전략적인적자원개발의 성숙도와 수행공학 실천가 역할간의 관계연구

초록

Strategic Human Resource Development(SHRD) focuses on performance improvement at organizational settings by emphasizing a strategic fit between the organizations' business needs and employees's abilities development whereas Human Performance Technology(HPT) focuses on improving organization's performance by analyzing root causes of performance problems and designing interventions. Given the importance of performance in both SHRD and HPT, studies are needed to examine the relationships between two. The purpose of this study is to empirically examine the relationship between Strategic Human Resource Development(SHRD) and Human Performance Technology(HPT). For this purpose, a survey was administered for 128 human resources practitioners in Korea corporations. The research findings show that a significant relationship was found between the perceived level of HPT practitioners' roles and the maturity level of SHRD. The most significant relationship was found between SHRD and HPT evaluator role. HPT analysist role, HPT change manger role, and HPT solution expert role were followed. Regression results show that the HPT evaluator role and HPT analysist role explained the maturity of SHRD significantly. The outcomes of HPT evaluator roles included design and planning of evaluation for performance improvement, performance improvement evaluation reports submitted to top managements and stakehoders, evaluation criteria and communication plan of expectations, and evaluation outcome reports considering organization culture.

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