한국 기업의 경력개발제도 운영 현황과 개선 방향 탐색
Reviewing current situations and exploring future direction of career development systems in Korean companies
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경력개발은 인력자원개발활동의 주요 요소 가운데 하나이다. 오늘날 많은 회사가 경쟁에서 우위를 확보하기 위하여 핵심인재의 확보에 지대한 노력을 기울이고 있으며, 핵심인재를 양성하여 유지하는 유효한 접근법으로 경력개발제도의 도입을 시도하고 있다. 그러나, 현실은 경력개발제도의 도입으로 인재의 양성과 유지가 성공적으로 이루어졌다고 볼 수 있는 기업의 수가 그리 많지 않은 실정이다. 본 논문은 경력개발제도의 중요성에 비하여 현실에서의 성공적인 적용사례가 많지 않다는 점에 착안하여, 경력개발제도를 시행하고 있는 국내 유수 기업들의 사례를 분석함으로써 이 제도의 시행에서 나타나는 문제점들을 추출하였다. 그 문제점들을 경력개발의 개념, 필요성, 방법, 절차 등의 원론에 입각하여 파악해봄으로써 향후 경력개발제도를 도입하고자 하는 기업에서 참고할 수 있는 시사점을 도출하였다. 경력개발제도를 도입하기 위하여 현장에서 깊이 고려하여야 할 점으로 첫째, 경력개발제도 실시 목적의 명료화, 둘째, 경력개발제도 실시에 따른 철저한 준비, 셋째, 경력개발제도 시행의 초점을 개인에게 맞출 것, 넷째, 경력개발제도를 관리보다 지원 측면에서 접근할 것 등을 제시하였다.
Abstract
Many businesses are currently investing substantial resources in career development programs to help them recruit and secure the services of key professionals (core talents) for improving competition abroad and at home. Unfortunately, there are very few businesses that are able to this successfully. This research uses a case study approach to investigate the reasons for why businesses experience difficulties in establishing and/or running career development programs. The findings show that if companies want to establish successful career development programs they should first clarify the reasons for introducing the program and outline specific goals and/or objectives. They should then ensure that adequate time and effort is applied to program preparation and especially to developing a separate career development plan for individual employees. Above all they should ensure that employees are supported in achieving their plans
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