역량기반 선발도구 개발에 관한 사례연구
A Case Study on the Development of Competency-Based Selection Tools
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초록
본 연구는 직무역량을 기반으로 채용시스템을 개발, 활용하기 위한 이론적, 실제적 방안을 탐색하는데 기본적인 목적이 있다. 최근의 학력과 스펙 중심의 채용 관행이 만연한 노동시장에서 직무능력 중심의 채용에 필요한 실제적 도구를 체계적으로 개발하여 적용함으로써 조직의 인적자원 확보의 효과성을 높이고, 거시적으로는 노동시장 참여자들의 합리적인 탐색과 선택을 지원하여 노동시장의 합리성을높이기 위한 방안을 제시하고자 하였다. 노동시장에서의 차지하는 직종의 중요성과종사인원 등을 감안하여 제조업의 경영관리 및 생산관리 그리고 금융사무출납직등 3개 직무를 선정하여, 역량 도출과 관련된 기존의 국내외 접근방법을 활용하여3개 직무에 대해 역량모델링(competency modeling)을 하고, 이를 채용에 활용할수 있도록 각 직무역량에 대해 역량기반 지원서, 역량테스트 및 역량면접 등 채용도구를 개발하였으며, 이의 적용 가능성을 탐색하였다. 마지막으로 향후 역량기반선발도구의 활용을 증대시키기 위해 이론적, 정책적 함의를 제시하였다.
Abstract
The purpose of this study is to explore a practical and theoretical method todevelop and utilize a competency-based recruitment system. In the face of the starkreality that only education and certifications are considered important in Korea'slabor market, we attempted to devise a measure to enhance the rationality of thelabor market. More specifically, we developed and applied practical tools needed forcompetency-based recruitment system to enhance the efficiency of securing humanresources, and to support participants in the labor market in their search for andselection of jobs. We selected three types of jobs, given the importance of the jobsand the number of people employed in each one. These jobs are in businessmanagement, production management in the manufacturing industry, and a clericaljob in the financial industry. We conducted competency modeling for the three typesof jobs by using existing approaches at home and abroad. To take advantage ofthese efforts, we developed recruitment tools including competency-based applicationform, competency tests, and competency-based interviews and investigated suitabilityof each. Finally, this study suggests theoretical and policy implications to enhancethe utilization of competency-based selection.
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