조직성과 지원을 위한 HRD의 기능과 역할
A Study of HRD's Function and Role of Supporting Organizational Performance
0
조회
0
다운로드
8
인용
0
참고문헌
키워드
초록
지식 기반 경제에서 조직의 지속적인 성장과 경쟁 우위를 확보하기 위해서는 인적 자본의 활용을 어떻게 정의하고 중요성을 부여하느냐에 달려있다. 복잡해져가는 경영환경과 기술의 발전은 과거의 경영 경험으로는 풀 수 없는 새롭고 예측하기 힘든 문제를 조직에 지속적으로 해결하기를 요구하고 있다. 이를 해결하고 조직을 지속적으로 생존시키는 주역은 조직원, 그 중에서도 창의적인 인재들에 의해 가능하다. 이러한 미래 조직 성장의 핵심이라 할 수 있는 인재의 육성책임을 지고 있는 HRD 부서는 이제 그 기능과 역할에 있어 전통적인 정의에서 벗어나 새로운 정의가 필요한 상황이다. 조직의 성과를 지원하기 위한 HRD의 기능은 교육 훈련 목표와 미션에 대한 명확한 비전 제시, 조직전략에 부합한 HRD 전략 수립, 이런 관리자의 참여와 지원 유도, 효율적이고 주도적인 HRD 부서의 운영, 실용성 강조, HRD에 도움이 되는 다양한 자원의 활용, 교육의 일관성 유지, 빠른 추진력, 교육의 임계량 달성 등을 들 수 있다. 또한 조직성과 지원을 위한 HRD 전략으로는 HRD 운영을 조직전략과 일치, HRD 요소별 성과 지원 전략 수립, 체계적으로 미래 지향적인 사고 함양, 적극적인 제휴, 현장 학습 촉진, 고성과 업무 수행의 모델, 성과 향상 컨설팅 수행 등이 중요하다.
Abstract
To assure sustainable organizational growth and achieve competitive advantage at the knowledge based economy, it depends on its definition of human capital and their usage. The increasing complex and intangible management issues are another factors that increase the importance of human capital as a core solution in the organization. Traditionally, developing these human capital have been one of HRD function's main missions. It should be change HRD's role from class-centered learning and instructional effectiveness to organizational performance supporting, to become a strategical management partner. To support organizational performance, HRD functions need to align its strategy to organizational strategy and manage their work effectively. The needed strategies are clarifying business goals, building each HRD functions strategies to support performance, consulting on performance improvement, promoting systems thinking and a future orientation, building coalitions, facilitating workplace learning, integrating people and technology, brokering talent and services, modeling high-performance behaviors.
참고문헌 (25)
- Aftab, S., "An exploratory study of human resource development: A study focusing on the organizations of Islamabad and Wah regions in Pakistan", International Review of Business Research Papers, 3(3), pp.36~55 (2007)
- Auluck, R. K., "The human resource development function: the ambiguity of its status within the UK public service international", Review of Administrative Sciences, 72(1), pp.27~41 (2006)
- Austin, D., "Training's performance support imperative", Training Industry Quarterly, (Winter), pp.18~21 (2009)
- Blackman, D. A., "The role of human resource development in preventing organizational stagnation", Management Decision, 44(5), pp.628~643 (2006)
- Chermack, T. J., "Scenario planning: Human resource development's strategic learning tool", Advances in Developing Human Resources, 10(2), pp.129~146 (2008)
- Chermack, T. J., "Critical uncertainties confronting human resource development", Advances in Developing Human Resources, 5(3), pp.257~271 (2003)
- Garavan, T. N., "Strategic human resource development", Journal of European Industrial Training, 15, pp.17~30 (1991)
- Gubbins, C., "Studying HRD practitioners: A social capital model", Human Resource Development Review, 4(2), pp.189~218 (2005)
- Herling. R. W., "Operational definitions of expertise and competence", Advances in Developing Human Resources, 2(1), pp.8~21 (2000)
- "How to survive when running a one-person training department"[URL]
- Kulvisaechana, S., "The Rhetoric and reality of developing human capital in the organization: A case study", 박사, pp.2005
- Mabey, C., "Reframing human resource development", Human Resource Development Review, 2(4), pp.430~452 (2003)
- Marquardt, M., "The future: Globalization and new roles for HRD", Advances in Developing Human Resources, 5(3), pp.283~295 (2003)
- Noel, J. L., "Making HRD a force in strategic organizational change", Industrial and Commercial Training, 23(2), pp.17~19 (1991)
- Poell, R. F., "Strategies of HRD professionals in organising learning programmes: A qualitative study among 20 Dutch HRD professionals", Journal of European Industrial Training, 27(2), pp.125~136 (2003)
- Rennie, W. H., "The role of human resource management and the human resource professional in the new economy", 박사, pp.2003
- Rothwell, W. J., "The life cycle of HRD departments", Training & Development Journal, 37(11), pp.74~76 (1983)
- Ruona, W., "Core beliefs in human resource development. A journey for the profession and its professionals", Advances in Developing Human Resources, 2(1), pp.1~27 (2000)
- Schleck, J. P., "Increasing the impact of HRD initiatives" (2003), Personnel Decisions International Corporation
- Simmonds, D., "HRD: the shapes and things to come", Journal of Workplace Learning, 18(2), pp.122~135 (2006)
- Wendy. E. A., "Insights on emerging trends and the future of human resource development", Advances in Developing Human Resources, 5(3), pp.272~282 (2003)
- Wouters, K., "The role of HRD in creating opportunities for lifelong learning: An empirical study in Belgian organisations", Paper presented at the ECER conference Lille (2001)
- Zenger, J., "Training for organisational excellence", Journal of European Industrial Training, 9(7), pp.3~8 (1985)