한국기업 인력개발 관리의 문제점 및 원인분석

봉현철(Hyeon Cheol Bong) 한국경영학회 1997 經營學硏究 Vol.26 No.1

As preparation for developing a HRD (Human Resource Development) management-model that is to suit to the sociocultural environment and to improve the effectiveness and efficiency of the HRD-practice in korean business, the purpose of the study is the analysis of problems of the HRD-practice in the Hyundai Motor Company and Kwangju Bank and its causes through the case study method. The basic assumption of this study- is as follows: The real cause of the problems of HRD-practice in case businesses can lie with the same possibility either in the sociocultural differences between the korean and Western culture, on the basis of which the research model is developed or in the deficiencis of management knowhow of case businesses. The study found three sociocultural characteristics of korean human resource management, that are accountable for the problems of the HRD-practice in the case businesses: these are (1) The principle of equal opportunity among employees in distributing the chances for training programs because of the ideal of long-time(Life-time) employment, (2) Unspecified job specifications, i.e. in the level of job family or categorized by organizational hierarchy, under the influence of family-oriented management philosophy in korean business, and (3) Unspecified qualifications of especially the newly graduated job applicants due to the ideal of korean education system that emphasize the of generalist. On the other side, the problems of which causes lie in the deficiencies of management knowhow can be classified as follows: (1) The documentation of job qualification of organization members does not exist in sophisticated form. (2) The HRD-practitioners do not know the economic decision-making criteria, nor the rational process of selecting the right training programs. (3) Individual differencies in knowledge, skills and/or competencies are often neglected, and all members in the same hierarchical level should visit the same training program. (4) In spite of the existence of applicable tools for evaluating the pay off of training programs, the HRD-practitioners in case businesses do not use them.

企業內 敎育履修學點制의 運營 現況 및 問題點 分析

奉顯哲(Bong, Hyun-Chel) 조선대학교 지식경영연구원 1996 기업과 혁신연구 Vol.19 No.2

한국 기업 액션러닝 프로그램의 핵심성공요인 탐색: 요인의 내용과 요인간의 관계에 관한 고찰

봉현철 ( Hyeon Cheol Bong ) 한독경상학회 2007 經商論叢 Vol.25 No.3

본 연구의 목적은 기업의 교육담당자들이 액션러닝 프로그램을 설계·운영할 때 고려해야 할 핵심성공요인의 구체적 내용과 각 요인간의 관계를 알아보기 위함이다. 연구 목적에 단계적으로 접근하기 위하여 먼저 액션러닝, 액션러닝의 성공, 핵심성공요인, 핵심성공요인의 동태적 측면 등의 개념을 정의하고 선행 연구에 대한 검토를 바탕으로 본 연구를 위한 시사점을 도출하였다. 다음으로 LG전자, 효성, 대림산업, 현대오일뱅크, LG인화원, LG Philips-LCD 등 6개 기업에서 최근 5년 이내에 실시되었던 액션러닝 프로그램에 대한 사례연구를 통하여 핵심성공 요인을 도출하고, 각 요인과 각 요인간 상호관계의 구체적 내용을 기술했다. 본 연구가 도출한 액션러닝 프로그램의 핵심성공요인은 첫째, 과정 선정 노하우, 둘째, 학습팀 구성 노하우, 셋째, 학습자 동기부여 노하우, 넷째, 러닝코치 관리 노하우, 다섯째, 프로그램 운영프로세스 설계 노하우, 여섯째, 프로그램 운영 노하우이다. 끝으로 연구결과를 요약하고 연구가 갖는 한계를 성공판단기준이 엄격하지 못했던 점 등 네 가지로 정리했으며 이를 토대로 모두 7가지의 향후 연구 과제를 제시하였다. The goal of this study is to explore the key success factors of an action learning program that must be considered in developing and operating the program by HRD managers. To accomplish the goal, this study firstly defines key concepts such as action learning, success of action learning program, key success factor of it, and strategic fit between the key success factors, and secondly reviews previous studies to extract implications for this study. On the basis of case studies about 6 action learning programs from korean companies like LG Electronics, Hyosung Co., Daerim Engineering, Hyundai Oilbank, LG Academy, and LG Philips-LCD, both the contents of 6 key success factors and their relationships are described. The 6 key success factors are 1) Project selection Knowhow 2) Team construction knowhow 3) Knowhow about motivation of team members, 4) Knowhow about management of learning coaches 5) Process design knowhow, and 6) Program operation knowhow. The results of this study shows that the HRD mangers have to take account not only of the contents of each success factors but also the relationships that exist among several success factors. Successful HRD managers not only use explicit and implicit rewards to motivate the participants, in other words, use their knowhow about motivation of team members. But the more skillful and successful managers not only employ their knowhow alone, but combinate this knowhow with another knowhow, to maximize the synergy effect of their effort. For example, they design their project selection process very carefully so that more meaningful projects can be selected and the participant can be more easily motivated because of this meaningful projects. One other way to maximize the synergy could be that HRD manager employs very good learning coaches to motivate the participant. The major implication of this analysis is that to make a success with minimum effort, the HRD managers have to be aware of not only the contents of each success factors, but also the relationship among them. At the end of study, 4 limitations of this study and 7 research agenda for future researchers are summarized.

노사관계 및 인사관리 측면에서 본 (주)무등의 성공요인과 향후과제

봉현철(Bong, hyun-chul) 조선대학교 지식경영연구원 1997 기업과 혁신연구 Vol.20 No.1

MBO식 인사고과제도 운영의 장애요인 탐색 : K은행의 사례연구

봉현철(Hyeon-Cheol Bong) 한국인적자원개발학회 2000 인적자원개발연구 Vol.2 No.2

적외선 윈도우용 가스식 냉각장치 해석 기법

현철봉,구남서,김재영,이호성,Hyun, Cheol-Bong,Goo, Nam-Seo,Kim, Jae-Young,Lee, Ho-Sung 한국군사과학기술학회 2012 한국군사과학기술학회지 Vol.15 No.2

In this paper, a post-analysis of cooling system for infrared(IR) window was performed based on heating experiment of IR window system. We applied the same experimental conditions to analysis, and then validated the analysis technique by comparing numerical and experimental results. For an analysis software, we used a professional heat/fluid analysis program and the numerical and experimental results were in fairly good agreement. We investigated the effect of thermal transfer between the frame and IR window and also a cooling efficiency between fluid and structure in order to determine the proper parameters for the analysis. In this study, 100 % thermal transfer between the frame and IR window and 30 % cooling efficiency between fluid and structure have been proposed, which can be used in the future conceptual design and analysis of similar IR windows.

Action Learning 프로그램의 효과평가에 관한 연구 : (주)효성 과장승격후보자과정의 사례를 중심으로

김영원(Young-Won Kim),봉현철(Hyeon-Cheol Bong) 한국인적자원개발학회 2002 인적자원개발연구 Vol.4 No.2

액션러닝 기반 대학교 수업의 효과적인 과제선정방법에 관한 연구

김미옥(Mi Ok Kim),봉현철(Hyeon Cheol Bong) 대한경영학회 2016 大韓經營學會誌 Vol.29 No.7

집적형 하이브리드 구동장치의 내부 유동 분석을 위한 리드밸브 특성 연구

이수홍(Soo-Hong Lee),현철봉(Cheol-Bong Hyun),구남서(Nam Seo Goo),조진호(Jin Ho Cho),고한서(Han Seo Ko) 대한기계학회 2013 대한기계학회 춘추학술대회 Vol.2013 No.12

A self-contained hybrid actuator is a kind of a piston-cylinder device which is operated by a micro pump. The actuator is used for an air plane, a guided weapon, a vehicle, etc. since it has high actuating power and velocity although its size is small. The actuating velocity of the self-contained hybrid actuator is influenced by the actuating frequency of the pump. reed valve, and applied voltage. in this study, the influence of the actuating frequency and the reed valve on the actuating velocity was investigated by analyzing internal flow distribution. the FSI (Fluid Structure Interacting) of the ANSYS with the turbulent model of SST was used for the numerical analysis to calculate the internal flow by the pump frequency. Also, the effect of the shape and the thickness of the reed valve was studied. The output velocity form the numerical analysis increased with the actuating frequency initially, and the velocity decreased after 250Hz by the flow loss because the working fluid velocity could not follow the accelerating of the piezo pump. Also, the U-type reed valve showed higher output velocity than the original shape did because of creation of relatively small vortex.

Action Learning 방식에 의한 교육프로그램의 교육효과 평가방법에 관한 연구-현대, 기아 자동차 변화 추진자 해외연수 프로그램을 중심으로-

김종인(Jong-In Kim),봉현철(Hyun-Chul Bong) 한국인사관리학회 2004 조직과 인사관리연구 Vol.28 No.4

본 연구는 Action Learning 방식으로 운영된 교육프로그램의 바람직한 교육효과 평가방법을 탐색하는 것을 목적으로 한다. 본 연구는 먼저 선행연구에 대한 고찰을 통해서 Action Learning의 특징적인 면과 Action Learning에 대한 세 가지 다른 이론적 접근을 비교 정리하고, 이에 바탕을 둔 Action Learning 설계 및 운영 모델을 제시한다. 본 연구는 Action Learning의 교육효과 평가를 위해 개발(Development)관점과 CIPP(Context, Input, Process, Product)차원에 입각하여, Action Learning의 설계 및 운영모델과 결과 측정기준을 포함한 Action Learning의 교육효과 평가 모델을 제시하고, 이를 2000년 현대, 기아자동차 변화추진자 해외연수 프로그램(이하: 변추해연프)에 적용하여 얻은 평가결과를 보고한다. Action Learning의 교육효과 평가모델의 현장적용결과에 대한 상세한 분석을 통해서 이론적 모델 및 적용상의 문제점 그리고 프로그램의 효과향상을 위한 개선방안을 도출한다. 본 연구는 또한 실무차원에서 향후에 이와 유사한 프로그램을 실시하고 그 효과를 평가할 때 주의해야 할 사항들을 논의 하고, 이론적인 차원에서 향후 Action Learning 프로그램을 위한 보다 정교하고 바람직한 교육효과 평가모델을 개발하는데 활용될 수 있는 근거를 제시한다. The purpose of this study is to explore applicable evaluation methods for an action learning program operated by Hyundai/Kia motor company. Presenting a theoretical model for designing and operating action learning programs, this study explores how action learning programs can be evaluated effectively from the perspectives of CIPP(Context, Input, Process, Product). This study also examines the extent to which a theoretical model of action learning can be improved and action learning programs can be enhanced efficiently. In doing so, this study presents possible rationale to develop evaluative models for training programs to be enhanced. The practical implications and limitations of this study are also discussed.