HRD 담당자들의 기업교육 프로그램 평가 요구 분석 = Exploring HRD Practitioners' Evaluation Needs for Training Programs

다국어 초록 (Multilingual Abstract)

Human resource development(HRD) is pervasively regarded as an organizational effort that is ultimately geared into performance improvement through learning. For HRD practitioners, it is a paramount issue to demonstrate the linkage between training interventions and performance improvement either at the individual or organizational level. This issue is believed as a critical purpose of evaluation in the field of HRD. This study is aimed at exploring evaluation needs for training programs that HRD practitioners hold. Stufflebeam's CIPP evaluation model is applied as a theoretical framework for this study. By identifying discrepancy between HRD practitioners currently evaluation practice and their preference with information about program's context, input, process, and product, we attempt to suggest both what information is currently pursued and what information should be pursued. This study shows that HRD practitioners particularly have informational needs on program product. Particularly, information about the extent to which individual performance is improved and about the impact of training interventions on organizational result in terms of finance. When it comes to evaluating program context, the connection between HRD functions and host organization's strategic needs is revealed as a primary issue for evaluation. HRD practitioners in this study also indicate that learner's readiness to attend training programs that covers motivation, job attitude, and learning experience as vital information in terms of program inputs. Finally this study highlights that in spite of much criticism on the effectiveness of evaluating learner's reactions, HRD practitioners still assess the level of participants' satisfaction on the program.

국문 초록 (Abstract)

본 연구는 프로그램 평가의 핵심 이해관계자인 HRD 담당자의 프로그램 평가 정보에 대한 요구를 탐색하는 것을 목적으로 한다. 이를 위해 Stufflebeam의 CIPP 모형을 활용하여 기업체 HRD 담당자를 대상으로 설문조사를 실시하였으며, 현재 이루어지고 있는 평가와 앞으로 필요하다고 생각되는 평가 사이의 불일치를 분석하여 요구를 도출하였다. 연구 결과 HRD 담당자들은 결과평가에 대해 높은 수준의 요구를 가지고 있었으며, 특히 교육을 통한 업무 수행 능력 향상 정도, 금전적비금전적 차원에서 조직 성과에의 기여 여부에 대한 평가 요구가 높았다. 또한 상황평가에서는 교육과 경영전략의 연계에 대한 평가 요구가 두드러져 전략적 HRD로서의 기능 여부를 검증하고자 하는 요구가 있음을 알 수 있다. 그 외에도 투입평가에서는 교육 내용의 학습자 요구 반영수준에 대한 요구가, 과정평가에서는 학습자와 강사의 상호작용 수준에 대한 평가 요구가 높게 나타났다. 특히 프로그램에 대한 만족도 및 강사의 교육 진행 수준에 대한 평가는 현재 적극적으로 이루어지고 있지만 앞으로도 지속적으로 이루어져야 할 것으로 나타났다.

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