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국내 기업 HRD 담당자의 퍼포먼스 컨설팅 역량에 대한 교육 요구도 분석

Title
국내 기업 HRD 담당자의 퍼포먼스 컨설팅 역량에 대한 교육 요구도 분석
Other Titles
A Needs Analysis of Performance Consulting Competencies for Human Resource Development Practitioners in Korean Corporation
Author
박상욱
Alternative Author(s)
Park. Sang Wook
Advisor(s)
송영수
Issue Date
2012-02
Publisher
한양대학교
Degree
Master
Abstract
글로벌 금융위기의 후유증이 본격화되면서 장기화된 경기 침체로 불확실성이 확대되어 가는 세계 경제 환경 속에서, 국내 기업들은 위기 재발의 대응체제를 구축하고 지속성장이 가능한 경영 체질 확립 및 경영 전략을 마련해야한다(삼성경제연구소, 2011). 이러한 환경에서 기업 경쟁력 강화와 지속 성장의 원천인 인재를 확보하고 양성하는 것이 더욱 강조되고 있으며, 인재의 양성과 개발의 중심인 HRD의 경쟁력이 기업의 경쟁력을 결정짓는 핵심 요인으로 인식되고 있다. HRD의 경쟁력 확보를 위해서는 기업 경영 전략과 목표를 파악하여 성과와 직접 연계되는 역할을 수행해야하고, 역할 수행에 필요한 역량과 전문성을 갖추어야 한다. 따라서 성과 중심의 HRD 역할 수행을 위한 HRD 담당자의 역량 개발 교육 요구도를 분석하고, 역량 개발 계획 수립의 뒷받침이 될 만한 연구가 필요하다. 이러한 연구의 필요성을 토대로 본 연구는 Borich 계수를 활용하여 국내 기업 HRD 담당자의 퍼포먼스 컨설팅 역량에 대한 현재 교육 요구도와 미래 교육 요구도를 분석하여 역량 개발 우선순위를 제시하였다. 구체적인 연구문제는 다음과 같다. 연구문제 1. 국내 기업 HRD 담당자의 퍼포먼스 컨설팅 역량에 대한 현재 중요도, 현재 보유수준, 미래(3년~5년) 중요도 인식 수준은 어떠한가? 연구문제 2. 퍼포먼스 컨설팅 역량 중 국내 기업 HRD 담당자가 인식하는 현재와 미래(3년~5년)의 교육 요구 우선순위 역량은 무엇인가? 본 연구를 위해 Rothwell(2000)의 HPI 역량 모델을 활용하였고, 국내 20대 대기업 집단 중 ISPI 참가 경험 또는 퍼포먼스 컨설팅 과정을 수료한 2개 대기업 집단 내 HRD 담당자 162명을 대상으로 설문을 실시하였으며, 연구목적에 따라 빈도분석, 대응표본 t-검증, Borich계수 산출을 진행하였다. 본 연구의 결과는 다음과 같다. 첫째, 40개 퍼포먼스 컨설팅 역량 중 현재 중요도 인식 수준과 현재 보유수준 분석 결과, 핵심 역량, 분석가 역량, 해결책 전문가 역량, 평가자 역량의 중요도 인식수준과 보유수준의 우선순위는 유사하게 나타났으나 중요도 인식 수준에 비해 보유수준이 낮은 것으로 나타났다. 둘째, 미래 중요도와 현재 보유수준을 분석한 결과, 핵심 역량, 분석가 역량, 해결책 전문가 역량, 변화관리자 역량, 평가자 역량의 미래 중요도 인식수준과 보유수준의 우선순위 차이가 나타났고, 미래 중요도 인식 수준에 비해 보유수준이 낮은 것으로 나타났다. 셋째, 퍼포먼스 컨설팅 역량의 현재 교육 요구도를 분석한 결과,‘산업에 대한 이해’,‘리더십 스킬’,‘경영에 대한 이해’, ‘컨설팅 스킬’,‘문제해결 스킬’,‘해결책에 대한 지식’‘거시적 안목’순으로 나타났다. 모두 핵심 역량 군에 해당되는 역량들로, Rothwell(2000)에 의하면 핵심역량은 퍼포먼스 컨설턴트로서 가장 기초가 되고 역할 수행에 필요한 공통적으로 요구되는 역량이다. 넷째, 미래 교육 요구도를 분석한 결과로‘피드백 스킬’, ‘산업에 대한 이해’, ‘경영의 핵심적 이슈와 변화 인식 능력’,‘경영에 대한 이해’,‘거시적 안목’,‘컨설팅 스킬’,‘리더십 스킬’등의 순으로 나타났다. 본 연구는 퍼포먼스 컨설팅 역량의 현재 수준과 중요도 수준 사이의 차이를 분석하여 역량 개발 우선순위를 체계적으로 제시한 것으로, 국내 기업 HRD 담당자의 퍼포먼스 컨설팅 역량에 대한 현재와 미래에 우선순위로 개발해야 할 역량 제시하는데 그 의의가 있다.|Under the world economic environment where is a growing unclearness due to extended economic recession as a side effect of global financial crisis, korean corporation need to build up countermeasures for recurrence of crisis and should be prepared with business constitution and business strategies for continuous growth(Samsung Economic Research institute, 2011). Under such environment, it is being more emphasized to securing and training talented human resource to improve corporate competency and promote continuous growth, and the competency of human resource development(HRD) which is the core of training talented human resource and development is being considered as the key factor in determining competencies of a corporate. To secure the competencies of HRD, it is necessary to examine the business management strategy and objective, perform the roles directly related to business performance and have required competencies and professionalism in role performance. Therefore, there is a pressing demand for a study that analyzes the needs for competencies development program for HRD management for performance-oriented HRD and supports designing competencies develop- ment plan. Based on the demand for above studies, this study analyzed the needs for present and future education of performance consulting competencies for korean corporation HRD practitioners using Borich need assessment model, then provided priorities in competencies development. The preliminary questions are as follows. Question 1. How is the recognition level of present importance, present level, future importance (3~5 years) of performance consulting competencies in HRD practitioners? Question 2. Among the performance consulting competencies, which competencies is recognized by HRD practitioners to be trained in the present and in the future(3~5 years) in prior to other competencies? For the analysis, the study, using human performance improvement(HPI) competencies model by Rothwell(2000), carried out a questionnaire survey on 162 HRD practitioners from 2 major companies who have experience in either international society for performance improvement (ISPI) or performance consulting competencies development program, and conducted frequency analysis, paired samples t-test and Borich need assessment model estimation in accordance with research objectives. The results of this study are as follow. First, in the result of analysis on the level of recognized present importance and present possession amongst 40 performance consulting competencies, the priorities between recognition level of present importance and current possession level among core competencies, analyst competencies, intervention specialist competencies and evaluator competencies appeared to be similar, however, current possession level was observed to be lower than recognition level of importance. Second, from the result of analysis on the future importance and current possession level, significant differences in priorities were observed between the recognition level of future importance and current possession level in core competencies, analyst competencies, intervention specialist competencies and change manager competencies and evaluator competencies, and the current possession level appeared to be lower than the recognition level of future importance. Third, in the result of analysis on the needs for performance consulting competencies training program, it was observed to be with higher priority in the order of ‘industry awareness’, ‘leadership skills’, ‘business understanding’, ‘consulting skills’, ‘problem solving skills’, ‘knowledge of interventions’ and ‘ability to see big picture’. All of them are included in core competencies group, and are basic and mutually required for role performance as performance consultant according to Rothwell(2000). Fourth, in the result analysis on the needs for future education, it was observed to be with higher priority in the order of ‘feedback skills’, ‘Industry Awareness’, ‘ability to identify critical business issues and changes’, ‘business understanding’, ‘ability to see big picture’, ‘consulting skills’ and ‘leadership skills’. This study analyzes the differences between current level of performance consulting competencies and level of importance and provides the priorities in competencies development thus has an important meaning in that it provides priorities in competencies that should be concerned in the present and in the future to strengthen performance consulting competencies of HRD practitioners in korean corporation.; Under the world economic environment where is a growing unclearness due to extended economic recession as a side effect of global financial crisis, korean corporation need to build up countermeasures for recurrence of crisis and should be prepared with business constitution and business strategies for continuous growth(Samsung Economic Research institute, 2011). Under such environment, it is being more emphasized to securing and training talented human resource to improve corporate competency and promote continuous growth, and the competency of human resource development(HRD) which is the core of training talented human resource and development is being considered as the key factor in determining competencies of a corporate. To secure the competencies of HRD, it is necessary to examine the business management strategy and objective, perform the roles directly related to business performance and have required competencies and professionalism in role performance. Therefore, there is a pressing demand for a study that analyzes the needs for competencies development program for HRD management for performance-oriented HRD and supports designing competencies develop- ment plan. Based on the demand for above studies, this study analyzed the needs for present and future education of performance consulting competencies for korean corporation HRD practitioners using Borich need assessment model, then provided priorities in competencies development. The preliminary questions are as follows. Question 1. How is the recognition level of present importance, present level, future importance (3~5 years) of performance consulting competencies in HRD practitioners? Question 2. Among the performance consulting competencies, which competencies is recognized by HRD practitioners to be trained in the present and in the future(3~5 years) in prior to other competencies? For the analysis, the study, using human performance improvement(HPI) competencies model by Rothwell(2000), carried out a questionnaire survey on 162 HRD practitioners from 2 major companies who have experience in either international society for performance improvement (ISPI) or performance consulting competencies development program, and conducted frequency analysis, paired samples t-test and Borich need assessment model estimation in accordance with research objectives. The results of this study are as follow. First, in the result of analysis on the level of recognized present importance and present possession amongst 40 performance consulting competencies, the priorities between recognition level of present importance and current possession level among core competencies, analyst competencies, intervention specialist competencies and evaluator competencies appeared to be similar, however, current possession level was observed to be lower than recognition level of importance. Second, from the result of analysis on the future importance and current possession level, significant differences in priorities were observed between the recognition level of future importance and current possession level in core competencies, analyst competencies, intervention specialist competencies and change manager competencies and evaluator competencies, and the current possession level appeared to be lower than the recognition level of future importance. Third, in the result of analysis on the needs for performance consulting competencies training program, it was observed to be with higher priority in the order of ‘industry awareness’, ‘leadership skills’, ‘business understanding’, ‘consulting skills’, ‘problem solving skills’, ‘knowledge of interventions’ and ‘ability to see big picture’. All of them are included in core competencies group, and are basic and mutually required for role performance as performance consultant according to Rothwell(2000). Fourth, in the result analysis on the needs for future education, it was observed to be with higher priority in the order of ‘feedback skills’, ‘Industry Awareness’, ‘ability to identify critical business issues and changes’, ‘business understanding’, ‘ability to see big picture’, ‘consulting skills’ and ‘leadership skills’. This study analyzes the differences between current level of performance consulting competencies and level of importance and provides the priorities in competencies development thus has an important meaning in that it provides priorities in competencies that should be concerned in the present and in the future to strengthen performance consulting competencies of HRD practitioners in korean corporation.
URI
https://repository.hanyang.ac.kr/handle/20.500.11754/138072http://hanyang.dcollection.net/common/orgView/200000418648
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GRADUATE SCHOOL OF EDUCATION[S](교육대학원) > MAJOR IN EDUCATIONAL TECHNOLOGY(교육공학전공) > Theses(Master)
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