기업의 교육훈련 시스템 유형의 선택에 관한 실증연구 = An Empirical Study of Selection Mode for the Training & Education System in the Korean Firms

다국어 초록 (Multilingual Abstract)

World economies is bringing more intense pressures to korean government and enterprise for greater harmonization not only in trade policies but also in environmental, human resources and labor standards.
First of all, The most important thing is cope with a difficulty of rapid changing turbulent world context. To the management of korean enterprise, there are so many changing factors, for examples, world trade market situations, korean governmental macroeconomic, financial and monetary policies, sophisticated technological innovation, and changing human resources needs.
So the management of korean enterprise have to carefully consider these changing factors and make a proper measure to take. In particular they have to be focused on human resources needs within the world contextual standard. Because of these reasons, education and training should receive more attention. The training of employees and the development of their skills and careers have many advantages for the firm. First of all, they help the firm meet its immediate human resource needs. Over the long run, training and development ensure that the firm's employees are ready to meet future challenges. A wide range of approaches to training and development have been devised and some have had considerable success.
In this study, we will look at human resource training and developing employees .We will close by discussing approaches to appraising a typology of education·training system and looking for relationship between situational traits and performance. The research methods are literature and empirical survey. In particular empirical survey, there are three hypothesis. these hypothesis are tested by questionaire survey. Results are as follows ; Firstly, environmental unstability is important factor to the education-training system and deeply related, Secondly, organic structure is important factor to the education·training system. Thirdly, competency-based human resources is not meaningful difference between education·training system.
On the basis of the above results, research proposals are as follows ;
Firstly, we will try to rebuild up a general and universal typology of education·training system by national unit based survey and time series analysis, Secondly, we will to expand related factors, for examples, corporation strategy, In particular I hope corporation strategy will join my research fact-finding results in the near the future.

국문 초록 (Abstract)

과거 산업화 시대와는 달리, 지식경영시대의 기업들은 생존을 위해 외부 환경변화에 항상 관심을 기울여야만 하는 상황이다. 기업 내부에서는 인적자원이 지속적인 기업 성장의 키워드라는 데 의견을 모아, 성장 주체의 원동력으로써 인적자원의 교육훈련에 큰 의미를 부여하기 시작했다.
본 연구에서는 기업 내에서 행해지는 교육훈련의 특수성을 이해하기 위해 기업 교육이 인적자원관리(HRM)에서 차지하는 역할과 더 나아가서는 기업 전반에 차지하는 역할 및 교육훈련의 상황적 특성까지 살펴보고자 하였다. 특히 실증분석을 위한 자료수집의 방법으로 표준화된 설문지를 활용하여 결과의 비교가능성을 높였다. 결과적으로 총 147개의 기업을 대상으로 자료를 분석, 교육훈련 시스템의 유형에서 환경의 불확실성과 유기적인 조직구조가 개인능력 중심의 교육훈련 시스템에 긍정적인 영향을 미치는 것 등을 알아냈다.
현재와 같은 지식기반 경제에서는 인적자원을 비롯한 지식 자본과 기술경쟁력만이 무한 경쟁을 이겨낼 수 있으므로, 인적자원에 대한 교육훈련 시스템의 중요성은 아무리 강조해도 지나치지 않을 것이다.

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