Earticle

이 연구의 목적은 국내 대기업 인적자원개발 담당자들이 인적자원개발이 달성하기 위해 노력해야 한다고 믿고 있는 목표로 나타나는 일련의 개인의 가치성향을 측정하는데 있었다. 인적자원개발의 6가지 가치성향 척도에 기초하여, 인적자원개발 영향력의 소재 및 인적자원 개발 결과물의 두 가지 축으로 구분된 6가지 가치성향을 측정하였다. 이 연구의 결과, 인적자원개발 담당자들은 작업에서의 의미(CEW, BCO)를 중시하는 가치 성향이나 학습(BCTL, CLS)를 중시하는 가치성향보다, 수행/성과(IJSP, MOG)를 중시하는 가치성향을 가지는 것으로 나타났다. 이 연구는 국내 대기업 인적자원개발 담당자들이 점점 더 조직이 사업 목표를 달성하는데 도움을 주는 폭넓은 역할을 수행하는 것이 요구되고 있 음을 나타낸다.

The objective of this study was to measure a set of individual value orientations that reflect the goals that HRD practitioners in large corporations in Korea believe HRD should strive to achieve. Based on the value orientations scales of HRD (Bates & Chen, 2004), six values reflecting two value facets (locus of HRD influence and HRD outcomes) were measured. Research results indicated HRD practitioners had value orientations towards HRD based on performance outcome (IJSP, MOG) rather than meaning outcome (CEW, BCO) and learning outcome (BCTL, CLS). This research indicates that HRD practitioners in Korea increasingly are being asked to perform a broader role in helping their organizations reach business objectives.

The purpose of this study was to investigate the possibility of experiential learning as an new approach to far transfer. Practically, researcher assumed that elements of experiential learning(reflection on job-related experience and generalized concept) impact on far transfer. Theoretically, Kolb's experiential learning model, Jarvis' adult learning process model, and Mezirow's reflective practice model supported this assumption. Based on theoretical review, researcher constructed Structural Equational Model(SEM) among reflection on job-related experience, generalized concept, and far transfer. Before testing SEM, the validity and reliability of survey tools were analyzed. The analyses showed that validity and reliability of survey tools were acceptable. SPSS 12.0 and LISREL 8.30 programs were utilized for testing the SEM. According to the results of testing SEM, reflection on job-related experience had direct effect on far transfer and indirect effect through generalized concept. Fit index of the SEM were acceptable(CFI=0.95, GFI=0.93, NFI=0.94, RMR=0,041, RMSEA=0.035). Researcher suggested some implications based on these results. First, experiential learning model or process may be considered as an approach for explaining how far transfer to come about. Second, reflection on job-related experience and generalized concept had positive effects on gar transfer, so if learner have the abilities related with reflection and generalized concept, he can do far transfer better. Therefor organizations need to run educational programs about how to reflect on my job and utilize informal learning for their employees. Third, researcher suggested some limits of this study such as data collected from a Korean company, common method variance, not fully inclusion all variables related with experiential learning process.

이 연구의 목적은 정부주관 중소기업근로자 지원사업의 성과를 분석하기 위한 사업시행 교육훈련기관의 심사지표를 개발하는 데 있었다. 이를 위하여 한국산업인력공단이 중소기 업 경쟁력 강화 및 인적자원개발 투자확대를 유도하고자 하는 목적으로 2006년부터 실시해온 “중소기업 핵심직무능력향상 지원사업”을 중심으로 문헌연구, 조사연구, 전문가협의회 등을 실시하였다. 먼저 문헌연구를 통해 교육기관 평가에 관한 이론적 고찰을 실시하고, 핵심직무능력향상 지원사업 추진현황을 파악하여 심사지표 개발 방향에 대한 시사점을 도출하였다. 그리고 설 문을 활용한 조사연구를 통하여 교육생의 만족도 및 현업적용도를 평가하고, 사업 시행 기 관의 효과성에 대한 시사점을 도출하였다. 마지막으로 전문가협의회를 통해 심사영역, 심사 항목 및 심사지표의 타당성을 검토하고, 1차 개발안을 대한 검증 및 수정을 통해 최종적으 로 4개 심사영역, 13개 심사항목, 29개 심사지표를 개발하였다.

The purpose of this research was to develop evaluation index for educational training organization which implements its business to analyze the performance of government centered supporting project for small and medium enterprises’ employees. For this purpose, this study performed literature research, investigation and expert meetings with the supporting project for core job competency development in small and medium enterprises by Human Resources Development Service of Korea as the center. First, it studied the theories of evaluation of educational organization via literature research, and followed up with the on-going supporting project for core job competency development. Second, it evaluated the satisfaction of learners and job application through investigation with survey and derived the implication of the effect of organization which conducts project. Lastly, it examined the validity of evaluation field, evaluation item and evaluation index through expert meeting, and verified and revised the first development plan, and then developed four of evaluation fields, thirteen of evaluation items and twenty nine of evaluation indexes.

이 연구는 재학생의 원활한 취업을 위해 실시되고 있는 A대학 비서과의 모의면접행사에 대한 사례연구로서, 2007년과 2008년에 시행된 모의면접에서 입상한 입상자를 주참여자로 선 정하여 이들과의 인터뷰와 그 외 참여자의 인터뷰를 통해 이루어졌으며, 모의면접을 촬영한 DVD, 연구자의 참여관찰지, 심사자의 심사평, 주참여자의 취업서류 등의 자료를 분석하였 다. 이 연구의 결과는 첫째, 응시생들은 모의면접을 학과의 전통인 귀중한 행사로서‘국보급 문 화재’로 인식하고 있었으며, 1차와 2차의 모의면접에 대한 인식은 약간 다르게 나타났지만, 이 둘이 시너지 작용을 하여 더 좋은 성과를 낳는 것으로 보인다. 둘째, 모의면접에 입상한 주 참여자들의 준비과정을 탐구한 결과 지속적 탐구형, 독립적 완결형, 사교적 시뮬레이션 형 의 세 가지로 그 형태를 구분해 볼 수 있었다. 셋째, 입상자가 생각하는 성공의 요인은 밝고 당당한 이미지메이킹, 논리적․글로벌 커뮤니케이션, 실전투입가능성으로 나타났다. 넷째, 준 비과정의 지속적 탐구형은 커뮤니케이션 능력과 실전투입가능성을, 독립적 완결형은 이미 지 메이킹 능력을, 사교적 시뮬레이션형은 세 가지 성공요인 모두를 향상시키는데 관련성이 나 타났다. 또한 성공요인 중 이미지메이킹과 커뮤니케이션은 입상자와 면접관이 모두 중요한 성공의 요인으로 느끼는 것에 비해, 실전 투입 가능성은 입상자와 면접관이 성공의 요인이 라는 데는 동의하지만 입상자보다 면접관이 더욱 중요하게 인식하고 있었다

This study was qualitative case study of the simulated employment interview in A College majoring in secretarial administration. The purpose of this study was to explore the student's preparative process of the simulated employment interview and its key success factors. A qualitative case study was used and data were gathered from seven purposely selected students as main informants who got a prize in the simulated employment interview in the year of 2007 and 2008. The major findings were as follows: First, the student appreciated that the simulated employment interview are valuable event like a 'cultural property,' Although the first and the second event are individually recognized, there is a synergy between two events. Second, there are three patterns in preparative process of simulated employment interview as a consistent exploratory, a self-mastery, a cooperative simulation. Third, the key success points of the simulated employment interview are confident image making, logical and global communication ability, and the ability of practical affairs in workplace. Fourth, the consistent exploratory is related to the ability of communication and practical affairs. There is relationship between the self-mastery and image making ability. Furthermore, the cooperative simulation seems to be effective to improve three abilities. Also, both informants and interviewers acknowledge that the image making and communication abilities are precious success points, but the practical ability for the workplace is more important perceived factor to interviewers than informants.