Abstract
Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.
본 연구는 반도체 제조업 회사인 H사의 기업부설연구소를 대상으로 구성원에게 필요한 역량을 규명하였다. 포커스 그룹 인터뷰와 직무분석 자료를 바탕으로 비전을 확인하고 구성원이 직무를 수행하는데 필요한 역량을 확인했다. 또한 규명된 역량에 대해 설문을 통해 구성원이 인식하고 있는 역량별 중요도인식과 역량수준을 확인함으로써 개인과 조직의 역량을 향상시키기 위한 방법을 제안하였다. 인터뷰와 직무분석은 각자 그룹별, 내용별로 정리된 후 통합 분석되었고, 분석된 결과는 Spencer&Spencer의 역량사전과 선행연구에서 개발된 역량모델들과 비교분석을 거친 뒤 유목화되어 재분류하는 과정을 거쳤으며, 그 결과 16개의 역량이 도출되었고, 7개의 역량군으로 분류하였다. 이 연구는 이러한 결과를 근거로 H사 기업부설연구소가 필요한 역량을 규명하고 직무별로 요구되는 역량의 차이를 발견하였다. 또한 역량의 중요도 인식과 역량별 본인의 수준 인식 정도를 확인하여 연구인력에 대한 보다 적극적인 교육의 방식이나 다양한 종류의 교육을 제안했다.