소기업 내 혁신적 인사관행의 재무효과

To explore HR practices for the small enterprises, this study examined the firm performance effects of innovative HR practices in the small enterprises, utilizing the sample of small manufacturing enterprises with less than 100 employees out of Workplace Panel Survey conducted by Korea Labor Institute. This study develops the theoretical model, drawing upon the theories of the informal HR practices in the small enterprises. The statistical models of this study are dynamic panel-data models whose dependent variables are sales per capita and operating income per capita. Their main independent variables are the indicator of innovative HR practices across five HR functions such as work organization, training, performance appraisals, pay system, and pay level. The outcomes of the regression analyses indicate that the total score of the innovative HR practices do not have significant effects on sale per capita, but significantly negative effects on operating income per capita. By HR functions, innovate work organization, innovative pay system, and pay level have negative effects on operating income per capita. On the other hand, there is no innovative HR indicator which is identified to influence labor productivity positively. Finally the results are summarized, and policy implications are discussed.