A Model of Human Resources Competitiveness Based on Multi-Attribute Grey Fuzzy Comprehensive Evaluation

Shasha Yu 보안공학연구지원센터 2014 International Journal of u- and e- Service, Scienc Vol.7 No.6

Human resources are crucial in the enterprise’s development. The evaluation of the human resources competitiveness plays an important role in ensuring companies with good human resources. This paper investigates the multi-attribute evaluation of human resources competitiveness considering the characteristics of evaluation, such as complexity, multi-attribute and uncertainty. Thus, a model of human resources competitiveness based on the multi-attribute grey fuzzy comprehensive evaluation is proposed in this paper. This model has set up a multi-criteria evaluation system of human resources competitiveness of the enterprise. By analyzing quality of employee, resources inside the enterprise and potential for development of the enterprise, it creates a fuzzy evaluation model based on different criteria on evaluating human resources competitiveness and a grey relational evaluation model. A grey fuzzy comprehensive evaluation model is formed when the two models are combined together. Finally, cases are raised to prove the effectiveness and feasibility of the model and the algorithm.

Construction and Analysis of the Decision Model based on the Transfer of Human Resources

Xu Ting 보안공학연구지원센터 2016 International Journal of Hybrid Information Techno Vol.9 No.10

The transfer of human resources refers to the transfer of human resources across different regions, industries and organizations depending on the development trends in the respective areas, economic environment and personal development needs. It is a process where the revenue of human resources improves continuously, and regional economy, industries and organizations are growing. Reasonable transfers across regions, industries and organizations can further realize the potential of individuals and enhance their advantageous position in the job market. Moreover, the transfers can optimize human resource allocation and the overall regional industrial development, improving the utilization of human resources. According to the law of diminishing returns, when there is perfect competition across regions, industries and organizations, the marginal utility of the side that has human resources shortage is higher than the side that has surplus. The human resources will flow to the side with shortage till the marginal revenue of the two sides reaches equilibrium. This is the ideal condition for human resources transfer. This paper is aimed to build models for individual human resource decision-making, organizational decision-making and dynamic balance respectively, in order to facilitate the equilibrium transfer of human resources across different regions, industries and organizations, and finally to achieve the optimal allocation of human resources.

연구논문 : 우리나라 과학기술인력 정책의 활성화 방안에 관한 연구: 공공부문 과학기술인력을 중심으로

김주경 ( Ju Kyong Kim ) 영남대학교 한국균형발전연구소 (구 영남대학교 영남지역발전연구소) 2008 한국지역혁신논집 Vol.3 No.2

본 연구에서는 우리나라 과학기술인력에 대한 현황을 파악하고 과학기술인력정책에 대한 문제점을 분석하여, 과학기술인력정책의 방향과 시사점을 모색해 보았다. 또한 연구의 대상으로는 사기업의 과학기술인력을 제외한 공공부문의 과학기술인력을 대상으로 하였고, 연구의 내용적 범위로 이공계 교육제도 개선과 보상체계, 인력관리부분을 중심으로 연구를 진행하였다. 연구의 방법으로는 우리나라 과학기술인력정책에 대한 현황 및 문제점을 바탕으로 SWOT 분석을 통해 우리나라 과학기술인력의 강점, 약점, 기회, 위협요인을 분석해 보았다. 연구의 분석결과 강정요인으로는 풍부한 인적자원의 보유 및 과학기술 성장잠재력을 보유하고 있었고, 약점요인으로는 고급인력의 해외유출 및 보상체계의 미비를 도출할 수 있었다. 기회요인으로는 과학기술인력의 중요성의 부각을 들수 있으며, 위협요인으로는 해외각국의 견제와 도전등을 발견할 수 있었다. 이러한 분석결과를 바탕으로, 과학기술인력을 활성화 시킬 수 있는 정책제언으로 크게 4가지 부분으로 분류해 보았다. 첫째 교육제도 개선을 통한 과학기술교육을 내실화하고, 대학간·대학내 경쟁을 촉진함으로써 과학기술에 대한 중요성과 교육의 질을 높을 수 있는 방안을 모색해 보았다. 둘째, 핵심인재 양성을 위한 우수한 인재를 국내로 유인하기 위한 방안을 수립하고, 나아가 여성과학기술인력을 양성하기 위해 공공연구기관에 여성채용목표제 도입을 제안하였다. 셋째, 과학기술인력에 대한 복지와 후생을 개선하기 위해 경력개발에 대한 비전을 제시할 수 있는 보상체계 수립을 제시하였고, 넷째, 인력관리부문으로서 과학기술인력에 대한 DB를 구축하여 우수인력의 효율적인 활용과 관리를 할 수 있는 방안을 모색해 보았다. Modem society are changing in the knowledge-based economic society. In consequence, importance of human resources is getting increased. Training of high potential individuals is like the powor of national competitiveness, as well as that it is used as economic growth engine. Training of S & T human resources which is directly connected with economic growth and national income is the most important section of them. Despite the fact, training of S & T human resources is unprepared because of incompleteness of university eucation and inadequacy of reward for performance in Korea. Accordingly, this study, which understands the present status in S & T human resources of korea and analyze its problem, suggests courses and implication of S & T human resources policy. Moreover, the subject of the study is the S & T human resources of public sector except private sector. As a scope of contents, this study focuses on improvement of university education in science and engineering, reward for performance, and management of human resource. The method of this study is SWOT analysis. Based on the present status and problem in S & T human resources of Korea, it is suggested strength, weakness, opportunity, threat of the S & T human resources. As a result of the research, this study shows that the strength factor of S & T human resources in Korea is plentiful human resources and potentiality of S & T. Nextly, the weakness factor is brain drain and inadequacy of reward for performance. In addition, the opportunity factor is a rise in the significance of S & T human resources and the threat factor is the checks of the developed countries. This study classifies it as four sectors to promote S & T human resources. Firstly, It is considered the schemes that make S & T education substancial through improvement of university courses and that encourage rivalries among universities - even colleges at the same university - so as to develop the importance of S & T and the quality of instruction. Secondly, It is proposed not only to plan to let outstanding human resources for training of high potential individual come to South Korea, but also to introduce woman employees quota into public study institutions for tuition of female S & T human resources. Thirdly, it is suggested to establish a reward system for performance which shows the vision for career development so that it can make S & T human resources` welfare better. Lastly, in the part of human resources management, it is urged to control and to utilize excellent human resources efficiently by building th Datebase(DB) of S & T human resources.

국가인적자원개발의 전개맥락

나일주(Rha Ilju),변현정(BYUN Hyunjung) 한국방송통신대학교 미래원격교육연구원 2007 평생학습사회 Vol.3 No.2

In knowledge society where creation of knowledge is regarded as the core of nation's wealth and competitiveness, the governments around the world have started to use the term 'human resources' in their ministries or departments as a part of making an efforts to develop human resources. Although many nations share the word 'human resources,' the way of interpretation or application of it is diverse depending on their situations. The government in Korea has shown the interest on human resources development in national level, by promoting the Minister of Education to the Deputy Minister of Education and Human Resources, and by the President taking the seat of the head in Committee for National Human Resources. Although innovative efforts for national human resources development have been found since 2000, it is difficult to say that this efforts recently begun. Korea achieved dramatic economic growth for last 50 years. The reason of this growth was found in education for developing human resources. In this context, this study is to investigate conceptually the social context of implementing process in National Human Resources Development(NHRD). This study consists of four parts: the theoretical backgrounds, policy development process of NHRD, institutional development process of NHRD, and future directions for NHRD. The research method is focused on documents and literature review. The main points of each part are as follows. First, human capital theory, education and economic development, performance technology, and competency theory were reviewed. Three theories, except education and economic development, were originally used to explain human resources development in personal or corporate level. However, all four theories were expanded to interpret human resources development from personal or corporate level to the national level. Second, the National Human Resources Development in Korea was supported by educational policy to supply labors to meet the industrial needs for last 50 years. As the national industry was developed from labor oriented light industry, capital intensive heavy industry, technology intensive high tech industry to knowledge based industry, educational policies were also changed from literacy education, skill or technology focused education, the quantitative growth of higher education to qualitative higher education accordingly. Third, NHRD became the important issue in Korea and the institutional development in NHRD has got down to business since 2000. The human resources law and polices were established, the special committee was organized and the president became the head of the committee. Finally, the future directions for NHRD were suggested considering the needs of the present and future times. Firtst, NHRD policies should focus on developing human resources fitting for global standards. Second, the investment in research organizations or higher education institutions need to be considered. Third, the government need to minimize the intervention and to focus on marketization.

지역발전을 위한 인적자원 개발방안

이학춘 한국비교노동법학회 2007 노동법논총 Vol.11 No.-

Today's economy is defined by knowledge. Knowledge is growing and changing so rapidly, that our society has to become one of life-long education. The Korean national government has understood that the development of human resources is the most important factor in order to cope with the intense international competition. Our government tries to implement measures to awaken the potentials in the development of the talents of each person. We can classify human resources into four categories: international talent, national talent, regional talent and general talent. In developing human resources, the Korean government has decided to focus on the regional level. But, until now, those regional human resources have not been clearly defined. And, their cultivation poses many problems. Firstly, most of the local governments lack a strategy to cultivate best human resources in specific fields and they fail to cooperate with local universities and colleges. Our local governments tend to disregard the importance of human resource development and do not maintain specific departments of social education. They have to cooperate with established educational organizations to supply workers in demand to the local economy and give financial support to educate such human resources. That is the main strategy to reduce unemployment rates. Secondly, each local government confines its efforts for the improvement of local human resources to people from its own region. But, local companies must compete with international enterprises and they have to have internationally competitive resources in order to survive in a global economy. In a highly centralized society such as ours, there remain few outstanding talents in local universities. So, the local governments must not confine their efforts to human resources within their boundaries. If local universities can educate international human resources, then those talents can help to improve the local economy. Thirdly, there is no cooperation system between local governments, like in the case of Busan, Kyungnam, Ulsan and Jeju. These regions are in dire need of human resources. Those governments must establish educational strategies to supply workers to the companies in local provinces. Local governments have to divide their roles in cultivating international human resources in specific fields. In conclusion, central and local government must recognize the importance of the cultivation of specific human resources and cooperate in that endeavour.

경쟁력 강화를 위한 중소기업의 인적자원 관리와 개발에 관한 사례연구: 국가품질상의 인적자원중시 관점에서

김종훈,장명균,이상명 사단법인 인문사회과학기술융합학회 2019 예술인문사회융합멀티미디어논문지 Vol.9 No.1

Despite the importance of human resources development for enhancing competitiveness of SMEs, the field is vulnerable due to various reasons (manpower, learning infrastructure, budget shortage, etc.). Therefore, it is necessary to establish and operate a human resource development system for SMEs that can cultivate and manage human resources and effectively increase them. This case study aims to raise the understanding of the importance of human resources management and development of SMEs. The framework for analysis of human resource management and development to achieve this goal is a human resource focused area that is one of the national quality evaluation criteria. Human Resource Focus is an item that assesses how to manage and develop human resources so that the organization's enterprise-wide missions, strategies, and action plans can be implemented utilizing the potential of human resources. In detail, we examined the human resource welfare and working environment in the human resource management system (evaluation of human resource development activities, human resource development activities, and human resource commitment). This case study is meaningful in that it evaluates and analyzes from the perspective of human resource-oriented for companies growing together with one member as one of the measures for enhancing competitiveness of SMEs. 중소기업들의 경쟁력 제고를 위해서 인적자원개발을 위한 활동이 중요함에도 불구하고, 현장에서는 여러 다양한 이유(인력과 학습 인프라, 예산 부족 등)으로 취약한 실정이다. 따라서 인재를 육성 및 관리하고 이를 효과적으로 높일 수 있는 중소기업만의 인적자원개발 체계가 수립 및 운영될 필요가 있다. 이에 본 사례연구는 중소기업의 인적자원 관리와 개발의 중요성에 대한 이해를 제고시키는 것이 목적이다. 이러한 목적을 달성하기 위한 인적자원 관리와 개발에 관한 분석의 프레임워크는 국가품질상 평가기준 중 한 요소인 인적자원중시 영역이다. 인적자원중시는 인적자원의 잠재력을 활용하여 조직의 전사적 미션, 전략, 실행계획을 구현할 수 있도록 인적자원을 어떻게 관리하고 개발하는 지를 평가하는 항목이다. 세부적으로, 인적자원관리 체계(인적자원 충실화 활동, 인적자원 개발 활동 및 인적자원헌신의 평가)에 인적자원복지와 근무환경에 대해 살펴보았다. 본 사례연구는 중소기업의 경쟁력 강화의 방안 중 하나로서 구성원과 함께 성장하는 기업을 대상으로 인적자원중시 관점에서 평가 및 분석하였다는 점에서 의의가 있다.

지역인재 육성에 관한 법의 문제점과 개선방안

이부하 경북대학교 법학연구원 2015 법학논고 Vol.0 No.52

Fostering of regional human resources is necessary for balanced national Growth, eliminating the differences between capital area and local area, balanced regional development and the need to foster the regional universities. It degenerates the ability of local talent that the ‘Act on fostering regional universities and regional balanced human resources’ is enforced to enroll in regional human resources from local universities by law and limited to certain major force to be selected from the area who will be more than a certain percentage. Enforcement of Act is enforced to select more than a certain percentage from its regional character in college or graduate school. Regional University in the ‘Act on fostering regional universities and regional balanced human resources’ obscures it’s concept. And the concept of regional universities already contains a discriminatory nature. This Act is a fundamental limit to foster regional human resources. There is a need to legislate the “Basic Act on fostering regional human resources”. It is necessary to play a pivotal role in the area of fostering regional human resources by installing ‘regional human resources fostering committee’. Affirmative Action measures are needed for regional university graduates who belong to socially disadvantaged groups. If we want to introduce a quota system as part of regional human resources Affirmative Action measure, it should be limited to the national officials selection. 지역인재의 육성은 국가균형발전과 수도권과 지방간의 격차 해소, 지역균형발전, 지방대학 육성을 위해 그 필요성이 절실하다. ‘지방대학 및 지역균형인재 육성에 관한 법률’에서 지역인재를 지역대학에 강제로 진학시키고 특정 전공에 한정하여 그 지역출신자를 일정비율 이상 선발하도록 강제하는 것은 지역인재의 능력을퇴화시키는 일이다. 동법 시행령에서는 그 해당 지역 대학이나 전문대학원에서 그권역별 출신자를 일정비율 이상 선발하도록 하고 있다. 이 법령을 개정하여 서울지역 대학이나 서울 지역 전문대학원에 지방출신자를 일정비율 이상 선발하도록규정해야 한다. 현행 ‘지방대학 및 지역균형인재 육성에 관한 법률’에서 규정하고 있는 지방대학이라는 개념이 모호할 뿐만 아니라, 그 자체가 이미 차별적 성격을 담고 있어서이러한 형태의 법으로는 지역인재를 육성하기에 근본적 한계가 있다. 지역인재라는 개념을 사용한 기본법 형태의 법을 제정할 필요가 있다. 이른바 ‘지역인재 육성을 위한 기본법’을 제정하는 방안이다. 사회적 취약계층인 지방대 출신자에게는 적극적 평등실현조치가 필요하다. 적극적 평등실현조치의 일환으로서 지역인재할당제를 도입할 경우, 국가공무원 선발에한정해야 할 것이다. 또한 지역인재할당제를 사법심사함에 있어서 자의금지원칙을적용해야 한다.

창의적인 문화콘텐츠 전문 인력 양성과 과제

이남희(Lee Nam-hee) 인문콘텐츠학회 2007 인문콘텐츠 Vol.0 No.10

이 글에서는 급격하게 변화하고 있는 정보화 시대에 맞추어, 인문학적인 관점과 전망을 가진 창의적인 인력을 어떻게 길러낼 것인가 하는 점에 초점을 맞추어 논의하고 있다. 먼저 최근에 나타나고 있는 문화콘텐츠의 변화와 추세를 살펴본 다음, 인문학적 가치 실현을 위한 문화콘텐츠, 그리고 창의적인 문화콘텐츠 전문 인력 양성 방안에 대해서 살펴보았다. 현재 문화콘텐츠에 내용과 형태는 다양화 현상을 보여주고 있다. 세계화 현상도 나타나고 있다. 문화가 경쟁력이라는 인식 하에, 전 세계적으로 치열한 문화 전쟁을 치르고 있다고 해도 과언이 아니다. 아울러 ‘통합화’도 이루어지고 있다. 따라서 문화를 디지털로 표현할 수 있는 능력, 디지털로 문화를 표현해낼 수 있는 능력이 필요하게 되었다. 이 같은 변화에 적극 대응해나기 위해서는 ‘인문학적 소양’을 갖춘 ‘창의적인 인력’이 필요하다. 그 같은 창조적인 인력을 양성하기 위해서는 발상의 전환, 학문 사이의 벽을 넘어서는 통섭, 인문학에 대한 재인식, 나름대로 표준화된 교과 과정에 따른 교육과 현장 실습을 겸비한 ‘맞춤형 교육’이 요청되며, 나아가 소정의 교육과 경험을 쌓은 사람들에게 자격을 인정해주는 ‘자격인증제’를 실행하는 것이 바람직하겠다. 창의적인 인력 양성을 위해서는 정보화의 진전에 따라서 교육 기관이 인력의 창의성을 높이고 이를 현실에서 활용할 수 있는 교육 체제로 전환되어야 한다. 아울러 문화콘텐츠 산업의 성공은 궁극적으로 창의적인 인력에 의해 결정된다는 점을 인식해야 할 것이다. 인문학에 대한 재인식과 더불어 정책적, 법제적 지원 역시 필요하다. This paper focuses on how to educate the creative professional human resources of Culture Content who have the understanding and view of human studies, with the rapidly changing age of information and knowledge. At first, we have investigated the changes and trends of recent days in the field of Culture Content, and discussed the Culture Content which can the realize the value and ideal of human studies and the education programs of Culture Content for the creative professional human resources. Nowadays the content and patterns of Culture Content are showing the tendency of variations and globalization. It can be said that there are severe Culture Wars all over the world, with the view that culture is a competitive power. In addition, we can see the ‘integration' trends. Therefore it is necessary to acquire the ability to digitalize the culture, and the ability to express the culture through the digitization. To cope with these changes and trends positively, it is necessary to educate the creative professional human resources who have the understanding and view of human studies. And in order to educate those creative human resources properly, at least, we have to acknowledge some factors, namely the transformation of way of thinking, the active interdisciplinary approach of human studies, the rethinking of the meaning of human studies, and ‘the fit-for-education’ and curriculum which are composed of theory and real exercises. We can suppose ‘the certification system’ for the professional human resources who have had a certain degree of education and the field practices. Therefore in order to educate the creative professional human resources, the education institutions for example university or college have to be transformed into the education system which can upgrade the creativity of human resources. And we have to remember that the success of the industry of Culture Content depends on the creative professional human resources ultimately. The rethinking of the meaning of human studies and the supports of the Government and law level are to be demanded.

지적재조사사업의 인적자원에 관한 연구

이동현(Lee Dong-Hyun),손세원(Soon Sea-Won),이완영(Lee Wan-Young) 한국지적정보학회 2001 한국지적정보학회지 Vol.3 No.-

자원은 일반적으로 물적 자원만 의미해 왔으나 현대사회에서는 자원은 물적 자원뿐만 아니라 인적자원에 대해 중요시하게 되었다. 지적재조사사업을 시행하려면 물적 자원도 중요하지만 그에 못지않게 인적자원의 역할이 지대할 것으로 예측된다. 따라서 지적재조사사업을 시행하려면 인적자원의 질적ㆍ양적인 측면이 조화롭게 갖추어져 있어야 한다. 본 연구에서는 지적재조사사업을 대비하여 인적자원의 규모와 전문지식(측량인력ㆍ행정인력ㆍ전산인력)을 분석ㆍ평가하고, 기존의 인적자원을 교육훈련과 신규 인적자원의 양성에 대하여 분석ㆍ평가하여 인적자원이 지적재조사사업의 성공을 위한 대안을 제시하고자 한다. 따라서 본 연구는 다음과 같은 결론을 제시하고자 한다. 첫째, 지적재조사사업에 필요한 인적자원을 예측할 수 있는 시스템을 구축하여야 할 것이다. 둘째, 지적에 대한 전문성을 가진 인적자원을 선발하여야 할 것이다. 즉, 대학 학력의 전문성을 가진 인력의 활용이 있어야 할 것이다. 셋째, 인적자원의 체계적인 교육훈련을 실시하여야 할 것이다. It is generally considered that a resources are material resources. But it is generally thought that a resources are not only material resources but also manpower- resources in the modern society. If it were no~ for manpower resources, it is impossible to carry out Land Management Resurvey. Therefore in order to carry out Land Management Resurvey successfully, it must be meet human resource in the side of a quantity and a quality. This thesis should propose alternatives of a successful Land Management Resurvey by analyze and estimate human resources of a scale an expert knowledge education training to provide it. Therefore it propose a result as follows ; First, it must construct human resources of forecasting system. Second, it must be select human resources having an expert knowledge in land management. Third, it must be execute systematic education training of human resources.

전략적 인적자원관리가 직무만족에 미치는 영향 : 집단적 노사협력수준의 조절효과를 중심으로

박숙희,김도근 한국기업경영학회 2014 기업경영연구 Vol.21 No.5

The purpose of this study is to investigate the influence of strategic human resource management practices on job satisfaction and to verify the effectiveness of collaborative level of labor and management between strategic human resource management and job satisfaction. Recently, the main enterprises and organizations which recognize the importance of Strategic human resource development have interest in this topic. And this subject is studied in various ways. Strategic human resource management can be defined as tools to make smart and to formulate the needs for human resources management. According to the universal approach, the elements of Strategic human resource management are specific employment, training, a reward to link performance, job design, information sharing, communication, reducing difference between level, and employment security. And the world today is acknowledging the cooperation between the labor and management as a core element in reinforcing the effectiveness of strategic human resource. To achieve the goal of this study, analysis of research was done based on the data collected from 432 samples from 53 different business organizations which are membership in the union after a research model was developed through theoretical contemplation. The analysis was done by using SPSS. And the statistical techniques used in this study were one way ANOVA, scheffe analysis, frequency analysis, reliability test, factor analysis, correlation analysis, hierarchical regression analysis. Findings from the empirical analysis of the study can be summarized as the following. First, it is found that training, job design, information sharing, communication and employment security, sub-variables of strategic human resource management affected job satisfaction of employees in positively. Second, the collaborative level of labor and management will to raise their impact between the strategic human resource management and job satisfaction. These are a reward to link performance, job design, information sharing, reducing difference between levels and employment security. On the basis of the summary, the following conclusions were drawn. The Strategic Human Resources Development is one of the main asset to strengthen organizational capacity and this creates a sustainable competitive advantage. Thus, the Strategic Human Resource Management aims to secure continual competitive advantage by developing one’s capacity to the full extent and the employment relation management must be a series of innovative integration. And the labor management cooperation will control between strategic human resource management and job satisfaction. Therefore, management and employee should work together and manage in order to enhance its efficiency. This is the main implications. 본 연구의 목적은 노동조합이 있는 기업을 대상으로 전략적 인적자원관리관행이 직무만족에 어떠한 영향을 미치는지를 파악하고, 집단적 노사협력수준이 이들의 관계를 조절하는지 여부를 살펴보고자 하는 것이다. 전략적 인적자원관리란 조직구성원들이 조직목표달성과정에서 전략적 수준에서의 인적자원관리의 필요성을 공식화하고 도구화하기 위한 모든 활동의 총합으로 정의되어진다. 전략적 인적자원관리의 접근법 중에 보편적 접근법을 따르면 선별적 채용, 광범위한 교육훈련, 성과연계보상, 참여적 직무설계, 정보공유, 의사소통, 지위격차해소, 그리고 고용보장의 정도가 전략적 인적자원관리의 개별관행으로 결정되어진다. 본 연구의 목적을 달성하기 위하여 선행 연구에 대한 이론적 고찰을 거쳐 노동조합이 있는 53개 기업, 432명으로부터 수거된 설문자료를 분석하였고 이를 통해 얻은 결과는 다음과 같다. 첫째, 전략적 인적자원관리관행 중 선별적 채용, 성과연계보상, 참여적 직무설계, 의사소통, 고용보장의 정도 등의 요인이 직무만족에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 집단적 노사협력수준이 높을수록 성과연계보상, 참여적 직무설계, 정보공유, 지위격차해소, 고용보장의 정도 등이 조직역량 강화를 위한 주요자산 중의 하나인 직무만족에 영향을 주고 나아가서 지속적인 경쟁우위를 창출 가능하게 하는 요인임을 확인시켜 주었다. 또한 집단적 노사협력수준이 전략적 인적자원관리와 직무만족과의 관계를 조절하고 있다는 사실을 검증하였고 이를 통해 전략적 인적자원관리의 구축 및 실행의 효율성을 높이기 위해서는 집단적 노사협력수준을 높여야 한다는 시사점을 보여준다