HRD 분야 영어문헌의 이해도 증진을 위한 한국어 번역 고찰 - Performance를 중심으로 -
A study on translating HRD terms into Korean in order to sharpen novices` understanding of HRD literatures: Focusing on the 'Performance'
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초록
인적자원개발(HRD)이 국내에 소개된 이후 많은 발전이 있었지만, 외래학문이 지니는 번역에 따른 어려움은 해소되지 않았다. 본 연구는 HRD 영어문헌의 이해를 돕고자 번역의 이론적 배경을 살피고 이어서 Performance의 의미를 출발어(영어)와 도착어(한국어)로 나누어 고찰한다. 또한 번역실태 조사를 위해 현업에 종사중인 HRD 전공 석사과정생을 대상으로 설문조사를 한다. 아울러 전문가집단을 대상으로 1․2차에 걸친 델파이조사를 실시한다. 조사결과 번역에 어려움을 느끼지 않는다는 응답은 27%에 불과했다. 이를 5점 척도로 학부전공에 따라 분석해보니 유의수준 .01에서 경영학(2.80)이 가장 낮았고 공학/자연과학(3.83)이 제일 높았다. HRD 현업종사자의 상당수가 경영학, 교육학 등 연관분야가 아닌 기타 전공자 출신임을 감안하면, 현실적으로 번역의 문제를 간과할 수 없다. 문헌연구를 통해 Performance의 수준, 변인, 척도, 분류와 HPT, WLP 등 활용사례를 분석하여 제시하고, 델파이조사의 결과로 Performance의 우리말화에 대한 제언을 한다.
Abstract
Although there has been much advancement since HRD was introduced to the domestic, the difficulty of translating HRD terms into Korean has not been solved yet. For example, the survey about translating the "Performance" shows that more than 70% of HRD practitioners in the master`s course feel difficult to translate. The result also reveals that scores are different according to the major in the university. Especially, those whose major was engineering/natural science feel more difficult than those whose major was business administration. Considering the reality that most of HRD practitioners did not studied HRD in the university, the issue of translating HRD terms into Korean is too severe to overlook. In order to sharpen novices` understanding of HRD terms, foundational theory of translation was examined and the meaning of "performance" was speculated in terms of English and Korean. Next step was to investigate related terminologies including 'performance variable', 'performance level', 'performance measure', 'Taxonomy of Performance', 'HPT' and 'WLP'. And then survey was conducted two times using a delphi technique. Based on these inquiries, suggestions and insight for HRD translation was presented.
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