신발산업의 경우 인적자원관리의 성과가 매우 폐쇄적이며, 그 실행도 경영자의 경험적주관적 관점에서 이루어지고 있어 이에 대한 연구는 매우 부족한 실정이다. 또한 인적자원의 효율적 관리에 관한 그 동안의 연구는 거의 없었고, 또한 있었다 하더라도 주로 인적자원관리 기능 내의 보상분야와 그 유효성, 그리고 영향요인 등이 연구의 주류를 이루었다. 지금까지 신발산업에서의 인재선발 및 채용은 관행적으로 특정인이 어떤 분야에 유능하다는 식의 인적소개를 통해 개별접촉을 통해 이루어져 왔고, 인적자원관리 역시 시스템화되지 못하고 주먹구구식으로 이루어져 왔다. 이렇게 인력관리가 이루어지다 보니 제대로 된 인력관리는 어렵게 되었고, 또한 많은 사람들이 제대로 자신의 능력을 평가받지 못하는 경우가 많아 내부적으로 직무만족과 조직몰입에 많은 문제를 내포하게 되었다. 이러한 관점에서 본 연구에서는 과거의 인력관리실태를 벗어나 현재 우리나라 신발산업의 인적자원관리 특성이 어떠한지를 고찰하여 이에 대한 개선방안을 마련하고자 한다.

A Study of Development Plan for Footwear Industry in Pusan in terms of Human Resources Management Song, Kyung-Soo ․Kwon, O-Hyeok In footwear industry, outcome of human resources management is very exclusive. Also, the managing practice is performed by manager's subjective experience, so researches on this subject is very rare. Moreover, there has been almost no research on efficiency in managing human resources. Even though there has, the studies have been mainly about compensation parts, effectiveness, and causes of influence in functions of human resources management. So far, selecting and employing human resources has been accomplished by individual contacts through introducing, habitually, by saying certain person is capable for certain parts. Also management of human resources has been practiced without proper rules or systems. Such type of managing human resources resulted in difficulties. Many people have been underestimated from their capacity and involved with many problems in term of satisfaction and concentration in work. From such a point of view, this study tries to escape from the realities of existing management of human resources, investigates characters of managing human resources in domestic footwear industry, and prepares development plans for this. Like this, management of human resources can be accomplished efficiently when the CEO recognizes importance of human resources, develop and nourish human resources in a connection to management strategy, and operate an organization by decentralization and self-regulating, not by authoritarianism of CEO. Also, in management of human resources in footwear industry strategic approach should be made, and development and nourishment plans should be prepared in establishing strategic plans. Also, I think a conversion of thought in managers is required for more systematized human resources management.

A Study of Development Plan for Footwear Industry in Pusan in terms of Human Resources Management Song, Kyung-Soo ․Kwon, O-Hyeok In footwear industry, outcome of human resources management is very exclusive. Also, the managing practice is performed by manager's subjective experience, so researches on this subject is very rare. Moreover, there has been almost no research on efficiency in managing human resources. Even though there has, the studies have been mainly about compensation parts, effectiveness, and causes of influence in functions of human resources management. So far, selecting and employing human resources has been accomplished by individual contacts through introducing, habitually, by saying certain person is capable for certain parts. Also management of human resources has been practiced without proper rules or systems. Such type of managing human resources resulted in difficulties. Many people have been underestimated from their capacity and involved with many problems in term of satisfaction and concentration in work. From such a point of view, this study tries to escape from the realities of existing management of human resources, investigates characters of managing human resources in domestic footwear industry, and prepares development plans for this. Like this, management of human resources can be accomplished efficiently when the CEO recognizes importance of human resources, develop and nourish human resources in a connection to management strategy, and operate an organization by decentralization and self-regulating, not by authoritarianism of CEO. Also, in management of human resources in footwear industry strategic approach should be made, and development and nourishment plans should be prepared in establishing strategic plans. Also, I think a conversion of thought in managers is required for more systematized human resources management.

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footwear industry, human resource management, effectiveness, CEO.