인적자원관리의 전략적접근법에 관한 연구

다국어 초록 (Multilingual Abstract)

Recently HRM research has taken a more macro, systematic and strategic orientation to complement the micro, individual, and functional oriented approach that has historically dominated the field. This new HRM approach has been called Strategic Human Resource Management or SHRM. In SHRM research, three theoretical approaches -- contingency, universalistic, configurational (inductive and deductive) --- have been employed. Each approach has a different hypothesis about the effects of HRM on firm performance The contingency approach emphasizes the external fit between HRA practices and organizational contexts. The universalistic approach assumes that there exist, sets of HR practices that may lead to better organizational performance. The configurational approach assumes that there exist several equifinal patterns of HR practices which have internal fit among them. Despite different theoretical assumptions, three approaches are complementary each other to understand phenomenon, effects and logic of SHRM. In recent studies, scholars stress the importance of internal fit among separate HRM practices as well as external fit between HR systems and organizational contexts. In short, there is much room for further research on SHRM which is still in its early stage of the field development.