국내기업 HRD 담당자의 퍼포먼스 컨설팅역량에 대한 교육요구도 분석

초록

Korean corporation needs to build up countermeasures for recurrence of crisis and should be prepared with business constitution and business strategies for continuous growth. Under such circumstance, securing and training talented human resource should be emphasized to improve corporate competence and promote continuous growth. One of the key factors in determining competencies of a corporate is the competency of HRD since it is the core of training talented human resource and development. To secure the competencies of HRD, it is necessary to examine the business management strategy and objective, perform the roles directly related to business performance and have required competencies and professionalism in role performance. Using HPI competencies model by Rothwell(2000), this study carried out a questionnaire survey on 162 HRD practitioners from major companies,and the results fromBorich needs assessment model were as follows. First,in terms of 40 performance consulting competencies, the priorities between recognition level of present importance and current possession level among core competencies appeared to be similar. However, current possession level was observed to be lower than the recognition level of importance. Second, from the result of analysis on the future importance and current possession level, significant differences in priorities were observed between the recognition level of future importance and current possession level; the current possession level appeared to be lower than the recognition level of future importance. Third, on the needs for performance consulting competencies training program, it was observed to be with higher priority in the order of ‘industry awareness’, ‘leadership skills’, ‘business understanding’, ‘consulting skills’, ‘problem solving skills’, ‘knowledge of interventions’ and ‘ability to see big picture’. Fourth, on the needs for future performance consulting competencies training program, it was observed to be with higher priority in the order of ‘feedback skills’, ‘Industry Awareness’, ‘ability to identify critical business issues and changes’, ‘business understanding’, ‘ability to see big picture’, ‘consulting skills’ and ‘leadership skills’. This study analyzes the differences between current level of performance consulting competencies and level of importanceand provides the priorities in competencies development. In sum, the study provides priorities in competencies that should be concerned in the present and in the future to strengthen performance consulting competencies of HRD practitioners in Korean corporation.

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