기업체 인적자원개발 담당자의 핵심직무역량모델 개발 = Developing a Core Competency Model for Human Resource Development Practitioners in Corporate

다국어 초록 (Multilingual Abstract)

The purpose of this study was to develop a Core Competency Model for HRD practitioners in corporations. The process of this study was as follows: ① Identifying HRD practitioners' work outputs, ② Selecting HRD practitioners' key work outputs, ③ Identifying HRD practitioners' activity that can lead HRD practitioners' key work outputs, ④ Identifying knowledge, skill and attitude that have a relation to HRD practitioners' activity, ⑤ Grouping similar knowledge, skills, and attitudes, and naming and defining competencies.
The major findings of this study were as follows: ① Twelve job domains and 80 work outputs from HRD practitioners were found, which were different from the results of McLagan(1989)'s work(11 job domains and 76 work outputs). ② As the result of selecting HRD practitioners' key work outputs, 37 key work outputs(10 job domains) were perceived to be critical. ③ 211 activities of 37 key work outputs were found. Some key work outputs were composed of similar activities. ④ Knowledge, skill, and attitude that are in relation to HRD practitioners' activity were identified. ⑤ Finally, 22 competencies were identified.
Based on the findings of the study, the major conclusions of this study were as follows: ① Internal consulting was newly identified in the HRD practitioners' job domain. This revealed that the HRD practitioners' job domain was expanded to the part to include the present intervention program that is suitable through organizational diagnosis. ② Outputs connected with Program design, evaluation, internal consulting, and organizational change were perceived to be critical by HRD practitioners. This showed that HRD was achieved to focus on training and development and organizational development in corporations. On the other hand, outputs connected with career development were perceived to be not so important in present, but highly important in future by HRD practitioners. ③ Core competencies for HRD practitioners were different from those of McLagan(1989)'s work.

참고문헌 (Reference)

1 PSI컨설팅(편)., "핵심역량 모델의 개발과 활용" PSI 컨설팅 1998

2 유영만, "한국 기업교육의 경쟁력 강화 방안 딜레마 탈출을 위한 한 시도" 엘테크 1998

3 김종훈, "학습조직과 HRD 담당자의 역할" 6 : 65-89, 1999

4 이주인, "컴피턴시 인사모델" (11월) : 2000

5 유영만, "죽은 기업교육 살아있는 디지털 학습" 한국언론자료간행회 2000

6 장정훈, "조직문화 변화를 위한 수행공학 실천가의 역할 및 역량 정의에 대한 델파이 연구" 1999

7 김진모, "인적자원개발을 위한 직무역량 규명 학습지 기업을 대상으로" 8 (8): 159-177, 2001a

8 김현수, "인적자원개발 담당자의 직무능력과 역할수행에 관한 연구" 1999

9 김현주, "역량기반 인적자원관리(CBHRM)의 도입과 발전: 한국 기업을 위한 상황론적 접근법" 3 (3): 120-158, 2003

10 이동배, "업무성과 향상의 비결 컴피턴시" 이디에스컨설팅 2000

11 정재창,, "알기 쉬운 역량 모델링" PSI 컨설팅 2001

12 정재삼, "수행공학자의 기본능력과 자질" (86) : 64-69, 1997

13 정용진, "세계화 시대에 대응하는 인적자원개발전문가의 역할과 역량" 9 (9): 327-374, 2003

14 강경종, "능력중심교육과정에 기초한 교육과정 개발" 29 (29): 145-160, 1997

15 "기업의 인적자원 개발을 위한 역량 중심의 교육과정 개발" 직업교육연구 20 (20): 109-128, 2001b

16 "기업내 교육훈련 담당자의 역할 직업교육연구" 63-73, 1985

17 주용국, "기업 내 인적자원개발 담당자 역할 강화방안" 한국직업능력개발원 2003

18 김희진, "국내 기업에 있어서 HRD 담당자의 Learning Technology 역량연구" 1999

19 이관응, "구조조정이후 한국 기업교육의 재창조" 엘테크 1998

20 김영길, "구조조정기 HRD담당자의 역할 변화에 관한 연구" 1999

21 변호승, "교수공학자의 수행역량분석" 17 (17): 57-79, 2001

22 Rothwell, "modeling and assessment in the USA" 3 (3): 90-105, 1999

23 People Management, "Too Good to be True" 22-27, 1996

24 & Swanson, "The strategic roles of human resource development" 18 (18): 10-21, 1995

25 Parry, "The quest for competencies" 33 (33): 48-56, 1996

26 Nadler, "The handbook of human resource development" 1984

27 O'Brien, "The development of Irish HRD professionals in comparison with European professionals International Journal of Training and Development" 3 (3): 250-268, 1999

28 White, "The concept of competence" 279-333, 1959

29 Lucia, "The Art and Science of Competency Models" Jossey-Bass/Pfeiffer 1999

30 McClelland, "Testing for competence rather than for intelligence" 1-14, 1973

31 Jacobs, "Systems theory applied to human resource development Systems theory applied to human resource development" ASTD Press 27-60, 1989

32 Gilley, "Principles of Human Resource Development" 1989

33 Gilley, "Principles of Human Resource Development" 2002

34 Gilley, "Organizational Learning, Performance, and Change." 2000

35 McLagan, "Models for HRD practice" 1989

36 McLagan, "Models for Excellence The Conclusions and Recommendation of the ASTD Training and Development Competency Study" 1983

37 McLagan, "Model for HRD practice" 1997

38 & James, "Journal of Marketing" 41 (41): 13-17, 1997

39 윤여순, "IMF 체제에 대응하는 기업교육의 구조적 변화와 담당자의 역할의 변화" (104) : 1999

40 Valkeavaara, T, "Human resource development roles and competencies in five European countries International Journal of Training and Development" Valkeavaara 2(3) (2(3)): 171-189, 1998

41 "HRD담당자의 자질에 관한 연구 HRD부서의 운영체제를 중심으로" 1994

42 McLagan, "Great ideas revisited" 50 (50): 60-65, 1996

43 Mirabile, "Everything you wanted to know about competency modeling" 51 (51): 73-77, 1997

44 McLagan, "Competencies" 51 (51): 40-47, 1997b

45 John Wiley, "Competence at Work Models for Superior Performance" Inc 1993

46 Sanders, "ASTD Model for Learning Technologies" 1998

47 Parker, "A specification for the training of trainers" 1982

48 Dubois, "A Strategy for Organizational Change" HRD press Inc 1993

49 A, "A Model for Effective Performance" 1982

50 Bernthal. P. R. et al., "2004 ASTD Competency Model: Mapping the future" ASTD Press 2004