한국기업의 전략적 통합수준과 위임수준 평가를 위한 예측요인분석

The study has tried to address particular situations relating to HRM. These situations include business scale and the technological level (low-high tech) of all types of business in our country. In my paper I give suggestions based on the present state of Korean Corporations. They are from 2 view points. These view points include the level of integration(external fitness) as a basic task of strategic human resource management and the level of empowerment to the line managers. We seem to require the wisdom of human resource management for establishing the foundation of presenting a standard. That standard establishes and develops a model of HRM for Korean business to head into a new business-environment in the 21st century. Determinants that forecast the level of integration are education, training and employment policies. An example of one of these employment policies might be `The formal evaluation immediately after training` and `The method of management of recruitment for fresh graduates`. Determinants forecasting levels of empowerment are the informal feedback from trainees, the types of businesses(high-tech organization), the regular work force meetings, the communication through the first supervisor, the measures for employment of the handicapped, the business scale, the means of monitoring training and employees` communication, especially through informal methods.