외국의 인적자원개발 연구동향

김진모,전영욱 한국성인교육학회 2005 Andragogy Today : International Journal of Adult & Vol.8 No.4

이 연구는 인적자원개발에 관한 지금까지의 외국의 연구동향을 살펴봄으로써 향후 인적자원개발 연구의 발전을 위한 기초 자료를 제공하는데 그 목적이 있었다. 따라서 인적자원개발 연구와 긴밀한 관련성이 있다고 판단되는 5개의 주요 외국학회지의 논문 962편을 대상으로 연구영역 및 주제, 연구특성을 세부적으로 분석하였다. 자료 분석에 이용된 통계방법은 빈도와 백분율이었다. 이 연구를 통해 얻게 된 주요결과는 다음과 같다: ①외국의 인적자원개발에 관한 연구는 1980년대부터 수행되었으나, 1990년대 중·후반부터 인적자원개발 관련 학회들이 만들어지면 더욱 활발하게 연구가 수행되었음을 알 수 있었다. ② 인적자원개발 연구에서 가장 큰 비중을 차지하고 있는 영역은 조직개발이었으며, 경력개발 영역은 가장 낮은 비중을 차지했다. 또한 교육훈련 영역은 1980년대 이후 급속히 증가하였다. ③ 교육훈련 관련 논문의 주제별 동향에서는 교육훈련 유형/방법/전략 관련 논문이 가장 많았고, 조직개발 관련 논문의 주제별 동향에서는 개인행동 관련 논문이 가장 많았다. ④ 인적자원개발 연구의 연구대상은 기업체 임직원이 가장 많았으며, 기업관련 연구대상이 전체의 약 80%를 차지하였다. ⑤ 연구방법에서는 문헌연구와 조사연구가 많이 사용되었다. ⑥ 자료수집방법에서는 설문지와 인터뷰가 주로 사용되었다. ⑦ 통계방법에서는 빈도/백분율, 평균/표준편차와의 비중이 가장 높은 가운데, 상관분석, 회귀분석, 요인분석, 경로분석/구정방정식 등 관계분석의 비중이 증가하고 있었다. The objectives of this study were to examine research areas and topics in human resource development research, to identify the research's characteristics such as the subject of the research, the research method, the data collection method, and the statistical method, and to get some implications for the progress of human resource development research. The 962 articles published from 1987 through 2004 were collected from 2 British academic journals and 3 American academic journals related to human resource development. Among them, research areas, topics, and research's characteristics were analyzed specifically on 962 papers categorized as human resource development research for adults. The data were summarized using frequencies and percentages. The major findings acquired from this study were as follows: ① The number of human resource development research papers has been increasing steadily since the 1980's. Also, some new academic journals about human resource development were published during the 1990's ② In other journals except Human Resource Planning(HRP), many papers concerning the fields of training and development, organization development, and general human resource development were published. On the other hand, the number of papers related with career development, national human resource development, and others was relatively very low. ③ Implications of individual or organizational dimensions were suggested mainly rather than those of national human resource development. ④ the research topics of training and development pattern/method/strategy were prominent most in the research area of training and development, and the topics of individual behavior where prominent most in organization development area. Also, the research topics of human resource development function/strategy/practice/role where prominent most in the research area of general human resource development. ⑤ The portion of research on corporate employees and managers were the highest in terms of the subject of research. ⑥ Literature review research and survey research were mainly employed as the research methods. ⑦The questionnaire was employed for the main purpose of data collection. ⑧ The portion of descriptive statistics such as frequency, percentage, mean, and standard deviation in statistical methods was the highest, but that of the statistics such as correlation analysis, regression analysis, factor analysis, and ANOVA has been higher.

인적자원개발전략과 경영성과간의 영향관계에 대한 추론적 모델 연구

임외석 한국기업경영학회 2013 기업경영연구 Vol.20 No.6

The Canon is well known as an innovative HR system among the Japanese companies. It is the main purpose of this paper that is presented the inferential model on the relationship between the human resource development strategy and business performance after systematic analysis through the exploratory method by the literature for the overall system and the features of the Canon’s human resource development system. It is secondly purpose of this paper that provide useful data when the corporate build and operate the human resource development strategy and the human resource development system, and when researchers carry out research related to these. To this end, the relevant previous studies and the framework for analysis will be presented in the first part of this paper. Nextly, human resource development strategy was presented having a base of the business philosophy and corporate strategies of Canon, and the organization and activities of Canon Human Resources Development Center and Canon Monozukuri HR Development Center was introduced as the systems to develope human resources. Then Canon’s business performance was presented by the sales and net income in the 1996-2012 and the global ranking of market capitalization and sales, and the global ranking of the number of patents registered in the U.S. Finally, an Inferential Model and some propositions for the relations between human resource strategy and business performance was presented through analysis data given above, such as the relations among the growth needs and growth opportunities of members and the excellent human resource, and the excellent company. It is first proposition that member’s growth needs realized efficiently according to growth opportunity provided in the organization. It is second proposition that members can make easy effort to grow when they has their growth needs and growth opportunity in the organization. It is third proposition that we can develop and cultivate the excellent human resource when members’ growth needs was realized through growth opportunity in the organization. It is forth proposition that excellent company is ultimately formed by excellent human resources developed and cultivated when members’ growth needs was realized through growth opportunity provided in the organization. The summary of paper was presented with some of implications and the limitation of this study in the conclusion. It is first implication that we must be first cultivate and develop excellent human resource to glow excellent company. It is second implication that excellent global company introduce early and operate systematically and continuously opportunity or field such as Canon Human Resource Development Center and Canon Monozukuri HR Development Center. It is the limitation of this study that the inferential model and propositions was drew through only canon’s case analysis and then couldn’t generalized the inferential model and propositions. Nextly I will make up for this limitation of study with many companies for case analysis. 본 연구는 일본 기업 가운데 혁신적 인사제도로 잘 알려진 캐논의 인적자원개발전략을 중심으로, 캐논의 인적자원개발시스템에 대한 전반적인 체계와 특징을 문헌에 의한 탐색적 방법을 통해 체계적으로 분석한 뒤, 인적자원개발전략과 경영성과간의 영향관계에 대한 추론적 모델을 도출하여 제시하는 데에 주된 목적이 있다. 아울러 기업이 인적자원개발전략을 수립하여 인적자원개발시스템을 실제로 구축하고 운영하고자 할 때나 연구자들이 관련 연구를 수행하고자 할 때 도움이 될 수 있는 자료를 제공하는 것이 부차적인 목적이다. 이를 위해 먼저 관련 선행연구들을 간략하게 살펴본 뒤, 본 연구의 분석틀을 설계하였다. 그 다음 캐논의 인적자원개발전략을 캐논의 경영이념과 전사적 경영전략과 연계하여 분석한 뒤, 인적자원을 개발하기 위한 시스템으로서 인재개발센터와 생산직인재육성센터의 구성과 활동을 살펴보았다. 이어서 캐논의 경영성과(business performance)를 1996년부터 2012년까지의 매출액과 순이익, 시가총액과 매출액 등을 기준으로 한 글로벌 랭킹, 미국 특허등록 건수의 랭킹(2003년~2012년 기준)을 통해서 살펴보았으며, 끝으로 이러한 일련의 분석 자료를 바탕으로 ‘구성원의 성장욕구와 조직의 성장기회→구성원의 성장노력→Excellent HR→Excellent Company’라는 ‘HR전략과 경영성과간의 영향관계’에 대한 추론적 모델과 몇몇 명제들을 도출하여 제시하였다. 결론 부분에서는 본 연구의 요약, 시사점, 연구의 한계점 등을 정리하여 제시하였다.

경영전략 실행 관점에서 전략적 인적자원개발의 역할 탐색

정은정 ( Eun Jung Jung ) 한국인력개발학회 2013 HRD연구 Vol.15 No.3

전략적 인적자원개발은 인적자원개발이 전량경영 차원에서 실행됨으로써 조직의 전략적 목표 달성에 기여할 것으로 기대되어 왔다. 그러나 전략적 인적자원개발이 어떠한 구체적 역할을 통해 전략경영에 기여할지에 대한 논의는 미흡한 현실이다. 이에 본 연구는 경영전략 실행 관점에서 전략적 인적자원개발의 역할을 탐색하는 데 그 목적이 있다. 이를 위하여 문헌연구를 토대로 전략적 인적자원개발의 역할을 규명하고 각 역할별 하위 역할을 탐색하였다. 먼저 경영전략 실행에서 인적자원의 질이 핵심 성공 요인으로 간주된다는 점에서 경영전략 실행의 개념과 구성요소를 분석하여 시사점을 분석하였다. 다음으로 전략적 인적자원개발의 개념을 고찰하여 전략적 인적자원개발의 주요 역할을 전략적 역량관리·성과관리·변화관리로 상정하였다. 전략실행 및 인적자원개발의 추가적인 문헌분석을 통해 경영전략 실행 관점에서 각 역할별 하위 역할을 도출하고 이를 제시하였다. 더불어 이들 역할에 기반한 전략적 인적자원개발의 개념적 모형을 제안하였다. 이를 토대로 전략적 인적자원개발의 역할에 대한 학문적·실천적 시사점을 논의하였다. Although strategic human resource development has been cited as the important function of human resource development, the results of researches of strategic human resource development have not been developed in its full extent. This article diagnoses one of the reasons of this problem as not being explored the concrete role of strategic human resource development in strategic management. Because strategic human resource development is a stressed concept linking human resource development with strategic management. Accordingly, this article explores the role of strategic human resource development in strategic management, specifically, strategic implementation. The process of strategic management includes strategic planning and strategic implementation. Human resource is regarded as a key success factor of strategic implementation. In this point of view, exploring the role of strategic human resource development in strategic implementation is regarded as suitable way to suggest the definite role of strategic human resource development. To achieve this, literature of strategic implementation and strategic human resource development are analyzed. As the result of analysis of literature, three roles of strategic human resource development - strategic competency management, strategic change management, strategic performance management - and sub roles are suggested. Academic and practical suggestions are made based on the result of this article.

자원개발 인력양성을 위한 시스템 개발

변중무,이철규,김대형,김현태,배위섭,백환조,전석원,최종근 한국자원공학회 2008 한국자원공학회지 Vol.45 No.2

During the era of high price of oil and mineral, stable security of energy and mineral resources is very important for Korea, which imports most energy and mineral resources from foreign country. However, domestic human resources in the international energymineral resource development are significantly insufficient to meet the demand because of the least investment in the education and R&D for the past 20 years. Thus, the government made short-, midterm-, and long-term plans for human resources cultivation in oil & mineral development through several meetings of the advisory council on energy. In this study, the status of the Academy of resource development, which is already operated for cultivating human resources in oil and mineral development, is examined. In addition, we present the detailed plan for launching the specialized university for resource development and suggest the establishment of the special graduate program for resource development and the infrastructure for cultivating human resources in oil and mineral development.

경쟁력 강화를 위한 중소기업의 인적자원 관리와 개발에 관한 사례연구: 국가품질상의 인적자원중시 관점에서

김종훈,장명균,이상명 사단법인 인문사회과학기술융합학회 2019 예술인문사회융합멀티미디어논문지 Vol.9 No.1

Despite the importance of human resources development for enhancing competitiveness of SMEs, the field is vulnerable due to various reasons (manpower, learning infrastructure, budget shortage, etc.). Therefore, it is necessary to establish and operate a human resource development system for SMEs that can cultivate and manage human resources and effectively increase them. This case study aims to raise the understanding of the importance of human resources management and development of SMEs. The framework for analysis of human resource management and development to achieve this goal is a human resource focused area that is one of the national quality evaluation criteria. Human Resource Focus is an item that assesses how to manage and develop human resources so that the organization's enterprise-wide missions, strategies, and action plans can be implemented utilizing the potential of human resources. In detail, we examined the human resource welfare and working environment in the human resource management system (evaluation of human resource development activities, human resource development activities, and human resource commitment). This case study is meaningful in that it evaluates and analyzes from the perspective of human resource-oriented for companies growing together with one member as one of the measures for enhancing competitiveness of SMEs. 중소기업들의 경쟁력 제고를 위해서 인적자원개발을 위한 활동이 중요함에도 불구하고, 현장에서는 여러 다양한 이유(인력과 학습 인프라, 예산 부족 등)으로 취약한 실정이다. 따라서 인재를 육성 및 관리하고 이를 효과적으로 높일 수 있는 중소기업만의 인적자원개발 체계가 수립 및 운영될 필요가 있다. 이에 본 사례연구는 중소기업의 인적자원 관리와 개발의 중요성에 대한 이해를 제고시키는 것이 목적이다. 이러한 목적을 달성하기 위한 인적자원 관리와 개발에 관한 분석의 프레임워크는 국가품질상 평가기준 중 한 요소인 인적자원중시 영역이다. 인적자원중시는 인적자원의 잠재력을 활용하여 조직의 전사적 미션, 전략, 실행계획을 구현할 수 있도록 인적자원을 어떻게 관리하고 개발하는 지를 평가하는 항목이다. 세부적으로, 인적자원관리 체계(인적자원 충실화 활동, 인적자원 개발 활동 및 인적자원헌신의 평가)에 인적자원복지와 근무환경에 대해 살펴보았다. 본 사례연구는 중소기업의 경쟁력 강화의 방안 중 하나로서 구성원과 함께 성장하는 기업을 대상으로 인적자원중시 관점에서 평가 및 분석하였다는 점에서 의의가 있다.

Development of a Sustainable HRD Ecosystem Model and Indicators

김주석(Kim, Juseuk) 학습자중심교과교육학회 2021 학습자중심교과교육연구 Vol.21 No.10

목적 지식기반사회 및 100세 시대에 돌입하면서 지속가능한 교육생태계 구축 및 이를 지원 할 수 있는 인적자원개발에 관한 연구는 매우 필요한 주제이다. 또한, 미래사회에 대처하기 위한 국가차원의 지속가능한 인재육성 체제를 구축하는 것이 매우 필요하지만, 이러한 활동이 얼마나 잘 수행되고 있는지에 대한 국가별 진단 및 평가는 부족한 실정이다.방법 기존의 각 국별 교육성취도 및 인적자원능력을 측정하려는 노력이 있었지만, 지속가능한 인적자원체계를 비교 평가하는 지표로서는 한계가 존재한다. 따라서 본 연구는 국제적으로 비교 평가할 수 있는 지속가능한 인적자원개발 지표를 개발하고 적용하는 것을 목표로 한다.결과 이 연구는 세 부분으로 구성된다. 첫째, 지속가능한 인적자원개발에 대한 이론적 검토 및 기존 인적자원개발 지표들을 비교한다. 둘째, 선행연구를 바탕으로 지속가능한 인적자원개발 지표개발 과정을 소개한다. 셋째, 이러한 과정을 통해 개발된 지표를 바탕으로 인적자원개발 지속가능성 국가 순위를 도출한다.결론 그리하여 본 연구에서 선정한 지표는 각국의 지속가능한 인재육성 체제를 평가하는데 사용될 뿐만 아니라, 주요국가들과의 비교를 가능하게 한다. 또한 각 국가의 지속가능한 인적자원개발 시스템과 관련된 정책을 평가함으로써, 이를 기반으로 각국별 인적자원개발의 지속가능성을 높일 수 있을 것으로 기대한다. Objectives Despite the knowledge-based society and the age of 100, research and practical tools for sustainable education ecosystem and human resource development that can support it are currently very scarce. In addition, building a sustainable human resource development system at the national level is very important for improving human life quality and coping with the future society, but there is a lack of diagnosis and evaluation of how well these activities are performed. While there are efforts to measure national educational achievement and human resource abilities, there are limitations as indicators for comparing and evaluating sustainable human resources systems. Therefore, this study aims to provide an index of sustainable human resource development that can be compared and evaluated internationally. Methods This study consists of three major parts. The first part is a comparison between the theoretical review of sustainable human resource development and the index related to existing human resource development. The second is an introduction to the development process of sustainable human resource development index based on these prior studies. The third part compares the national ranking of human resource development sustainability based on the indexes developed through this process. Results The indexes selected in this study will not only be used to assess sustainable human resources development systems in each country, but will also enable them to compare with those of major countries in the world. Conclusions The indexes selected in this study will not only be used to assess sustainable human resources development systems in each country, but will also enable them to compare with those of major countries in the world. It is expected that countries around the world will be able to evaluate policies related to sustainable human resources development systems and use them as a basis for decision-making to enhance the sustainability of human resources development.

인적자원개발의 투자 결정요인에 관한 연구

김연식 ( Yeon-shik Kim ),손민일 ( Min-il Son ),오병조 ( Byung-jo Oh ) 사회혁신기업연구원 2021 혁신기업연구 Vol.6 No.2

오늘날 정보, 지식, 기술의 중요성이 확대되면서 무형자산을 창조하고 혁신적으로 활용할 수 있는 인적 자원의 중요성이 인식된다. 인적 자원 개발의 기업 내 전략적 중요성, 그리고 근로자 개인의 삶의 질 향상을 모색하는 방안으로 지속적으로 확대되고 있으며 세계적으로 인적 자원 개발을 위한 교육 훈련의 투자가 확대되고 있다. 본 연구는 기업의 인적 자원개발 투자의 결정요인을 연구하는 데 목적이 있다. 이러한 목적을 달성하기 위해 첫째, 기업의 인적 자원개발 투자에 있어서 인적 자원개발이론과 구성항목에 대해 고찰한다. 둘째, 전략적 인적 자원관리가 인적 자원개발 투자의 결정요인이 되는지 살펴보고자 한다. 셋째, 인적 자원개발 투자요인에 대해 알아보고자 한다. 넷째, 연구 결과와 시사점을 도출한다. 본 연구에서는 아래와 같은 결과를 나타냈다. 첫째, 기업 속성요인에 따라 기업의 규모가 크고 매출액이 높을수록 인적 자원개발 투자에 적극적이라는 것을 판단할 수 있다. 둘째, 인적 속성 요인에서 학력이 큰 설명계수를 보인 것은 논란이 나타냈다. 셋째, 기업의 전략적 인적 자원 관리는 인적 자원 개발 투자와 매우 중요한 관계를 갖는다. Today, as the importance of information, knowledge and technology continues to expand, the importance of human resources that can innovative create and use intangible assets is recognized. The strategic importance of human resource development within companies and the quality of life of individual workers is expanding, and global investment in human resource development education and training is increasing. The aim of this study is to examine the determinants of corporate investment in human resource development. To achieve this objective, firstly, Human Resource Development theory and its components in corporate Human Resource Development investment are reviewed. Secondly, we will examine whether strategic human resource management is a determinant of Human Resource Development investment. Thirdly, the factors of Human Resource Development investment are examined. Fourthly, the findings and implications of the study are drawn. This study shows the following results. Firstly, it can be judged that the larger the company and the higher the sales, the more aggressive the investment in human resource development. Secondly, it is controversial that education shows a larger explanatory coefficient in the human attributes factor. Thirdly, there is a very important relationship between strategic human resource management and investment in human resource development in companies.

국가인적자원개발의 전개맥락

나일주(Rha Ilju),변현정(BYUN Hyunjung) 한국방송통신대학교 미래원격교육연구원 2007 평생학습사회 Vol.3 No.2

In knowledge society where creation of knowledge is regarded as the core of nation's wealth and competitiveness, the governments around the world have started to use the term 'human resources' in their ministries or departments as a part of making an efforts to develop human resources. Although many nations share the word 'human resources,' the way of interpretation or application of it is diverse depending on their situations. The government in Korea has shown the interest on human resources development in national level, by promoting the Minister of Education to the Deputy Minister of Education and Human Resources, and by the President taking the seat of the head in Committee for National Human Resources. Although innovative efforts for national human resources development have been found since 2000, it is difficult to say that this efforts recently begun. Korea achieved dramatic economic growth for last 50 years. The reason of this growth was found in education for developing human resources. In this context, this study is to investigate conceptually the social context of implementing process in National Human Resources Development(NHRD). This study consists of four parts: the theoretical backgrounds, policy development process of NHRD, institutional development process of NHRD, and future directions for NHRD. The research method is focused on documents and literature review. The main points of each part are as follows. First, human capital theory, education and economic development, performance technology, and competency theory were reviewed. Three theories, except education and economic development, were originally used to explain human resources development in personal or corporate level. However, all four theories were expanded to interpret human resources development from personal or corporate level to the national level. Second, the National Human Resources Development in Korea was supported by educational policy to supply labors to meet the industrial needs for last 50 years. As the national industry was developed from labor oriented light industry, capital intensive heavy industry, technology intensive high tech industry to knowledge based industry, educational policies were also changed from literacy education, skill or technology focused education, the quantitative growth of higher education to qualitative higher education accordingly. Third, NHRD became the important issue in Korea and the institutional development in NHRD has got down to business since 2000. The human resources law and polices were established, the special committee was organized and the president became the head of the committee. Finally, the future directions for NHRD were suggested considering the needs of the present and future times. Firtst, NHRD policies should focus on developing human resources fitting for global standards. Second, the investment in research organizations or higher education institutions need to be considered. Third, the government need to minimize the intervention and to focus on marketization.

효과적 인적자원개발 및 투자를 위한 인적자원회계 재조명

장영철(Chang Young Chul) 한국경영사학회 2005 經營史學 Vol.36 No.-

Recent development in Human Resource indicated that firm’s future potential was more likely to be a function of intangible assets like intellectual capital or human capital. As a result, it became imperative to come up with more sophisticated tools or instruments to analyze the economic value of human resource development. Furthermore, it is necessary to distinguish human resource development investment and expenditure. For this purpose, the human resource accounting was reexamined to see if it could help HR professionals to diagnose the stock and flow of Human Capital. In the era of knowledge-based economy, measurement and evaluation of human assets become so important that the investment analysts and even management needed to figureout the changes associated with the introduction of Human Resource Accounting. Also, it should be assured that organizations should be changed in a way to enhance the transparency of the intangible assets as well as the tangible ones. It implied that introduction of Human Resource Accounting is both opportunity for effective human resource development and challenge to drive cultural changes in the organization.

Human Resource Development Model in China s Electronic Trade Based on Industry-University-Research Cooperation

문화(Hua Wen),서용원(Yong Won Seo) 중앙대학교 한국전자무역연구소 2022 전자무역연구 Vol.20 No.1

연구목적: 최근 중국에서 전자무역이 빠른 발전을 가져오고 있음에 따라 전자무역인재에 대한 새로운 수요가 유발되고 있다. 이는 대학에 대해서도 전자거래학과의 발전에 새로운 요구를 제기하고 있다. 이와 관련하여, 산학연협력을 통한 전자무역인재 양성은 기업의 수요, 대학의 교육, 학문적 연구를 상호 결합하는 새로운 교육모델로서 주목받고 있다. 본 연구에서는 산학연협력을 통한 전자무역인재의 양성방안을 고찰하고 전자무역인재 양성과 공동발전을 위한 플랫폼의 방향을 제시한다. 논문구성/논리: 본 연구의 논리와 구성은 다음과 같다. 서론에서는 연구의 배경과 연구목적을 기술한다. 제2장에서는 중국 전자무역의 발전현황과 인재양성체계의 현황을 파악한다. 제3장에서는 중국의 전자무역 인재양성체계에 존재하는 문제점을 대학, 기업, 연구기관, 정부의 다각적 측면에서 분석한다. 제4장에서는 산학연협동을 통한 인재양성방안을 제시하고, 마지막 제5장의 결론에서는 연구내용을 요약하고, 핵심적인 시사점을 제시한다. 결과: 중국의 전자무역 인력 양성체계의 문제점과 개선방향의 분석을 통하여 도출한 중국의 산학연협동을 통한 전자무역인력 양성방안은 다음과 같다. 첫째로 인재양성체계를 실무중심으로 혁신하고 시장수요에 부합한 실천역량을 갖춘 인재를 공급하도록 인재양성을 최적화하여야 한다. 둘째로 산학연협력에 기반한 교육체계의 확보와 교수진 교류가 필요하다. 셋째로 대학의 교육과정을 개편하고 교육목표의 재설정과 관련 교과목 및 교재의 개선이 필요하다. 독창성/가치: 본 연구는 중국 전자무역 인력양성체계의 현황과 문제점을 심도있게 분석하고 전자무역 산업의 요구에 부합하는 인재의 필요역량을 분석하였으며, 이에 부합하는 전자무역인력 공급을 위한 인재양성체계를 제시하였다는데 의미를 가진다. Purpose: E-trade in China has been rapidly developing as a new form of trade, in recent years, which incurs new demands for e-trade talents and requires changes in e-commerce education system. Fostering e-trade talents through the three parties joint cooperation including industry, universities and research institutes is a new educational model that satisfies the new human resource demands of e-trade industry. Therefore, the purpose of this research is to propose the innovative education system utilizing the close cooperation and exchange of corporations, universities, and scientific research institutes, in order to nurture the human resources satisfying the requirements of capabilities and talents in the developing direction of e-trade industry of China. Composition/Logic: This paper is organized as follows. The introduction describes the development background and purpose of research. Chapter Ⅱ examines the development status of China s e-trade and the human resource development system in e-trade area. Chapter Ⅲ presents the detailed multi-aspect analysis of the problems in the human resource development system in China s e-trade. Chapter Ⅳ presents the innovation direction of human resource development utilizing the three parties joint cooperation. Finally, the conclusion Chapter Ⅴ summarizes the research contents and provides major insights. Findings: Through the multi-aspect analysis of China s human resource development system in the area of e-trade development, we propose the following innovation direction. First, the human resource development system should be innovated focusing the practical ability. Second, the university education system should be redesigned based on the three parties joint cooperation model, and the interchange of experts in education is required. Third, the university education system of e-trade should be innovated accompanying resetting of the education objective and redesign of the coursework and relevant teaching materials. Originality/Value: This study provided in-depth multi-aspect analysis of China s current status and problems in the area of e-trade relating human resource development. The required capabilities of human resources to satisfy the e-trade industry s trends is presented. Based on the discovered issues and required capabilities, this research provided the innovative human resouce development model utilizing the three-parties joint cooperation. These include industry, universities, and research institutes.