• 농촌지도와개발
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• 제8권2호
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• pp.209-221
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• 2001

The nature of work which is changing has increased the importance of HRD within organization. Also, these changes are making HRD shift its paradigm : from the segregated, closed, operational & administrative, dependent, utilitarian view to the integrative, open, strategic & facilitative, interdependent, generative view. The shifts of the perspective on HRD cause HRD professionals rethink the purpose and definition of HRD, and the role & competency needed to HRD in 21st century. The findings which are drawn through literature review and researcher’s intuition based on a long field experience are as follows. First, The function of HRD has recently been much more important then that of the past. Second, There is no consensus over the conceptual identity of HRD. Nonetheless, it is apparent that the preferred activities of the HRD function is performance improvement. Third, It is too difficult that we should define clearly the role & competency of HRD because of diverse perspectives on them. But we find much evidence converging to support the fact that the role & competency of HRD should be extended from the sole focus on training & development to adding the additional role & competency of change agent, who includes planning, implementing, and managing change.

• 실천공학교육논문지
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• 제14권2호
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• pp.413-423
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• 2022

본 연구의 목적은 NCS에 기반한 직무수행능력 성취도(교육훈련, 자격, 현장경험 등)를 역량평가를 통해 평가하는 직무능력평가사의 역할을 분석하는 것이다. 이를 위해 직무능력평가사의 직무모형을 개발 및 검증하고, 핵심작업을 도출하는 직무분석을 실시하였다. 연구결과, 직무능력평가사의 책무는 NCS 기반 평가원리 확인, 평가계획 수립, 평가도구 설계 및 개발, 평가 실행, 피드백 제공 및 재평가, 평가 기록 및 관리, 내부평가 타당성 검토, 선행학습인정 계획수립, 선행학습인정 평가 실행, 선행학습인정 타당성 검토로 나타났고, 48개의 작업이 도출되었다. 또한, 책무별로 작업의 중요도와 난이도를 곱한 임계도 값을 바탕으로 총 21개의 핵심작업을 도출하였다. 이를 바탕으로 직무능력평가사 직무분석에 대한 시사점을 제시하였다.

• Asian Journal of Innovation and Policy
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• 제3권2호
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• pp.154-171
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• 2014

This article aims to examine the achievement and limitation of adaptation of supply chain management (SCM) to IT human resource development (HRD) in Korea and to derive the implication of the Korean experience to other countries. In late 1990s, the IT New Deal Policy and the quantitative expansion of IT HR were introduced. Since mid-2000s, there has been much innovation in IT products as well as increased demand of highly qualified IT experts. The SCM in IT HRD was introduced in 2004 and continuously developed more. Since the late 2000s, IT convergence expanded to traditional industries and the new IT-based-industries were created in Korea. In this regard, Korea established the Seoul Accord as an international IT engineering education accreditation system in 2008. In response to the paradigm change, in 2011, the Korean government developed TOPCIT, which is a kind of competency test for evaluating IT competency.

• The Journal of Asian Finance, Economics and Business
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• 제7권4호
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• pp.259-265
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• 2020

The study aims to define the career competency of HRD practitioners based on an intelligent career framework. This intelligent career framework has been described as having been achieved by the accumulation of career capital through the three ways of knowing, including knowing why, knowing how, and knowing with whom. The data were collected from the interviews with 15 HRD practitioners. Semi-structured interviews were used to collect data from the HRD practitioners. For the orientation about the interview, the researcher explained the importance of gathering data about the personal experiences of the respondents on their work and career. After that explanation, the researcher asked several questions based on the pre-structured interview guide. The data collected were qualitatively analyzed on the basis of the intelligent career framework. Based on the analysis of the interviews, the subcategories of each way of knowing competency were identified. For the knowing why, identity, credibility, and career clarity were identified. The subcategories of knowing how are remaining updates, hard skills, and soft skills, while the subcategories of knowing with whom are personal networking and professional networking. The interdependency among the three career competencies was found. The findings provide theoretical implications of applying an intelligent career framework.

• 디지털융복합연구
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• 제4권2호
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• pp.9-26
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• 2006

Human resource development(HRD) is one of the important success factors in competitive business circumstance. So many companies are developing HRD system for role based competent person rearing to catch up with fast changing situations. And they are building professional and specific HRD systems, With these trends, this study analyze which are affecting user satisfaction in role based corporate HRD systems. Recognized profit, HRD support situation, and user experiences affect to user satisfaction significantly. And HRD support situation is the biggest affecting factor to user satisfaction.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2015년도 춘계학술대회
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• pp.67-70
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• 2015

정보통신(ICT)산업의 빠른 진화 속도에 따라, ICT 산업을 뒷받침할 인력양성(HRD)의 필요성이 꾸준히 대두 되고 있다. 특히 우리나라의 경우, 유엔 전자정부발전지수 연속1위, ITU의 ICT개발지수 2위등 우수한 공공인프라를 유지하고 있고, 학계에서는 ICT전공자를 꾸준히 배출함에도 불구하고, 해당 산업계에서의 만족도는 많은 차이(Gap)가 있어서 산업계 스스로 재교육이나 이에 따른 사회적 비용이 부가적으로 존재하고 있는 실정이다. 이러한 현상은 다른 나라에서도 동일한 사회적 현상이다. 이에, ICT산업 종사자 및 소프트웨어 개발자가 비즈니스를 이해하고, 요구사항에 따른 과제를 해결하여 산업계 진입 후, 특정 직무나 직위에 상관없이 비즈니스 요구에 따른 문제를 해결하고 업무를 성공적으로 수행하는데 요구되는 기본적인 핵심적 지식, 스킬, 태도의 종합적인 능력수준을 진단하고 평가하는 제도와 도구의 필요성이 대두되어 왔다, 이에 본 논문에서는 IT공통역량 강화를 도모하는 교수-학습-실무현장을 위한 제도, 개념 및 구조, 정책과 영향에 따라 개발된 제도적 시스템을 소개하고 결과를 평가한다. 이 시스템은 ITU-ASP 주관 ICTD-USO포럼 기간 중 초청 소개 되었고, 주요 ASEAN국가들의 관심과 지원요청을 받았다.

• International Journal of Contents
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• 제18권2호
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• pp.47-57
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• 2022

e-Learning content can be defined as digital content to achieve educational goals. Since it is an educational material that can be distributed in offline, online, and mobile environments, it is important to create content that meets the learner's education environment and educational goals. In particular, if the learner is a public official, the vision, philosophy, and characteristics of each local government must reflect. As non-face-to-face online education expands further due to the COVID-19 pandemic, local governments that have relied on onsite education in the past urgently require developing strong basic competency education and special task competency content that reflect regional characteristics. Such e-learning content, however, hardly exists and the ability to independently develop them is also insufficient. In this circumstance, this case study describes the process of self-production of e-learning content suitable for Busan's characteristics by the Human Resource Development (HRD) Institute of Busan City, a local government. The field of instructional design and instructional technology is always evolving and growing by blending technological innovation into instructional platform design and adapting to the changes in society. Busan HRD Institute (BHI), therefore, tried to implement blended learning by developing content that reflected the recent trend of micro-learning in e-learning through a detailed analysis. For this, an e-learning content developer with certain requirements was selected and contracted, and the process of developing content through a collaboration between the client and developer was described in this study according to the ADDIE model of Instructional Systems Development (ISD).

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2006년도 추계학술대회
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• pp.257-270
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• 2006

본 연구에서는 최근 기업의 인적자원에 대한 개발 ${\cdot}$ 육성이 더욱 강조되고 과거의 전통적 훈련방식에서 탈피하여 역량기반의 성과주의 인재육성으로 빠르게 변화하고 있는 기업 HRD 분야에서 보다 전문적이며 차별화된 모습으로 점차 변화되고 있는 역량기반의 기업 HRD 시스템의 사용자 만족도에 영향을 미치는 요인이 무엇인지 알아보았다. 실증연구 결과 인지된 이익, 사용자 특성 , 조직적 지원의 3개 요인 모두 사용자 만족에 영향을 미치는 유의한 변수로 나타났으며 특히, 인지된 이익이 사용자 만족에 가장 영향을 미치는 주요 요인으로 나타났다.

• 대한안전경영과학회지
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• 제12권1호
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• pp.189-198
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• 2010

This study is aimed at proposing the framework of international cooperation business in HRD KOREA. To achieve this goal I collected all of data that were used in process of international cooperation business in HRD KOREA and interviewed some people to get information from the people concerned. After that I analyzed data involved in using SWOT technique and proposed the framework of international cooperation business in HRD KOREA. The conclusions are as these. First, alliances must be vitalized between businesses besides between organizations. For example 'Developing of voluntary comeback program for foreigner' and 'Establishment of HRD KOREA Center' can be proposed as action plans for this strategy. Second, glocalization must be pushed ahead. For example 'Business career monitoring system for PMC' can be proposed as action plan. Third, building of preemptive base must be done. For example 'Standing of international HRD forum' can be proposed as action plan. Fourth, reinforcement of organizational competency must be done. For example 'The program for internationalization' can be proposed as action plan. Fifth, SBU(Strategic Business Unit) must be pushed ahead. For example 'Customer diversification portfolio' can be proposed as action plan.

• 한국도서관정보학회지
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• 제53권2호
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• pp.43-71
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• 2022

본 연구에서는 사서교육훈련의 중장기적 발전방안을 마련하기 위해 도서관 대내외적 환경변화와 인적자원개발(HRD) 트렌드를 반영한 사서교육훈련의 비전 및 목표를 설계하고자 하였다. 사서교육훈련의 비전 및 목표 설계를 위해 사서교육훈련 필요성, 목표, 사명, 역할 등의 재정립, 사서교육훈련의 비전과 목표 실현을 위한 추진전략 모색 도서관 미래 인재 양성을 위한 핵심역량 및 국가직무능력표준(NCS) 기반 교육운영 가이드라인 개발을 위한 세부추진계획 등을 마련하였다. 먼저, 국내외 선행연구 및 문헌을 분석하였을 때, 미래 사서는 첫째, 창의융합형 인재, 둘째, 소통협력형 인재, 셋째, 선도전문형 인재, 넷째, 공감포용형 인재 등이 포괄된 역량을 갖춘 인재상을 기반으로 교육훈련을 수립해야 할 것으로 파악되었다. 도서관 미래 인재상 및 핵심역량에 따른 교육과정은 다음과 같은 프로세스 모형으로 제시하여야 하며, 창의융합형 인재, 소통협력형 인재, 선도전문형 인재, 공감포용형 인재상별 사서역량을 도출하고, 사서역량에 따른 직무능력을 설정하여 직무능력 향상을 위한 교육과정을 설계하는 방향으로 교육 방향을 설정해야 할 것으로 파악하였다.