Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
권호 표지
DOI QR코드

DOI QR Code

Use job analysis, The Effect of Participation of Work-based Parallelism System on the Performance of Firms : Focusing on the Moderating Effect of Education and Training Obligations

직무분석 활용, 일학습병행제가 기업성과에 미치는 영향 : 교육훈련 의무의 조절효과를 중심으로

  • Sung, Su-Hyun (Department of Vocational Studies, Kyonggi University)
  • Received : 2018.12.20
  • Accepted : 2019.03.08
  • Published : 2019.03.31
Download PDF
⟨ Previous Next ⟩

Abstract

This study empirically analyzed the effects of the use of a single human resource development system in the enterprise on corporate performance using the Human Capital Enterprise Panel (HCCP) data. The results of the hierarchical regression analysis on the sales per log of job analysis use, The use of job analysis confirms that $R^2=.294$ and ${\beta}=.165$ can have a positive effect on sales per log, and Hypothesis 1 is supported. The participation in the work parallelism participation was negatively influenced by the sales per log in $R^2=.283$ and ${\beta}=-.129$, and Hypothesis 2 was rejected. This is attributed to the lack of data of 66, and it was judged that there were 45 new companies entering the company. In addition, we conducted a hierarchical regression analysis that confirms the moderating effect of the training and training obligation by using interaction variables of job analysis use and education and training obligation. It was confirmed that the use of job analysis could have a negative impact on the sales per log, and Hypothesis 3 was rejected. As the labor productivity increases, firms have supported the previous study that productivity effect is not significant because they do not want to invest in education and training. In addition, it was confirmed that the participation of the training system in the job training system could strengthen the positive sales (+). Therefore, Hypothesis 4 was supported. In order to reflect the effective aspects of job analysis, the voluntary activation of enterprises should be premised. In addition, if employing talented people with diverse backgrounds such as academic backgrounds, gender, religion, nationality, etc. and investing in human resources development through education and training focused on job analysis, recruitment of learning workers in parallel with work- It will be possible to contribute to the creation of performance.

본 연구는 기업 내 단일한 인적자원개발제도 활용이 기업성과에 영향을 미치는지 인적자본기업패널(HCCP)자료를 이용하여 실증분석을 하였다. 직무분석 활용, 일학습병행제의 Log인당매출액에 대해 위계적 회귀분석 결과, 직무분석 활용은 $R^2=.294$, ${\beta}=.165$로 Log인당매출액에 정(+)의 영향을 미칠 수 있음을 확인하고 가설1은 지지되었다. 일학습병행제 참여는 $R^2=.283$, ${\beta}=-.129$로 Log인당매출액에 부(-)의 영향을 미치고 있어 가설 2는 기각되었다. 이는 66개의 부족한 자료에 기인하며, 새로 진입한 기업이 45개로 시간차가 필요한 것으로 판단하였다. 또한 직무분석 활용과 교육훈련 의무의 상호작용변수를 사용하여 교육훈련 의무의 조절효과를 확인하는 위계적 회귀분석을 하였다. 교육훈련을 의무적으로 이수한 기업일수록 직무분석 활용이 Log인당매출액에 부(-)적인 영향을 미칠 수 있음을 확인하였고, 가설 3은 기각되었다. 노동생산성이 증가할수록 기업들은 교육훈련에 오히려 투자하지 않으려는 이유 때문에 생산성효과가 유의하지 않다는 선행연구를 뒷받침하였다. 또한 교육훈련을 의무적으로 이수한 기업일수록 일학습병행제 참여는 Log인당매출액을 긍정(+)적으로 강화시킬 수 있음을 확인하였다. 따라서 가설 4는 지지되었다. 직무분석의 효과적인 면을 반영하기 위해서는 기업의 자발적 활성화를 전제해야 한다. 더불어 학벌, 성별, 종교, 국적 등 다양한 배경을 가진 능력중심의 인재들을 채용하고 직무분석중심의 교육훈련을 통해 인적자원개발에 투자한다면, 일학습병행제의 학습근로자 모집은 물론 기업 내 제도적 정착이 가능하여 성과창출에 기여할 수 있을 것이다.

Keywords

Table 1. Correlation of major variables

SHGSCZ_2019_v20n3_157_t0001.png 이미지

Table 2. Promotion of more than the manager of production functional job

SHGSCZ_2019_v20n3_157_t0002.png 이미지

Table 3. Completion of mandatory training

SHGSCZ_2019_v20n3_157_t0003.png 이미지

Table 4. Participation in work-based learning

SHGSCZ_2019_v20n3_157_t0004.png 이미지

Table 5. Regression analysis using job analysis

SHGSCZ_2019_v20n3_157_t0005.png 이미지

Table 6. Adjustment regression analysis of work-study parallelism

SHGSCZ_2019_v20n3_157_t0006.png 이미지

References

  1. D. Y. Cho, J. E Jeong, S. H Hong, Y. S Kang, " Analysis of research papers on domestic job analysis: focused on papers published in domestic journals since 2000 ", Korea HRD Research, Vol.6, No.4, pp.1-19, 2011.
  2. J. W. Kim, G. C Yu , "The Effects of Job-based HR and Ageing on Firm Performance", Quarterly Journal of Labor Policy, Vol. 16, No. 2, pp 65-92, 2016. https://doi.org/10.22914/JLP.2016.16.2.003
  3. S. h. Park, N. I gang, "Impact of corporate training on human resource performance", Moderating effect of job analysis, Korean Society for Management Education, Conference Proceedings, pp 1-20, 2013.
  4. Delery, John E. and D. Harold Doty, "Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions", Academy of management Journal, Vol.39, No. 4, pp. 802-835, 1996. DOI: https://doi.org/10.2307/256713
  5. M. R. Kim, "Education and training investment status of Korean companies and implications", THE HRD REVIEW, pp. 8-15, 2017.
  6. S. J. Kim, "Policy Tasks for Efficiency of Job Analysis in Korea", Korea Balanced Development Research, Vol. 1, No. 1, pp. 23-43, 2010.
  7. S. G. Kim, J. S. Hong, "A new approach to job analysis", Corporate Management Research, Vol. 16, pp. 233-244, 2002.
  8. Milkovich, G., Newman, J. and B. Gerhart, "Compensation", 11th Edition, Columbus, OH:McGraw-Hill Edition, 2013.
  9. Gibb. S, "Human resource development:Process practices and perspectives(2nd ed)", New York:Palgrave Macmillan, 2008. DOI: https://doi.org/10.1108/et.2008.00450dae.002
  10. C. W. Kang, T. H Park, "Research on Local Governments Information Protection Appropriate Manpower Output through Job Analysis", Korean Society for Information Technology, Vol. 17, No. 3, pp. 175-197, 2014.
  11. Clifford, J., "Job analysis: Why do it and how should it be one?", Public Personal Management, Vol. 23, No. 2, pp. 321-340, 1994. DOI: https://doi.org/10.1177/009102609402300211
  12. S. H. Kang, "Switzerland's Work-Learning Dual System and Implications", International Labor brief, Vol. 12, No. 5, pp 18-33, 2014.
  13. K. J. Kang, "The economic and social aspects of work-based learning", Prism Report, Korea Institute of Vocational Training, Korea, pp. 1-212.
  14. J. S. Kim, "Personnel management linkage system", Policy documents, Korea Labor Institute, Korea, pp. 1-106.
  15. E. T. Hwang, "Study on human resource recruitment through long-term field practice", Ph.D dissertation, at Seoul City University, pp. 1-213.
  16. S. H. Jeon, Y. Y Oh, S. J Lee, D. Y Kim, H. B Lee, "Improving the system for enhancing the sustainability of work-related parallelism", Basic research, Korea Institute of Vocational Training, Korea, pp. 1-287.
  17. Ford, M, "Global trends in cooperative education: Lessons learned by education industry and government", Paper presented at the internationa conference of the Korean Institute for Practical Engineering Education, 2011.
  18. Y. C. An, "The Effect of Education and Training on Human Resource Performance and Corporate Performance of Workers : Focusing on BSC Use Mediating Effect", Doctor of Business Administration thesis, Dongguk University graduate school, pp. 1-161. 2018.
  19. Y. S. Shin, "Vocational Education and Training Part icipation Status and Policy Tasks of Korean Workers", Social Science Publications, Vol. 23, pp. 1-24, 2016.
  20. Y. J. No, C. K. Chae, "Business performance of training and training in company,"Labor Policy Research, Vol. 9, No. 2, pp. 67-93, 2009.
  21. Barrett, A. and P. J. O'Connell, "Does Training Generally Work?", The Returns to In-Company Training", Industrial and Labor Relations Review, Vol. 54, No. 3, 2011. DOI: https://doi.org/10.2307/2695995
  22. S. H. Kang, S. C. Yun, S. J. Park, "Analysis of human capital investment performance in Korea", Policy Research, Korea Labor Institute, Korea, pp.241.
  23. Tracey, J. B., Tannenbaum, S. I., & Kavanagh, M. J., "Applying trained skills on the job: The importance of the work environment", Journal of applied psychology, Vol. 80, No. 2, pp. 239-252, 1995. DOI: https://doi.org/10.1037/0021-9010.80.2.239
  24. S. Y. Kim, "A Study on Job Model Development of University Library through Job Analysis", Ph.D dissertationpp. Yonsei University Graduate School of Library and Information Science, 1-190.
  25. H. S. Nam, M. S. You, "IPP(Long-term field practice)Analysis of program effectiveness: Focusing on K core competencies", Youth Studies, Vol. 25, No. 3, pp. 129-157, 2018. https://doi.org/10.21509/KJYS.2018.03.25.3.129
  26. H. D. Kim, S. H Sung, "The core human resources management system is female workers by job category and industryImpact on specific gravity", Women's Studies, Vol. 80, No. 1, 2011.
  27. S. H. Oh, I. Jeon, "The Impact of Human Resources Development on Human Resource Performance: Focusing on the Moderating Effect of Union Involvement", Organization and Personnel Management Research, Vol. 40, No. 2, pp. 111-133, 2016.
  28. Boheim, R. & Booth, A. L., "Trade Union Presence and Employer-Provided Training in Great Britain", Industrial Relations: A J ournal of Economy and Society, Vol. 43, No. 3, pp. 520-545, 2004. DOI: https://doi.org/10.1111/j.0019-8676.2004.00348.x
  29. W. W. Park, "Core talent management and organizational performance : Adjustment effect of company size and employee participation system", The Korean Society of Business Administration, Vol. 26, No. 2, 2013.
  30. H. J. Min, "Easy to use company characteristics and family friendly system:Focusing on the maternity leave of the female manager and utilization of the sick leave system", Labor Policy Research, Vol. 10, No. 3, pp. 119-145. 2010.
  31. W. Richard. Scott, "Ideas, Interests and Identities", Institutions and Organizations, 1995. DOI: https://doi.org/10.3917/mana.172.0136