Industry Promotion Research (산업진흥연구)

Industrial Promotion Institute (산업진흥원)
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Life long learning system crate major impact on dominant organizations in the world

평생학습 시스템이 세계의 지배적인 조직에 미치는 주요 영향

  • Received : 2018.12.19
  • Accepted : 2019.01.08
  • Published : 2019.01.31
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Abstract

The extant research literature is scant in telling us how organizations actually implement lifelong learning practices and policies. Hence, the purpose of this paper is to describe how lifelong learning is grounded in practice. We do this by introducing a new conceptual framework that was developed on the basis of interviews with a number of leading edge corporations from Canada, the USA, India and Korea. At the heart of our model, and any effective lifelong learning system, is a performance management system. The performance management system allows for an ongoing interaction between managers and employees whereby challenging performance and learning goals are set, and concrete plans are made to achieve them. Those plans involve three types of learning activities. First, employees may be encouraged to engage in formal learning. This could be provided in-house, or the employee may take a leave of absence and return to school. Second, managers may deploy their subordinates to different departments or teams, so that they can take part in new work-based learning opportunities. Finally, employees may be encouraged to learn on their own time. By this we mean learning after organizational hours through firm-sponsored 5 programs, such as e-learning courses. Fueled by the performance management system, we posit that these three learning outlets lead to effective lifelong learning in organizations.

현존하는 연구 문헌은 조직이 실제로 평생 학습 관행과 정책을 어떻게 구현하는지 알려주지 않는다. 그러므로, 본 논문의 목적은 평생 학습이 실제로 어떻게 이루어졌는지를 설명하는 데에 있다. 우리는 캐나다, 미국, 인도, 그리고 한국에서 온 많은 일류 기업들과의 인터뷰를 기초로 개발된 새로운 개념적 프레임워크를 소개함으로써 이를 수행한다. 우리의 모형의 핵심과 효과적인 평생학습 시스템은 성과관리 시스템이다. 성과관리 시스템은 도전적인 성과와 학습 목표를 설정함으로써 관리자와 직원 간의 지속적인 상호작용을 가능하게 하며, 이를 달성하기 위한 구체적인 계획을 수립한다. 그 계획들은 세 가지 유형의 학습 활동을 포함한다. 첫째, 직원들은 공식적인 학습에 참여하도록 장려될 수 있다. 이것은 사내에서 제공할 수도 있고, 직원이 휴직을 하고 학교로 돌아갈 수도 있다. 둘째, 관리자는 새로운 업무 기반 학습 기회에 참여할 수 있도록 부하 직원을 다른 부서나 팀에 배치할 수 있다. 마지막으로, 직원들은 스스로 배우도록 권장받을 수 있다. 이는 e-러닝 과정과 같은 다섯가지의 확고한 지원을 받는 프로그램을 통해 조직 시간 후에 학습하는 것을 의미한다. 성과 관리 시스템에 의해, 우리는 이 세가지의 학습 출구가 조직에서 효과적인 평생 학습으로 이어진다고 가정한다.

Keywords

Progress of adult literacy in India organization(15 years and above)

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The following are educational technology gadgets creating the environment for effective Teaching – Learning in the Open and Distance Education

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