소그룹 퍼실리테이터의 역할과 주요역량에 대한 중요성 및 수행수준 인식 차이분석에 관한 연구 - CPF(Certified Professional Facilitator)와 기업 내 HRD담당자를 중심으로 -

초록

The purpose of this study was to provide Korean existing Certified Professional Facilitator(CPF) and HRD professional of companies with implications for their successful role performance as a facilitator by analyzing differences in their recognition about importance and performance levels of a major role and required competencies as a small group facilitator. The survey was conducted among 20 Certified Professional Facilitators of Korea Facilitators Association and 124 HRD practitioners working in domestic businesses. The result of this study can be summarized as follows. First, the analysis of recognition about importance of facilitator's major role showed that CPF group put the greatest importance on process manager, while HRD professional group did so on communicator. Also the analysis of recognition of performance levels about small group facilitator's major role revealed that in case of CPF group, they thought of meeting facilitator as major role in which they showed the highest performance levels. On the other hand, HRD professional group chose communicator as the major role in which their highest performance levels were shown. Second, in recognition about importance of required competencies for small group facilitator, about communicator role, CPF group thought that question skill is the most important competency, and HRD professional group chose active listening. When it comes to process manager role, CPF group recognized planning process, while HRD professional group considered relationship-making ability as the most important competency. Third, the analysis of recognition about performance levels regarding required competencies of small group facilitator, about the role of performance-creating supporter, CPF group responded problem-solving skill and HRD professional group responded understanding of diversity respectively as the most important competency. In the role of process manager, CPF group and HRD professional group answered respectively planning process and relationship-making ability for competency in which they showed their highest performance levels. It is expected that the results of this study will be used as a basic data for HRD professionals accomplishing their successful role performance as a facilitator and give a clear definition about major roles and required competencies of facilitators in a corporate setting.

키워드