no spec recruitment has been investigated positively. And the research survey participants who product design company officials, were positive about the effect of no eyes recruitment on design working. Respondents were negative about the possibility of blind recruitment by product design firms. Based on the results of survey, the paper writers derived three ways to expand employment. First, Establishment of customized blind recruitment method for product design company. Second, training for product design specialists recruiters. Third, introduced a corporate-type employment system with Korea Industrial Design Promotion. Finally, I hope this study paper will help spread the blind recruitment for product design company. 본 연구는 청년취업과 관련된 사회적 문제 해소를위해 도입된 블라인드 채용에 대해서 제품디자인 전문기업 관계자들의 인식조사를 목적으로 하며, 이를바탕으로 제품디자인 전문기업에서의 블라인드 채용확대방안을 제안하고자 한다. 이를 위해서 설문조사방법을 적용하였고, 설문표본은 연락처가 공개된 서울, 경기, 부산, 대구, 광주 지역의 제품디자인 전문기업 대표와 임원 76명을 대상으로 하였다. 온라인으로진행한 설문결과 블라인드 채용에 대한 이해도는 전체적으로 낮게 나왔다. 하지만 블라인드 채용의 필요성에 대해서는 대체로 공감하였으며, 블라인드 채용에대한 적용과 디자인 업무에 미치는 영향에 대해서도긍정적으로 생각하는 것으로 조사되었다. 그리고 이와반대로 제품디자인 분야에서의 블라인드 채용 실현가능성에 대해서는 부정적으로 생각하는 것으로 조사되었다. 그 이유로는 관련 채용방법을 잘 모르며, 기업규모가 작아서 블라인드 채용적용이 어렵다고 응답하였다. 마지막으로 설문조사 결과를 바탕으로 제품디자인 전문기업을 위한 블라인드 채용 확대방안 세 가지(①제품디자인 전문기업 맞춤형 블라인드 채용 방안마련, ② 제품디자인 전문기업 채용 관계자 대상 교육실시, ③ 제품디자인 전문기업 연합 채용방법 도입)를도출하였으며, 본 연구결과가 향후 디자이너 채용에도움이 되었으면 한다.

Analysis of Corporate Recruitment through ser-M Model: Case Study of GS Caltex

이재영,엄재근 한국경영컨설팅학회 2016 경영컨설팅연구 Vol.16 No.3

Recently, studies to analyze various management strategies from ser-M perspective (subject-environment-resource-Mechanism) are being actively carried out. Such a mechanism analysis is an attempt to break away from a microscopic analysis and to persue a macroscopic analysis. It also is an effort to identity the root cause among essential elements instead of finding out problems in the processes. A microscopic approach can miss out an important influence to be exerted on the whole processes. This study will approach corporate recruitment processes from the mechanism aspect. Through the mechanism of corporate recruitment, it will examine how the components of the mechanism –subject, environment and resource– would function. This will provide a better understanding of corporate recruitment strategies and assess the effectiveness of such approach. Detail analysis was performed based on a case-study of GS Caltex, a well recognized company in oil refinery industry. The implications of this study lie in the fact that it can be seen as an exemplary case-study for corporate consulting.

지역사회 경찰활동 시대에 요구되는 경찰관의 자질: 신입 경찰공무원 모집과정에서의 활용방안

박한호,이명우,조용식 경찰대학 치안정책연구소 2018 치안정책연구 Vol.32 No.1

이 연구의 목적은 지역사회 경찰활동 시대에 요구되는 경찰관의 자질을 파악하는 것이다. 이를 위해 학계 전문가와 현직 인사담당자를 대상으로 설문조사를 실시하였으며, AHP 분석기법을 사용하여 자질의 우선순위를 측정하였다. 더불어 서울지방경찰청에 재직 중인 인사 및 홍보담당자를 대상으로 심층 면접조사를 실시하여 분석결과를 추가적으로 검증하였다. 성공적인 지역사회 경찰활동을 위해서는 과거 강조되었던 신체능력이나 운전능력 보다는 청렴성, 의사소통 및 대인관계 능력 등이 상대적으로 더 중요한 것으로 나타났다. 따라서 이러한 정보를 신입 경찰공무원 모집과정에 적극적으로 반영할 필요성이 제기된다. The purpose of this study is to determine key traits, characteristics, and skill sets every police officer should have for successful community-oriented policing. This study conducts expert surveys and an AHP (Analytic Hierarchy Process) analysis to prioritize those qualities. Semi-structured interviews are additionally conducted with four representatives of human resources and public relations at SMPA (Seoul Metropolitan Police Agency) to review in detail the analysis results. The results indicate that Integrity, Trust, Communication and Human Relations Skills are relatively more important for the successful community-oriented policing than some traditional aspects such as physical ability and basic driving skills. Continued efforts are needed to make the information more accessible to prospective police officers in the recruitment process.

어류자원의 변동에 미치는 해양환경의 영향

김수암 한국수산자원학회 2003 한국수산자원학회지 Vol.6 No.-

어류개체군은 긴 진화과정을 통하여 해양환경에 적응하여 왔다. 그들의 생존과 성장은 먹이와 포식자의 유무와 깊은 관계에 있으며, 정상적인 상황에서는 어류가 선택한 서식처에서의 생존과 성장이 높다. 그러나, 가끔씩 돌발적으로 진행되는 환경의 변화는 해양의 생산력을 변화시키거나, 생태계의 구조를 변화시키므로, 치어의 높은 사망원인이 가입의 실패를 유발하기도 한다. 대부분의 어류의 가입이론은 플랑크톤 생태계에 기반을 두고 있으며, 본 논문에서는 해양환경의 변동이라는 측면을 강조하여 가입과정의 개념을 설명하였다. 몇 가지의 증거와 실례는 우리나라에서 수행되었던 연구결과로부터 발췌하였다. Fish populations have been adapted by oceanic phenomena through their long evolution process. Their survival and/or growth depends on the availability of food and presence of predators, and these parameters should be high in spawning. nursery, and feeding grounds chosen by marine fish in ordinary period. The episodic changes in climate/environments, however, result in the changes in productivity and species composition of ocean ecosystem, and the recruitment failure of fish population caused by high mortality of fish larvas might be occurred. Most hypotheses on recruitment processes are closely related to the plankton-based ecosystems. This paper introduces the concept of recruitment processes emphasizing oceanic variability. Some evidence and examples on this issue were extracted from studios in Korean waters.

산업디자인 전공 대학생과 기업 디자이너의 구직역량 인식 차이에 관한 연구

오인균(In Kyun Oh) 한국디자인문화학회 2015 한국디자인문화학회지 Vol.21 No.2

2015년 전문기관의 조사 결과 현재 국내 취업률은 외환위기 때보다 낮은 것으로 조사되었으며, 이와 관련하여 다양한 연구가 나오고 있다. 최근에는 ``구인-구직 미스매치 유발요인 분석 및 대응방안``이라는 보고서가 발표되었다. 이 보고서는 실업률이 최고치를 기록하고 있지만 동시에 중소기업에서는 인력난을 겪고 있는 현상의 원인을 알아보기 위한 목적으로 진행 되었다. 연구결과 구인기업과 구직자 사이에 상당한 인식차이가 있는 것으로 조사됐다. 본 연구는 이와 같은 미스매치 요인이 디자인분야에서 어떻게 일어나는지 탐색하기위한 목적으로 실시 되었고, 대학생과 기업 디자이너를 대상으로 구직역량 요소를 중심으로 분석하였다. 연구방법의 경우 객관적인 연구결과 도출을 위하여 문헌조사방법(Text Research)과 질적연구방법(Qualitative Research) 및 양적연구방법(Quantitative Research)을 적용했다. 질적연구방법의 하나인 FGI를 통해서 13개 디자인 취업 역량요소를 선정하였고, 이를 바탕으로 양적 연구방법인 설문조사를 실시했다. 연구결과 대학생들은 채용과정 중 1차 서류전형에 필요한 요소를 중요하게 생각하고 있었다. 하지만 기업 디자이너들은 반대로 2차와 3차 채용과정에 필요한 요소를 중요하게 여기는 것으로 조사되었다. 이와 같은 결과는 2가지 이유 때문인 것으로 분석되었다. 첫 번째는 채용 과정별 운영부서가 다른 구조적 문제가 있었으며, 두 번째는 학생들이 취업 이후 진행되는 디자인 개발 업무진행에 대한 구체적인 이해도가 부족한 것 때문이었다. 그리고 마지막으로 연구결과를 바탕으로 시사점을 도출해내었다. The professional organization announced that employment rate is lower than the financial crisis in the current. A variety of studies have been published. Lately, the report, the Job mismatch induced factor analysis, is released. The purpose of report is to examine the phenomenon experiencing shortage in high-unemployment situation. Results showed that there are many differences in perception between companies and job seekers. Purpose of this study is to investigate the mismatch factor occurring in the design field. The subjects of paper is college students and corporate designers. The researcher applies the text research, the qualitative research and the quantitative research in this literature. The researchers selected 13 design elements work capacity by applying a focus group interview was conducted a online-survey based on 13 elements. This paper results show that college students are the primary documents that look typical and professional designers consider seriously the second and third courses in the recruitment process. This result is analyzed to be due to two factors. The first reason is that the recruitment process varies by operating departments. The second reason is that students lack the understanding of the specific design work in progress after employment. And Researchers propose suggestions based on the findings.

Personal marketing and the recruitment and selection process: Hiring attributes and particularities in tourism and hospitality

Sérgio Dominique-Ferreira,Queirós Rodrigues Benilda,José Braga Rui 한국마케팅과학회 2022 마케팅과학연구 Vol.32 No.3

The competitiveness of the labour market is a critical challenge for future professionals. This work intends to analyse the importance of personal marketing in the professionalization of human resources, as well as the most valued skills in the labour market. For this purpose, sample was composed of recent graduates in tourism/hospitality and other areas (for comparison). The main results show that using personal marketing techniques in job search, develop a personal brand and digital social strategically are perceived as key in the tourism industry. This work enables academic institutions to better adjust tourism degree programmes, as well as a more efficient programme assessment and evaluation. It also provides employees valuable information to be more competitive in the labour market.

퇴직연금 모집인을 활용한 가입자 교육 활성화 방안연구 - 생보사의 퇴직연금 모집인 중심으로 -

박정환 ( Junghwan Park ),김성일 ( Sung-il Kim ) 한국연금학회 2022 연금연구 Vol.12 No.2

This study sets out to promote the vitalization of education for retirement pension subscribers, which remain at the formal level, by proposing ways to make use of recruitment agents for a retirement pension. The study also aims to find the priorities and implications of improvement based on improvement factors needed for them and their comprehensive importance. As for the analysis methods, the study identified improvement factors and the priorities of each of them with the Delphi Method applied twice to a panel of experts in subscriber education and checked the complicated priorities of the improvement factors through the pairwise comparison of factors based on the Analytic Hierarchy Process (AHP). The comparison of results from the two analysis techniques led to these implications: First, a 1:1 interview with a panel of 30 experts in subscriber education based on an open-ended questionnaire in the first round of Delphi Method identified 112 items of improvement. After the exclusion of overlapping items, four upper-level factors were identified: law and institution, reward and infrastructure, qualification system, and professionalism and recruitment agent attribute along with 21 lower-level factors. Based on them, a structured questionnaire was devised and administered to 44 experts in subscriber education in a closed-loop survey in the second round of Delphi Method. Of the upper-level factors, reward and infrastructure recorded the greatest importance, followed by qualification system, law and institution, and professionalism and recruitment agent attribute, in that order. Of the 21 lower-level factors, 13 were characterized by the convergence of expert opinions. Of the converged factors, an increase of recruitment commission rates recorded the highest importance, followed by the addition of subscriber education to the scope of work consignment for recruitment agents and the payment of proper fees for subscriber training or retention services. Secondly, a survey was conducted with 20 experts in subscriber education through AHP analysis, and the results found the greatest importance in reward and infrastructure, which was followed by law and institution, qualification system, and professionalism and recruitment agent attribute, in that order. Of the lower-level factors, the professionalism of recruitment agents was the most important, followed by wages for subscriber education and an increase of recruitment fees. The comparison of the Delphi Method and AHP analysis results reconfirm that reward and infrastructure held the greatest importance among the upper-level factors and that the professionalism of recruitment agents recorded the highest level of importance among the lower-level factors. The different expert panels did not reach an agreement on these results. Thus, it is implied that a consensus should be formed for the professionalism of recruitment agents before the implementation of subscriber education with recruitment agents for a retirement pension. This study was the first research that directly surveyed recruitment agents for a retirement pension. It is significant in that it examined differences in opinions among expert panels and identified the importance and implications of each factor. The findings of the study are expected to serve their roles in the efficient execution of resources when the policy authorities make related decisions.