전직지원서비스의 지원요인과 장애요인 = Factors that assist and hinder the success of outplacement counseling services

다국어 초록 (Multilingual Abstract)

The purpose of this study was to identify and provide information on the factors that assist and hinder the success of outplacement counseling services. A company in Korea was selected for this study. This study reported on a phenomenological case study that applied two methods of data collection: semi-structured face-to-face interviews with 5 retirees and 3 outplacement experts and document analyses.
The case study results indicated that many factors can affect and interact with one another for effective outplacement services in practice. The factors that assist or hinder the success of outplacement services are as follows:
· individual characteristics (retirement readiness, age, dignity, confidence, locus of control, etc.),
· factors that affect reemployment or starting one's own business(a new job readiness; alignment among career goals, aptitude, new jobs; expertise; network; marketing and business skills; family support; job networking infrastructure, etc.),
· outplacement characteristics(communication strategies, outplacement readiness, customized services, organizational culture, the practicality of program contents, resistance from labor union, etc.)
The improvement schemes found in this study were as follows: First, the outplacement program should be implemented as a part of human resource planning strategy based on a triple-win mindset of those related to the program such as the corporations, retirees, and consulting firms. Second, outplacement services make the necessary adjustments to ensure that retirees are effectively aligned with their career goals, needs, current competencies, and competencies required for new jobs. Third, retirees need to take a proactive job hunting efforts whiling maintaining the balance between work and life. Fourth, outplacement consultants should role as a total life carer instead of a temporary career transition supporter in outplacment. Fifth, person-outplacement service-job matching infrastructure should be built.
The outplacement service is not simply a retirement management activity, but a human resource planning strategy, a human resource development activity to provide the job competencies required in the labor market, and a lifelong teaming in that it supports self-development and efforts for improving the quality of life. Therefore, the outplacement service should be operated as a core process of human resource system and will be even more effectively run when operated under the management philosophy of putting people first.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 전직지원서비스의 이론적 배경
• 1. 전직지원서비스의 의미와 구성요소
• 2. 전직지원서비스의 이론적 모델
• 3. 전직의 지원과 장애 요인
• 가. 개인 특성요인
• 나. 직무특성 요인
• 다. 환경적 요인
• Ⅲ. 전직지원서비스의 실태와 영향요인 조사결과
• 1. 연구 방법
• 2. 참가자와 전직지원서비스의 배경
• 가. 참가자의 현황과 배경
• 나. 전직지원서비스의 배경
• 3. 조사 결과
• 가. 전직과 전직지원서비스의 실태
• 나. 전직과 전직지원서비스에의 영향 요인
• 4. 조사 결과의 함의와 논의
• 가. 함의
• 나. 논의
• Ⅳ. 결론
• 1. 성공적 전직지원서비스의 구현을 위한 제언
• 2. 향후 연구에의 제언
• 참고문헌
• Abstract