• 한국병원경영학회지
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• 제17권1호
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• pp.59-78
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• 2012

The purpose of this study is to evaluate on the fitting with human resource practice and strategic on 6 public hospital in the point of resource based view. At the result of this study, public strategy is not much fitted into HRM(human resource management) system, but it shows positive result of the fitting with efficiency strategy and HRM system. These results were associated with the integration of G Medical Center. Generally 6 public hospitals of the HRM system and the strategy had not been linked. They also did not achieve a great outcome. We suggest that the manager in charge of each hospital make strategies of the hospital, and then evaluates about fitting with HRM system. We hope, hereafter, it applied the analysis methods that evaluates it with financing result and individual non-financial result all together.

• 4차산업연구
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• 제3권2호
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• pp.27-35
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• 2023

Purpose - In this study, the current author explores how Human Resource Management (HRM) is changing in the context of the Fourth Industrial Revolution (4IR). Understanding the distinctive features of HRM in this day is crucial, given how rapidly industries are changing due to technology. Research design, data, and methodology - This study adopts a thorough literature review methodology to pinpoint and clarify these distinctive characteristics, advancing our understanding of the role of HRM in the modern world. Regarding methodology, this study uses the PRISMA approach to systematically gather pertinent publications from various sources that have undergone peer review. Result - By carefully choosing and examining these studies, the present author was able to identify four crucial HRM traits that are representative of the Fourth Industrial Revolution. The findings emphasizes how common flexible work schedules are. Using data analytics to influence HRM decisions is increasingly important for maximizing hiring, reviewing performance, and fostering organizational growth. Conclusion - By recalibrating their HRM practices in the 4IR, businesses may encourage flexibility, innovation, and employee well-being. This work makes a substantial contribution to both HRM theory and practice and our comprehension of the transformative effects of the 4IR by filling a gap in the existing literature.

• Asia Pacific Journal of Business Review
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• 제6권2호
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• pp.1-26
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• 2022

This study uses the human resource management (HRM) practice and ability, motivation, and opportunities (AMO) theory and corporate social and environmental responsibility, to explore the effects of environmental responsible human resource management practice (ER-HRM) on energy-intensive manufacturing's green technology innovation and organizational effectiveness. A self-completed questionnaire was administered to managers of energy-intensive manufacturing in the Lao PDR. The data was collected from 198 managers of energy-intensive manufacturing for analysis. We used structural equation modeling (SEM) by smart PLS 3.0 to test the hypotheses in this research. The findings have shown a strong direct and positive impact of the environmental ability, motivation, and opportunity of ER-HRM practice on green technology innovation and organizational effectiveness. The ability of ER-HRM practice has the highest influence on green technology innovation and organizational effectiveness. The findings also prove the partial mediation of green technology innovation links ER-HRM with organizational effectiveness. This research is expected to identify the influences of ER-HRM in energy-intensive manufacturing to achieve innovation and performance while reducing emissions.

• 한국콘텐츠학회논문지
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• 제16권10호
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• pp.188-195
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• 2016

인적자원관리 (HRM)는 조직 내 구성원과 관련된 복잡한 현상과 인간관계의 다원성을 다룬다. 이러한 이유에서 정량적인 접근방법을 적용한 HRM의 연구에서는 분석의 대상과 영역이 필연적으로 제한적일 수 밖에 없다. 기업의 HRM이 포괄하는 다양한 영역 가운데 정성적인 영역이 기업의 성과와 경쟁우위를 실질적으로 좌우하는 경우가 많다. 그러나 기존의 정량적인 시각을 통한 접근은 HRM의 정성적인 측면을 등한시 해온 경향성을 보여주었다. 점차 복잡해지고 있는 HRM과 관련된 연구의 현실에서 정량적인 접근방법에 의한 연구방법은 본질적인 차원에서 그 한계를 배태하고 있다. 이러한 의미에서 본 연구는 HRM과 관련된 선행 연구를 바탕으로 질적인 방법을 적용하기 위한 주요 논점의 제시를 목적으로 하였다. 본 연구에서는 HRM 연구가 직면하고 있는 현실에서 정성적인 접근방법의 필요성을 강조하였다. 또한 HRM 연구의 다차원적인 발전을 위해 사례연구 방법의 적용을 제안함으로써 관련 연구 주제의 복잡성에 대응하고 심층적인 이해의 확대 가능성을 제시하였다.

• 지식경영연구
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• 제15권1호
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• pp.65-84
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• 2014

Organization's innovation capability is strongly tied to its intellectual capital or knowledge utilization. Employees play a key role in generation of intellectual capital and utilization of knowledge in a firm. Thus, the importance of human resource management (HRM) system for enhancing competency of employees and facilitating knowledge sharing between employees is getting its significance. In this paper, we highlighted the effect of HRM implementation to explain the reason of performance differences among firms, adopting the same ideal HRM system. The successful implementation of HRM system as well as the contents of HRM system was critical to enhance firm performance through HRM system. To investigate the effect of HRM implementation on firm performance, we proposed the three components of HRM implementation (i.e.; TMT philosophy, HR department capability and communication) in perspective of sense making and sense giving theory. Then, we analyzed the moderating effect of HRM implementation on the high commitment HRM - firm performance relationship. Empirical results showed that each component of HRM implementation positively strengthened the relationship between high commitment HRM and firm performance. In addition, the composite index of HRM implementation calculated by average value of three components revealed more significant moderating effect between the two. Furthermore, We discussed the academical and practical implications, and suggested future research directions.

• Journal of Information Technology Applications and Management
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• 제27권6호
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• pp.75-87
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• 2020

The Human Resource (HR) system comprises of various interrelated HR practices that forms the bundles. These bundles of Human Resource practices impact the organizational performance. The hard and soft HR bundles are the two sets of the same continuum that describes the strategic approach of the HR system. The purpose of this study is to identify the hard and soft HRM practices from the literature and then empirically test them with the help of factor analysis. The study is conducted on the service industry employees in India. The survey includes the employees from the middle and top-level executives of the service firms. The sample size for the study is 160. Principal component analysis with VARIMAX rotation and Confirmatory Factor Analysis was used to obtain the results. The data analysis was done on SPSS V.20 and AMOS V.22. The results provide knowledge of the HR practices under the hard and soft HRM bundles implemented in the service industry.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.599-611
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• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

• Asian Journal of Business Environment
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• 제9권1호
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• pp.5-12
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• 2019

Purpose - This study aims to explore and describe human resource management (HRM) in Nepalese organizations. Specifically, this study addresses three research questions: (a) what are the key human resource (HR) practices in Nepalese organizations?; (b) what are the major tasks and roles of HR departments in Nepalese organizations?; and (c) how is the status of the HR function expected to change within Nepalese organizations? Research design, data, and methodology - For this purpose, we implemented the Delphi method and developed an informed consensus among selected experts concerning the research questions. Results - The findings illustrate that organizations in Nepal adopt a wide range of HR practices commonly used in Western and developed countries. Simultaneously, some HR practices specific to the Nepalese context are also discovered. The experts' consensus on the future of HRM confirms that the evolution of the HR function to a strategic partner of management is evident in Nepalese organizations. Conclusions - Domestic as well as foreign organizations in Nepal try to create HRM systems that place them on a par with global companies. At the same time, they incorporate cultural features specific to Nepal to compete effectively in local markets. While there are few empirical studies describing HR practices in Nepal, this study contributes to broadening our understanding of the current and future status of HRM in Nepal.

• 대한안전경영과학회지
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• 제10권4호
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• pp.247-258
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• 2008

In today's business environment faced in very quick change, Human Resource Management play a key role in sustaining corporate competitive advantage and boosting organizational competency. Based on a former study, the purpose of this study is to find how individual Human Resource Management practice effects business performance and labor relations. Business performance is a positive influence on employee royalty and devotion. Also it is more influenced statistically significant impact on industrial relation of corporate. As a result of this study, we can find the significant influence from Human Resource Management practice and industrial relation.

• 산업융합연구
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• 제2권2호
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• pp.3-30
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• 2004

This study intends to closely examine an evaluation of effectiveness of the HRM associated with interactions among employees(I), purpose recognition(P), role feedbacks(R), and motivative compensation(M). The following is a summary of the results of this research: From the study of the actual situation of the human resource management by the Korean firms, it appeared that the form of existence of vision systems possessed the form of having been written as documents and co-shared. And, although, in the area of motivation endowment and feedbacks, the level of motivation endowment regarding the comprising member by those in charge of departments and the level of reflection of the company's personnel policies in the execution of work by the departments were ordinary, the level of presenting the opinion of the departments regarding the company's personnel policies was shown to be low. And, the decisive elements of wages and the compensation standard were in the order of performance basis and long service. Also, it was analyzed that the leadership style of the CEO is the most important element that influences human resource management policies. And, it was analyzed that in the evaluation of the human resource management area the roles regarding evaluation and compensation, especially, the mutual interactions of the comprising members, feedbacks, and improvement activities are inadequate. And the managerial implications are discussed.