전략적 인적자원개발 활동의 설계와 평가 ：대구도시가스(주) 사례를 중심으로
A Study on the Development and Evaluation of SHRD
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초록
최근 우리기업들은 세계적인 개방화와 국제화의 추세에 따라 인적자원의 고도화를 위하여 기업교육에 주력하고 있다. 또한 기업의 내적구조를 강화하기 위한 교육훈련의 필요성은 그 어느 때보다도 중요성이 더해가고 있는 상황이다. 인적자원개발을 통한 성과창출 측면에서 이제는 기업교육의 관점이 활동지향(Activity-oriented)에서 결과지향(Result-oriented)으로 바뀌어야 하며, 인적자원개발 활동 또한 조직의 전략과 연계되어야 할 것이다. 본 연구는 급변하는 기업환경상의 요구에 부응하여, 기업의 내부구조를 강화하기 위해 조직의 전략과 연계된 조직 내 학습활동을 전략적 인적자원개발(SHRD) 관점에서 어떻게 수립하고 실시할 것인가에 대한 절차와 방법을 제시하는 데 그 목적이 있다. 본 연구의 과정 및 활용 측면에서 설명할 수 있는 시사점은 다음과 같다. 첫째, 사례기업은 미래지향적인 관점에서 학습활동을 설계하였다. 미래지향성은 조직의 비전과 밀접한 관련을 맺고 있는데, 이와 같은 관점에서 조직의 미래 성장동력을 확보하기 위한 제를 도출하고 해당 과제를 해결해 나감에 있어 인적자원개발 활동이 어떠한 지원을 해야 하는 가를 탐색하고, 이에 대한 해답이 조직 내 학습활동에 반영될 수 있도록 하였다. 둘째, 조직의 전략과 연계된 인적자원개발 활동이 궁극적으로 조직에 어떠한 기여를 하였는가를 평가하기 위한 시도로써, 결과지향적인 관점에서 학습효과를 평가하기 위한 교육평가 방안을 도출하였다. 조직에 대한 기여도는 인적자원개발 활동, 특히 학습의 결과로 인해 발생하는 ‘학습결과물’을 통해 확인하고자 하였다. 이는 학습의 결과가 조직 내 성과창출에 있어 유의미한 영향을 미쳤다는 논거로 작용할 수 있는 토대를 마련할 수 있을 것으로 판단된다.
Abstract
Recently companies concentrate their efforts on corporate education for the advancement of human resources according to global opening and internationalization. Also the necessity of education & training to strengthen corporate inner structure is getting important. In the aspect of the creation of performance through the developmentof human resources, now the view of corporate education should be changed Activity-oriented into Result-oriented one, and the development activities for human resources also should be connected with the strategy of organizations. This study aims at presenting procedures and methods to establish and carry out learning system within the organization related to organizational strategy for the enforcement of corporate inner structure with the view of SHRD corresponding to rapidly changing business environmental demand. The implications, which could be explained in the aspect of the procedures and usages of this study, are as follows. First, case corporate established learning system based on future-oriented view. Future orientation is closely linked with organizational vision. In that point, I derived tasks to obtain future growth engine of organizations, searched what kinds of support should be made by the development activities for human resources to solve the tasks and reflected the answers to the learning system in the organization. Next, as a trial to evaluate the contribution made by the activities of human resource development ultimately related to the strategyof organization, I derived a method of educational evaluation with result-oriented view. The contribution to organization was confirmed through the ‘learning results’ produced by the activities of human resource development, especially the results of learning. It would be decided that the results of learning could make a basis which could be worked an ‘evidence’ that made significant influence on the creation of performance within the organization.
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