Earticle

초록

한국어

본 연구는 삼성 공채사 50년에 대한 시대적인 전개과정과 특징 및 한국 취업문화에 공헌한 기여도 분석에 관한 논문이다. 한국 공채사를 주도해온 삼성은 취업문화의 하위요소인 공채문화(기업), 진로문화(대학), 직업문화(대학생) 등에 걸쳐 직접적인 기여를 해온 것으로 분석됐다. 삼성 공채사의 전개과정은 산업환경 및 취업환경의 변화와 맞물려 도입․조정기, 발전기, 전환기로 구분되며 모두 네 번의 채용개혁을 단행했다. 삼성 공채사의 전개과정과 특징을 요약하면 다음과 같다. 도입․조정기(1957～1994)는 삼성 공채문화가 형성되는 시기이자, 한국 취업문화의 구성요소 태동에 영향을 미치는 시대였다. 발전기(1995～2001)는 한국 취업문화의 본체를 구성하는 하위문화 요소들을 본격적으로 출범시키는 시대였다. 전환기(2002～2009)는 글로벌 인재육성과 글로벌 기업실현을 위해 종합적인 인재평가 에 주력하는 시대였다. 삼성 공채사가 한국 취업문화에 공헌한 기여점과 시사점을 집약하면 다음과 같다. 첫째, 한국 기업사회의 공채문화를 선도하고 주도했다는 점이다. 둘째, 대학사회에 취업진로교육의 중요성 인식에 직접적으로 기여했다. 셋째, 인재제일주의 공채․기업문화로 초일류기업을 실현했다는 점이다. 넷째, 기업사회내 기업이미지 조성환경에 선구자적인 역할을 했다. 다섯째, 대학사회에 대기업 일변도의 취업의식조성에 영향을 미쳤다. 본 연구는 선행연구가 취약한 상황에서 삼성 공채사의 전개과정과 특징 및 한국 취업문화에 공헌한 기여도에 관해 선험적인 기법을 통하여 체계적으로 접근, 분석했다는 측면에서 연구의 의의를 두고자 한다.

영어

This study is an analyzing thesis that Samsung has an effect on Korean employment culture and contribution. Samsung which has been leading Korean recruiting about 50 years is analyzed that has contributed for employment culture’s factors such as employment culture, career culture, and occupation culture. Samsung’s recruiting culture has made employment revolution according to change in industrial environment and employment environment. The development process of Samsung employment is divided to introducing period, rowing period, developing period, and turning period. During the 50 years employment history, Samsung made 4 step employment revolution and, in 90’s century, Samsung made reform 3 times. It clearly shows that Korean employment culture has developed very quickly in 90’s century. The developing process of Samsung employment’s characteristics are simply like that. The introducing period and rowing period(1957～1994) were the time when Samsung employment was formed and the factors of Korean employment culture was formed. It could not have standardized recruiting system, but there was basic factors test, practical interview, and officers interview. Industrial environment of this period can be summarized as Korean War, developing economy, graduation limitation, and economic democratization. At that time, a lot of large enterprises appealed, but they were not enough for extremely increasing university graduates. The developing period(1995～2001) was the time when the subordinate factors which organize the body of Korean employment culture were appealed. Especially, after middle of 90’s century, the appearance of open employment, IMF landslide, and new recruiting way which had huge influence to enterprises and university made new employment culture, totally different with existing one, to recruiting culture of enterprises, career culture of universities, and occupation culture of students. The turning period(2002～2009) was the time when they focused on general competent person evaluation(new interview way) for upbringing global competent people and being realizing global enterprises. The appearance of new interview way was a chance to turn into deep interview for Korean enterprise society. Especially, Samsung reinforces the ability to use foreign language when they try to make employment these days for whole members’ capacity reinforcement. Samsung’s characteristic in this period was visibly appealed among employment process of domestic large enterprises. The next thing is a 4 step recruiting revolution field of Samsung. Samsung makes change in human resource management when the CEO changes the core values. The first recruiting revolution was in 1994 for ‘genius management’. 1 step recruiting revolution can be summarized as simplifying the document for employment and eliminating subjective factors during the interview. Actually, the application form of Samsung is the simplist among Korean large enterprises. Eliminating subjective factors during the evaluation is also outstanding. For this, Samsung totally replaced from alma master and GPA to free-data interview way. 2 step recruiting revolution can be focused on open employment. Open employment was the way to abolish an evil academic clique spread situation in Korean recruiting culture. It was a chance to turn into from scholarship society to capacity society. The core factors of open employment are abolishing scholarship limitation and sexual differentiation, and SSAT for evaluating general thinking ability and potentiality of development. The 3 step of recruiting revolution happened after IMF. After IMF, regular recruiting on large scale and general person was changed into irregular recruiting on small scale and special person by the new way to recruit for improving competitive power of slimized enterprises. The 4 step recruiting revolution is new way to interview. The new way to interview was a plan to reflect Samsung’s will to employ global competent person for competitive power of the enterprise in very flexible international enterprise environment. This was a turning point for changing Korean enterprises way to interview to new way and, according to this, domestic large enterprises use various way to interview. Samsung’s recruiting culture has changed by various factors which have influences on enterprise environment nationally and internationally. Samsung’s recruiting history which was the first private enterprise using regular employment was the origin of Korean recruiting culture and the body of forming employment culture. Its characteristics are changing the development process every turning point of industrial environment and expressing the CEO’s philosophy of a man of ability as a recruiting revolution. Samsung’s recruiting history has contributions and suggestions are simply like this. First, it led Korean recruiting culture. Samsung made recruiting revolution 4 times through introducing period, rowing period, developing period, turning period. Every recruiting revolutions were the body of Korean recruiting culture and they have a huge effect on the recruiting system of other enterprises. Second, it contributed directly to university society to recognize the importance of employment and career education. Especially, open employment(1995) and new way to recruit(1999) made domestic university society making an office about employment and realizing the importance of employment and career education. Third, it realized the best enterprise by stressing the importance of a man of ability. Samsung’s management principle and philosophy contained the human resource philosophy which points to importance of a man of ability. This is directly transfered into Korean recruiting culture. Forth, it was the role model for environment making enterprise image in enterprise society. Samsung turns into perfectly global enterprise by continuous society service business and innovative management strategy. It can be found in research about preference of enterprise for university students after 1988. Fifth, it has a huge impact on making employment consciousness focusing on university society and large enterprises. After 1990’s century, Samsung has been in good position of enterprise image and preference of enterprises in global village. This various better positions than other enterprises have a huge impact on work place philosophy and taking triangular position of career mental in Korean society. This research uses not empirical analysis but general searching study methods such as literature investigation, face to face interview, filed study, and survey research. Therefore, it has some limitation of exploration study because it is not an empirical article which based on an assumption and statistically proved. Especially, the sample objection of human resource managers are limited on 50 enterprises, the research objection of university students are limited in 6 areas, and the status and grades of research objection are over valuated in some samples. Clearly, these are limitation of this research. However, this research has meaning for illuminating the development process and characteristics, and also, analyzing the contribution of Korean employment culture by transcendental way generally and systematically about employment culture, recent Korean society’s the best interest.

목차

국문 요악
 I. 문제제기 및 연구목적
  1.1 연구배경 및 목적
  1.2 연구범위 및 체계도
 II. 한국공채 및 취업문화사적 고찰
  2.1 공채역사 고찰
  2.2 취업문화 사적 고찰
 III. 삼성 공채의 전개과정과 특징
  3.1 도입-조정기 (1957-1994)
  3.2 발전기 (1995-2001)
  3.3 전환기 (2002-2009. 4)
 IV. 한국 취업문화에 미친 기여도분석
  4.1 공채문화(기업)
  4.2 진로문화(대학)
  4.3 직업문화(대학생)
 V. 결론 및 제언
  5.1 요약 및 곁론
  5.2 시사점 및 제언
 참고문헌
 부록
 Abstract

저자

• 이종구 [ Lee, Jong-Gu | 경희대학교 교양학부 교수 ] 제 1저자
• 김홍유 [ Kim. Houng-Yu | 경희대학교 경영대학 객원교수 ] 교신저자

참고문헌