This thesis is a study on the effective placement of human resources using Ming-Li theroy(a study of the life given by the haven and the order of nature). In order to apply Ming-Li theory to personnel placement, first, it's necessary to define what is Ming-Li. Its ideological foundation dates back to ancient ideas of mutually inducible relation between haven and man (Chuningameung) and unity of haven and man (Chuninhapil), which later were rooted in Yin-Yang and the Five Elements Theory stemmed from Taegeuk (the Great Ultimate) Theory of Juyeok, an ancient Chinese fortunetelling book. Chuningameung idea, one of main oriental philosophies, means that the haven, the earth and man are in a reciprocal relation exchanging energies among them. Ming-Li Theory based on these ancient natural philosophies has underwent various changes over time and influenced a lot on human beings. Especially, it has played its role in analysing the traits of human and applying the results to human affaires since its birth.
This study explored how to adopt Ming-Li Theory to personnel placement in an organization. To that end, the adopt able parts among Ming-Li Theory to personnel placement were mainly reviewed. Practical ways to be used in the filed were explored.
In the chapter 2 of the thesis, the study on what is Ming-Li Theory was conducted along with the establishment background of Yin-Yang and the Five Elements Theory, which is the backbone of Ming-Li Theory, and its general content analysis and effects. In addition, after shedding light on the importance of human resource management, the chapter took a look into the post-by-post natures and the qualities required to each post and then explored into what is the best matrix among the posts' requirements and personnel traits.
In the chapter 3, the study on the vocational aptitude to which Yin-Yang and the Five Elements Theory of Ming-Li Theory was applied was carried out along with the vocational aptitude Sipssin (Ten Gods which are believed to prevent disaster) are applied to. An efficient personnel placement based on the theories takes a large part in the future development of the employee concerned. Personnel placement is not just personal matter. When a new employee is placed to she influences a lot across the organization. Therefore the chapter reviewed previous theories on Hab·Choong and Junghwa (Middle and Harmony) and explored the possibility of adopting the theories to personnel placements. Hab·Choong theory is very useful in possible relation among employees while Junghwa theory, which is based on the harmony of Yin-Yang and the Five Elements, can be used in analyzing the unity and harmony among employees.
In the chapter 4, how to exercise personnel placement by employing real Saju (prediction of fortune based on the year, the month, the day and the time of birth) was studied according to Ming-Li Theory reviewed in the previous chapter. First, analyses were conducted on what kinds of Sajus 10 subjects have and how their vocational aptitudes are to find out who should be placed to what kind of job. Second, the study came to a conclusion by conducting the analyses on how much harmonious when the 10 subjects were placed to the jobs occupied by the existing 4 employees whose Sajus were already known.
Currently various methods are implemented to archive optimal personnel placement in different organizations. If Ming-Li Theory is employed in personnel placement it would contribute to efficient placements helping a smooth adjustment to a job for individuals and harmony and unity for an organization.
Ming-Li Theory-induced personnel placement is carried out based on innate vocational aptitude of Ming-Li. Because the reliability of innate vocational aptitude resides in how much trustful Ming-Li Theory is it is highly necessary for many Ming-Li theorists to conduct more scientific and in-depth studies. They will lead to strengthened dependability by the staff in charge of human resources in organizations.