HRD 평가 장애요인 탐색: HRD 담당자의 경험을 중심으로
The obstacles to HRD evaluation in practice: A phenomenological study on HRD practitioners’ experiences
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본 연구는 HRD 담당자들의 평가 경험 분석을 통해 현재 HRD 평가의 장애요인이 무엇인지 탐색하는 것을 목적으로 한다. 이를 위하여 13명의 HRD 담당자를 대상으로 1:1 인터뷰를 실시하고 Van Kaam의 자료분석 방법을 활용하여 인터뷰 내용을 분석하였다. 분석 결과는 24개 범주, 7개 하위주제, 3개 주제로 묶였으며, 최종적으로 평가자의 평가 역량 부족, 평가에 대한 리더의 관심과 의지 부족, 조직의 평가력 부족이 HRD 평가 장애요인으로 도출되었다. 첫째, HRD 담당자, 학습자, 강사 등 평가주체의 평가 역량 부족이 HRD 평가 장애요인인 것으로 나타났다. HRD 담당자에게 평가는 업무 우선순위나 역량개발 우선순위가 낮은 편이며, 학습자와 강사는 평가에 대한 전문성이 부족하다. 둘째, 평가에 대한 리더의 관심과 의지 부족이 HRD 평가 장애요인인 것으로 나타났다. HRD 평가 활성화를 위해서는 리더가 HRD 철학을 가지고 명확하게 방향을 제시하고, 평가에 관심을 가지고 관리해야 한다. 리더의 요구가 일관성이 결여되거나 무관심할 경우 평가가 제대로 이루어지기 어렵다. 셋째, 조직의 가치, 자원, 구조, 문화 등 전반적인 평가력 부족이 장애요인인 것으로 나타났다. HRD가 무엇이고 무엇을 해야 하는지에 대한 조직차원의 합의 부족, 평가를 위한 시간이나 정보 등의 자원 부족, 평가 결과에 기초하지 않은 의사결정 구조, 평가에 대해 회의적인 조직 분위기 등은 HRD 평가의 현실적인 장애요인이다. HRD 평가에 장애가 되는 평가자 개인 요인, 리더 요인, 조직 요인들은 서로 복합적으로 얽혀 있으며, 이를 극복하기 위해서는 보다 거시적 차원의 조직개발 접근이 요구된다.
Abstract
The purpose of this study is to investigate the obstacles of HRD evaluation through analysis of evaluation experiences of HRD practitioners. 13 HRD practitioners 1:1 interviewed and the interview scripts were analyzed applying Van Kaam data analysis method. The contents were grouped into 24 categories, 7 sub-themes and 3 themes, obstacles to HRD evaluation. First, the lack of evaluation competencies of HRD staffs, instructors, and learners was an obstacle factor to HRD evaluation. Evaluation is low in both business priorities and competency development priorities for HRD practitioners, learners, and instructors lacks expertise as an evaluator. Second, the lack of interest and willingness of the leaders in the evaluation was an obstacle factor to HRD evaluation. Clear and consistent direction of leader based on HRD philosophy is required in order to vitalize HRD evaluation. Third, the lack of evaluation capacity, such as organizational values, resources, structure, and culture, is a barrier to HRD evaluation. HRD practitioners are facing lack of organizational consensus on what HRD is and what HRD to do, lack of resources such as time and information for evaluation, decision-making structures that are not based on evaluation results, and skepticism about evaluation. Three obstacle factors, lack of evaluation competency of the evaluator, lack of leader 's interest and willingness to evaluation, and lack of evaluation capacity of organization, are complex and intertwined. In order to overcome the obstacles to HRD evaluation, it is necessary to approach from the perspective of organizational development.
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