인적자원관리의 전략적 통합과 위임수준 평가

목차

Ⅰ. 서 론
Ⅱ. 본 론
2.1 인적자원관리의 개념과 전개
2.2 우리 나라 인사제도의 내용과 발전방향
2.3 HRM의 전략적 통합과 위임수준평가에 대한 연구제시
Ⅲ. 결 론
참고문헌
Abstract

본문내용

of administrative theory, New York: McGraw-Hill.
61. Ulrich, D., & Lake, D. (1990), Organizational capability: Competing from the inside out. New York: John Willey & Sons.
62. Ulrich, D.(1997), Human Resource Champion, Boston: Harvard Business School Press.
63. Venkatraman, N.(1989), "The Concept of Fit in Strategy Research: Toward Verbal Statistical Correspondence", Academy of Management Review, Vol.14, pp.423-444.
64. Wernerfelt, B. (1984), "A resource-based view of the firm", Strategic Management Journal, 5, pp.171-180.
65. Williamson, O.(1975), Markets and Hierarchies: Analysis and Antitrust Implications, New York, NY: Free Press.
66. Woodward, J.(1965), Industrial Organizations: Theory and Practice, London: Oxford University Press, Work in America(1973). Prepared under auspices of W. E. Upjohn Institute, Cambridge: MIT Press.
67. Wright, P. M., & Snell, S. A. (1998), "Toward a unifying framework for exploring fit and flexibility in strategic human resource management", Academy of Management Review, 23, pp.756-772.
68. Wright, P. M., McMahan, G. C.(1992), "Theoretical perspectives for strategic human resource management", Journal of Management, 18, pp.295-320.
69. Youndt, M. A., Snell, S. A., Dean, Jr. J. W., and Lepak, D. P.(1996), "Human Resource Management, Manufacturing Strategy, and Firm Performance", Academy of Management Journal, 39, pp.836-866.
70. Youndt, M. A., Snell, S. A., Dean, Jr., J. W., & Lepak, D. P. (1996). "Human resource management, manufacturing strategy, and firm performance", Academy of Management Journal, 39 (4), pp.836-866.

Model of Evaluating Levels of Strategic Integration and
Devolvement of HRM
Chun, Myung-Sup·Choi, Byung-Woo
The development of the topic of human resource management(HRM) is now well documented in literature. Nevertheless, the focus of the debates relating to HRM is ever changing. Presently, an attempt is being made to identify the relevance of HRM to firms' performance. One of the central features of the recent HRM debate is the importance given to the integration of HRM into the business and corporate strategy and devolvement of HRM to line managers instead of personnel specialists. we define integration as "the degree to which HRM issues are considered as part of the formulation of the business strategy" and devolvement as "the degree to which HRM practices involve and give responsibility to line managers rather than personnel specialists". Summaries, initially, some of the primacy theoretical debates existing in the HRM literature and then propose methodological model of the concept of strategic integration and devolvement of HRM in the Korea from the "subject-matter-experts" viewpoint. It reveals the main logic surrounding them and the main factors and variables which determine these two practices in the Korea, contributes to the field of SHRM and opens avenues for the further research.
Key Words :
Strategic Management, Human Resource Management, Integration, Devolvement, Fitness

키워드

인적자원관리,   전략적 통합,   위임수준 평가