인적자원관리(최신)(양장본 HardCover)

머리말

조직체에서 요구되는 인적자원관리는 조직체 상황에 따라 다르고 인적자원관리가 조직체에서 차지하는 중요성 또한 조직체마다 모두 다르다. 그러나 오늘날과 같은 지식사회에서 분명한 것은 조직체의 성과와 발전은 인적자원관리에 달려 있고, 이러한 성과요인으로서의 인적자원관리의 중요성은 환경변화가 심하고 시장경쟁이 치열하면 할수록 더욱 강조되고 있다는 점이다. 따라서 변화하는 인적자원관리의 추세를 보다 정확히 알아내어 그것을 기업경영에 적절하게 활용하는 일이 매우 중요하며, 이러한 분위기와 시스템을 구축하기 위한 여건의 조성에 모두들 힘써야 할 것이다. 인재전쟁으로 불리어지는 시대에 인적자원관리의 핵심이슈는 우수한 인재의 확보와 유지로 요약될 수 있다. 이를 증명이라도 하듯, 일부 기업들은 최고경영자의 성과평가지표에 핵심인재의 확보율을 반영하기도 하고, 해외의 고급두뇌를 조기에 확보하기 위해 외국의 명문대학을 순회하는가 하면, 핵심인재에 대해서는 사장급의 급여를 주거나 아파트 한 채 값인 3억원을 성과급으로 주는 등 우수인재를 확보하기 위해 심혈을 기울이고 있다. 그러나 기업들의 핵심인재의 확보를 위한 노력에 비하면, 이들 인재를 개발하거나 유지하기 위한 관심과 노력은 크다고 보기 어렵다. 그것은 각종 조사에서 이직률이 높고 이직의향이 강하며 직무불만족도가 높다는 사실에서도 쉽게 찾아볼 수 있다. 이처럼 이직률이나 이직의도가 높아진 데에는 사회경제적 가치관의 변화가 큰 역할을 했다고 볼 수 있다. 아울러 외환위기와 글로벌 금융위기를 경험하면서 조직 구성원의 조직에 대한 신뢰나 충성심이 약해지고 평생직장보다는 평생직업을 우선시하는 의식이 강하게 작용했던 것으로 보인다. 뿐만 아니라 이직이 무능력이나 회사에 대한 배신행위 등과 같이 부정적으로 인식되던 것에서 이제는 오히려 스카웃의 대상이 되어 몸값 상승이나 능력을 인정받는다는 분위기도 한 몫 한 것으로 해석되기도 한다. 이유야 무엇이든 간에 우수인재가 회사를 떠나는 것은 바람직한 현상이 아니다. 이들 우수인재가 회사를 떠나지 않고 경쟁력의 원천이 될 수 있도록 유지관리에도 적지 않은 노력이 뒤따라야 할 것이다. 흔히들 요즘을 학습시대라고 한다. 그만큼 지식경영시대에 있어서 훈련이나 개발의 역할이 중요함을 의미한다. 이러한 맥락에서 선진국의 많은 기업들은 핵심인재의 유치에 이어 인재를 키우는 일에 주력하고 있다. 이것의 으뜸은 단연 GE사이다. GE하면 GE를 20여년 동안 이끌어오면서 세계 제1의 기업으로 성장시킨 잭 웰치 전회장이 심혈을 기울여 핵심인력을 키워내는 요람으로 만든, 세계 최고의 인재 사관학교로 알려진 크로톤빌연수원을 떠올리게 된다. 이 밖에도 Nokia, Microsoft, 도요타자동차 등과 같은 세계적인 초우량기업들은 하나같이 다양한 형태의 교육기관을 설립해 회사내 인력육성에 주력하고 있다. 21세기의 기업환경은 불확실성이 더욱 높아져 급격한 변화가 예상되고 있으며, 기업이 새로운 기회와 위협에 유효적절하게 대응하지 못하면 적자생존이라는 냉엄한 현실 앞에서 도태될 수밖에 없다. 이러한 맥락에서 본 서의 목적은 조직 내의 모든 구성원들의 잠재적 능력을 최대한도로 발전시키며, 또한 이를 가장 효과적으로 이용하기 위한 기술과 방법을 모색하는 학문인 인적자원관리와 관련하여 독자들에게 인적자원관리의 전반적인 개념과 변화추이를 이해시키는 데 있다. 이러한 목적을 달성하기 위하여 본서는 총 11개장, 즉 제1장 인적자원관리의 본질, 제2장 인사 철학과 인사방침, 제3장 직무관리, 제4장 채용관리, 제5장 인사이동 및 징계관리, 제6장 교육훈련관리, 제7장 인사고과, 제8장 임금관리, 제9장 복리후생관리, 제10장 안전보건관리, 그리고 제11장 노사관계관리 등으로 범주화하였다. 본서는 저자가 1984년 연세대학교 경영학과에서 첫 강의를 시작한 이래 지난 28년에 걸친 학부, 대학원, 산업체 전문교육기관, 100여개의 공사 조직을 대상으로 한 특강, 그리고 경제단체들과 한국노동연구원의 연구간행물들을 총정리한 인적자원관련 결정판이라 할 수 있다. 이 책의 기본적인 골격은 주로 방문교수로 있었던 미국 노스캐롤라이나주 더럼시에 있는 듀크대 퓨콰경영대학원의 연구실 A234호실에서 이루어졌다. 냉난방과 조명이 고성능 센서에 의해 전자동으로 이루어지는 쾌적한 연구실에서 12가지의 각기 다른 맛의 플라비아 커피를 번갈아 마시며 연구에 전념할 수 있도록 해 주었을 뿐만 아니라 저명한 교수들의 강의나 세미나, 그리고 코카콜라와 월마트의 회장을 비롯한 세계적인 CEO의 특강에 참여할 기회를 제공해준 퓨콰경영대학원의 Doug Breeden 학장, Rick Staelin 부학장, Alie Lewin 소장, Sim Sitkin 교수님들께 감사드린다. 지금도 그 때를 생각하며 눈을 감으면 다람 쥐, 토끼, 사슴 등으로 가득한 숲다운 숲, 형형색색의 아름다운 꽃들, 그리고 여름 밤을 수놓았던 노란 반딧불이 아른거리고, Sarah S. Garden 주위의 이름모를 뭇 새들의 지저귐이 귓전을 울리는 듯하다. 딴은 본서를 이해하기 쉽고 재미 있는 책으로 준비한다고 했지만 정리를 다 끝낸 지금에도 언제나 그러하듯 여전히 아쉬움은 남는다. 아무래도 학자로서의 내 능력에 문제나 한계가 있는 것 같다는 생각을 떨쳐버리지 못하면서도 진인사대천명?(盡人事待天命)으로 스스로를 위로해 본다. 끝으로 본서가 나오기까지 기본 틀에서 편집과 교정에 이르기까지 많은 도움을 주신 집현재의 위호준 대표님과 전충영 상무님께 감사를 드립니다. 아울러 엄동설한에 성실히 그리고 꼼꼼하게 교정을 보아준 서울대 대학원 경영학과의 윤소란 양에게도 고마움을 전한다.

2012년 2월 12일

이 덕 로 적음

제 1 장 인적자원관리의 본질

1. 인적자원관리의 기본개념 ········································································· 3

2. 인적자원관리의 환경 ················································································· 11

3. 인적자원관리의 역사 ················································································· 26

4. 인적자원관리의 변화 ·················································································· 34



제 2 장 인사철학과 인사방침

1. 인 사 철 학 ······························································································· 57

2. 인 사 방 침·································································································· 65



제 3 장 직 무 관 리

1. 직 무 분 석·································································································· 77

2. 직무기술서와 직무명세서 ··········································································· 83

3. 직 무 평 가··································································································· 85

4. 직 무 설 계·································································································· 93



제 4 장 채 용 관 리

1. 채용관리의 본질······················································································· 107

2. 인적자원계획 ··························································································· 112

3. 모 집······································································································· 119

4. 선 발········································································································ 128

5. 배 치······································································································· 141



제 5 장 인사이동 및 징계관리

1. 인사이동 및 징계관리의 본질 ····························································· 151

2. 승 진····································································································· 155

3. 전환배치 ································································································ 166

4. 이 직··································································································· 172

5. 징 계········································································································ 193



제 6 장 교육훈련관리

1. 교육훈련관리의 본질 ·············································································· 203

2. 교육훈련의 유형····················································································· 209

3. 교육훈련의 방법······················································································ 215

4. 교육훈련의 계획과 평가······································································· 221

5. 경력개발계획 ························································································· 224



제 7 장 인 사 고 과

1. 인사고과의 의의 ··················································································· 241

2. 인사고과의 방법 ··················································································· 248

3. 인사고과의 문제점 ················································································ 255

4. 신인사고과제도 ··················································································· 262



제 8 장 임 금 관 리

1. 임금관리의 본질 ··················································································· 275

2. 임금수준 ···························································································· 279

3. 임금격차 ···························································································· 286

4. 임금체계 ···························································································· 294

5. 임금형태 ···························································································· 299

6. 연 봉 제 ···························································································· 302



제 9 장 복리후생관리

1. 복리후생의 의의····················································································· 317

2. 복리후생의 유형···················································································· 325

3. 카페테리아식 복리후생제도 ································································ 333



제 10 장 안전보건관리

1. 안전보건관리의 의의 ··········································································· 343

2. 우리나라의 산업재해현황 ···································································· 347

3. 안전보건관리 ······················································································ 357



제 11 장 노사관계관리

1. 노사관계의 본질···················································································· 369

2. 노동조합 ························································································· 375

3. 단체교섭과 단체협약 ··········································································· 392

4. 경영참가제도 ······················································································· 402

5. 노동쟁의 및 조정제도 ··········································································· 414

6. 부당노동행위 ······················································································· 424



사항색인······································································································433

인명색인······································································································439

조직체색인···································································································444

이덕로 저자 이덕로는 서원대 경영학과 교수, 연세대 경영학 박사, 미국 듀크대 경영대학원 객원교수; 충북지방노동위원회 공익위원; 노동부ㆍ행정자치부ㆍ농촌진흥청ㆍ직업능력개발원ㆍ조달청ㆍ행정중심복합도시건설청 위원; 행정고시ㆍ5급승진시험ㆍ7급시험, 공인노무사ㆍ인적자원관리사 출제위원; 한국인적자원개발학회ㆍ한국기업윤리학회, 한국인사관리학회 부회장; 기업윤리연구ㆍ인사관리연구ㆍY경영연구ㆍ경영사학ㆍ인적자원관리연구 편집위원; 한국경영교육인증원ㆍ한국직업능력개발원ㆍ한국산업인력공단 인증위원, 중소기업기술정보진흥원 비상임이사ㆍ전 예금보험공사 비상임이사.



〈저 서〉

이덕로ㆍ서도원ㆍ이원우 공저(2008), 「경영학의 이해, 박영사.

이덕로 공저(2008), 「21세기 매니지먼트 이론의 뉴패러다임」 , 위즈덤하우스.

이덕로 공저(2007), 「21세기 한국의 기업과 시민사회」, 굿인포메이션.

이덕로(2007), 「리더십의 이해」, 문영사.

이덕로ㆍ정종진 공저(2007), 「신노사관계론」, 제3판, 초판(1998), 제2판(2001), 법문사.

이덕로ㆍ정종진 공저(2007), 「인적자원관리」, 제2판, 초판(1994), 법문사 외 다수.



〈역 서〉

피터 드러커 저, 이덕로ㆍ이재규 역(2011), 「프런티어의 조건」, 청림출판.

스티븐 로빈스ㆍ티모시 저지 저, 이덕로 외 공역(2011), 「조직행동론」, 제14판, 피어슨 에듀케이션 코리아.

스티븐 로빈스 저, 이덕로ㆍ박기찬ㆍ김지성 공역(2005), 「조직행동론」, 피어슨코리아.

노엘 티시 저, 이재규ㆍ이덕로 공역(2000), 「리더십 엔진」, 21세기 북스.

다니엘 토빈 저, 이덕로 역(1999), 「21C 기업생존을 위한 학습혁명」, 동현출판사.

에드워드 로울러 저, 김남현ㆍ이덕로 공역(1991), 「임금과 조직개발」, 경문사.



〈논 문〉

ㆍTae Yeol KimㆍAlice H. Y. HonㆍDeog Ro Lee(2010), "Proactive Personality and Employee

Creativity: The Effects of Job Creativity Requirement and Supervisor Support for Creativity,"

Creativity Research Journal, 22(1), 37 45.

ㆍJiman Lee &Deog Ro Lee(2009), "Labor Management Partnership at Korean Firms: Its Effects

on Organizational Performance and Industrial Relations Quality," Personnel Review, 38(4), 432

452.

ㆍDeog Ro Lee et al.(2009), "South Korean Managerial Reactions to Voicing Discontent: The Effects of Employee Attitude and Employee Communication Styles," Journal of Organizational Behavior, 30(7), 1001 1018 외 다수.



〈논문발표〉

ㆍTae Yeol Kim, Deog Ro Lee, &Noel Yuen Shan Wong(2011), "Humor Styles of Supervisors and Employee Outcomes: The Moderating Role of Trust in Supervisor," The 2011 Annual Meeting of the Academy of Management, San Antonio, Texas, August 15.

ㆍYaping Gong, Tae Yeol Kim, Jing Zhu, Deog Ro Lee(2011), "Multilevel Influences of Team Goal Orientation on Creativity," The 2011 Annual Meeting of the Academy of Management, San Antonio, Texas, August 15.

ㆍJing Zhu, Yaping Gong, & Deog Ro Lee(2011), "A Multilevel Study of Creativity in Work Teams," The 2011 Annual Meeting of the Academy of Management, San Antonio, Texas, August 16 외 다수