하��투어 인적자원관리 분석과 개선방안 (Hanatour`s Human Resource Plan Analysis and Strategy)

1. The reason to select Hanatour
The area of tourism that grows very rapidly in Korea not only creates high added-value from low-cost and high profit but also employs so many people to solve the unemployment problem and regarded as a promising core industry that can absorb so many people as the market expands overseas as well as domestically.
The assignment of human resources management status is linked to the interest in travel agency among many areas of tourism, and Hanatour that has been the best company without question among so many companies in the industry was chosen to be intensively investigated. Hana was not chosen simply because it is the best company and its HR organization is thought to be good organization, but because there was some information in our lessons that how Hana started the tourist business and how it affects Hanatour’s growth. Also, our team members agreed to get deeper knowledge and information by connecting the lessons with the corporate perspective in future and HR organization.

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(2) Staff Evaluation
This evaluation must be the most objective because one’s salary is decided based on this. For the sake of objectivity, Hanatour employs subtract companies for this evaluation due to the absence of its own human resource management system.

(3) Processes of the Performance Appraisal
All the employees in Hanatour are affected by their performance appraisal, and the processes are conducted by evaluators, confirmers, and arbitrators, but the confirmers do not have all authority to decide one’s appraisal. Since this is highly related to one’s salary, evaluators should be sensible and objective lest the employees should complain. After these processes, the arbitrators will lastly determine one’s appraisal.