미국에서의 논쟁 분석을 통한 HRD 개념 정립과 I-A모형에 기초한 HRD 도전과제 분석
Analysis of Conceptual Debates on HRD in the U.S. and Challenges to HRD Based on the I-A Model
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초록
이 연구는 학문 분야로서 HRD의 기틀을 마련한 미국 내에서의 HRD 개념과 관련된 논쟁을 분석하여 HRD의 개념을 명확히 하고, HRD에의 도전과제를 분석함으로써 HRD가 독립된 학문 분야로 자리매김 하는 데 기여함에 주된 목적이 있다. 이를 위해 저서 및 논문이 분석되었고, 특히 HRD에의 도전과제는 I-A모형을 바탕으로 제시되었다. HRD는 조직의 수행 향상을 목적으로 하여 향상 또는 변화된 조직을 최종 산출물로 하는 학습 체제와 관련된 이론, 연구, 실천이 통합된 응용학문 분야로 이해되어야 하고, HRD에의 도전과제로는 노동시장의 변화, 정보 범람, 세계화, 조직의 윤리성과 책무성에 대한 요구, 다양화, 아웃소싱, HRD와 HRM의 통합, 임파워먼트, 전략적인 접근, 조직학습, 기술 혁신, 비용 효과 등이 제시되었다. 향후 이론-연구-실천의 상호보완적인 관계에 터하여 HRD 관련 지식이 생성되고, 도전과제의 극복 방안에 대한 구체적인 연구가 요청된다.
Abstract
Human Resource Development(HRD) has a long history of practice but, relatively, has a short period of history as a field of discipline. The primary purpose of this article was to analyze conceptual debates on HRD and challenges to HRD. Literatures on HRD were reviewed and the I-A model was introduced to present the challenges to HRD. HRD should be understood as an applied field of discipline, in which theories, researches, and practices regarding a learning system are integrated. The final output of the learning system is an improved or a changed organization and the final goal of the learning is to improve the performance of an organization. The challenges to HRD identified were labor market dynamics, information explosion, globalization, demand for more ethical and socially responsible organizations, diversity, outsourcing, integration of HRD and HRM, empowerment, strategic aspects of HRD, organizational learning, technological innovation, and ROI analysis. Knowledges regarding HRD should be generated according to complementary relations among theory, research, and practice in the future and substantial overcoming plans to challenges to HRD are necessary to be studied.
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