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안영식,Gary N. McLean 숭실대학교 한국평생교육ㆍHRD연구소 2010 평생교육 · HRD연구 Vol.6 No.1
As the importance of national human resource development (NHRD) continues to grow, there is increasing concern about HRD for improving regional survival and competitiveness. Having the appropriate quantity and quality of human resources could be a power for regional growth and development. Although case studies about regional HRD (RHRD) policy have been conducted in several countries; however, no systematic research was identified on RHRD in the United States. This case study used expert interviews to focus on the Workforce Investment Act in Texas by identifying the RHRD systems and policies in Texas. Several conclusions made from this study. First, the state government in Texas conducted regional HRD policies and programs to improve regional competitiveness. Second, State and local governments were responsible for employment and training services under the WIA and managed service programs. Third, the WIA in the U.S. has several challenges still remained to enhance performances of adults or dislocated workers in labor market.
IT Companies’ HR Practices in South Korea
Yonjoo Cho,Gary N. McLean APEC국제교육협력원 2008 Asia-Pacific Cybereducation Journal Vol.4 No.1
The purpose of this study was to examine specific characteristics in IT companies’ HR practices in South Korea. Interviews with 12 HR executives and a survey of 51 IT companies showed that there were specific HR practices unique to the IT industry: a strong emphasis on talent; the importance of performance-based HR; the need for alignment of corporations, universities, and the government for an R&D workforce; and a government-led HR strategy for the IT industry in order to have a national power base.
National human resource development revisited in the Republic of Korea
Eunsang Cho,Gary N. McLean 한국교육개발원 2017 KEDI Journal of Educational Policy Vol.14 No.1
Since 2001, the concept, scope, and policies of National Human Resource Development (NHRD) in the Republic of Korea (South Korea, hereafter, Korea) have been under academic debate and policy experimentation. This article presents an in-depth case study of the evolution of NHRD models, policies, and outcomes in Korea, especially since 1998. Budget, support organizations, outcomes, barriers, and limitations of Korean NHRD were identified and analyzed. Implications provide insights not only for countries that already have NHRD policies, including Korea, but also for countries that may wish to have an NHRD vision and strategies for their national economic and social development
The experiences of Vietnamese university faculty in relation to their faculty development
Tam T. Phuong,Gary N. McLean 서울대학교 교육연구소 2016 Asia Pacific Education Review Vol.17 No.4
As Vietnam higher education has explored ways to integrate into the international community, professional development of faculty is becoming a key element. However, there is a significant shortage of faculty development (FD) in Vietnam, resulting in a large gap in quality, quantity, and qualifications between Vietnamese faculty and their colleagues in Southeast Asia. We conducted a phenomenological study to gain insights into the experiences of Vietnamese faculty in their FD. Four themes emerged: faculty’s perceptions of faculty roles, FD activity participation, factors affecting their FD, and FD desires. To improve the quality of FD in Vietnam, we offered a number of recommendations for faculty members, policymakers at different levels, and further research.
김남희 ( Nam Hee Kim ),박성정 ( Sung Jung Park ),( Gary N. Mclean ) 한국인력개발학회 2009 HRD연구 Vol.11 No.3
본 논문은 한국 기업에서 여직원들에게 제공되고 있는 교육훈련 프로그램에 초점을 맞추고 있다. 특히, 여직원들을 위한 교육훈련 프로그램의 주내용이 무엇이며, 그것에 반영되어 있는 기업의 여성인력에 대한 시각이 어떠한지를 파악하고자 하였다. 부설 연수원을 가지고 있는 기업을 대상으로 실시한 서베이 조사 결과, 기업체 여직원들이 가장 많이 참여하는 프로그램은 현재 직무 기술을 향상시키거나 일반적인 직장내 적응을 돕기 위한 내용 등이었으며, 장기적인 관점에서 미래 직무를 대비하거나 경력개발을 도모하기 위한 내용을 담은 프로그램에의 참여도는 낮게 나타났다. 반면, 기업들은 향후 여직원 교육을 위해 보다 적극적인 투자를 하고 지원을 해야 할 필요성에 대해서는 비교적 긍정적으로 반응하고 있었다. 본 연구결과는 인적자원개발의 관점에서 기업내 여직원들의 역할과 기능이라는 부분에 대하여 조직이 혹은 조직내 구성원이 근원적으로 어떠한 전제를 가지고 있는지를 이론과 실제의 차원에서 검토할 필요성을 제기하고 있다. The focus of this paper is formal company-provided in-house training for women employees in Korea. It explores the content of job training for women employees and how organizations view women employees. Based on descriptive survey results reported by managers of participating Korean companies that have in-house training centers, it was concluded that the training programs in which women employees participate are often focused on specific current job skills and general company etiquette rather than on long-term skills for future career advancement of the women employees. However, these Korean companies recognized the necessity of providing more support for women employees in the future. Human resource development professionals should be aware of these issues and support ongoing and varied inquiry, adding to both theoretical and practical applications.