1년 이하의 주재원 경험이 있는 한국 글로벌 기업의 한국인 주재원의 파견 전 교육 요구 분석

서지정보

· 발행기관 : 한국성인교육학회
· 수록지 정보 : Andragogy Today / 8권 / 1호
· 저자명 : 리상섭

목차

Literature Review
Characteristics and Competencies of Expatriates and Expatriate Selection
Required Competencies of Expatriates and Expatriate Selection
Expatriate Pre-Dispatch Training
Methods
Needs Analysis: Clientele Analysis
Developing an Assessment Instrument
The Locus for Focus Model
Presentation and Analysis of Results and General Summary of Findings
Question 1: Was there Any Difference between the Perceptions
of Their Existing Level of Competency And the Required Level of
Competency of Korean Expatriates with Expatriate Working
Experience of 1 Year or Less in Overseas Assignments?
Question 2: Which Areas of Competency Language,
Cross-cultural, Job, Leadership, and Family Had the Highest
Perceived Priority?
Conclusions, Discussion, and Recommendations Conclusions and Discussion
Recommendations
References

초록

본 연구는 문헌 분석과 한국 글로벌 기업의 한국인 주재원의 핵심 역량 모델분석
을 통해 한국인 주재원의 핵심 역량과 관련하여 5가지 영역을 개발하였다. 본 연
구는 한국 글로벌 기업의 한국인 주재원들이 파견 전 교육을 통해 얻은 역량
(ELC)과 실제 글로벌 작업환경에서 요구되는 역량 (RLC) 사이의 차이점을 발견
하였고, 한국인 주재원을 대상으로 한 교육훈련 프로그램의 특수한 문제점을 발
견하였고, 효율적인 한국인 주재원의 교육훈련 프로그램 개발을 위한 방향을 제
시하였다. 파견 전 교육훈련 중에서 가장 중요한 목표 역량이 언어 영역의 현지
언어 사용 능력임을 발견하였고, 주재원 경험이 1년 이하인 한국 글로벌 기업의
한국인 주재원들로부터 가장 중요하게 인식된 우선순위 역량임을 발견하였다.

영어초록

The results of this study identified problems that were unique to Korean
expatriate training programs and suggested ways to develop effective
pre-dispatch Korean expatriate training programs. From the data, this study
determined that there was a difference between the perceived the existing level of
competency (ELC) and the required level of competency (RLC) of Korean
expatriates with expatriate working experience of 1 year or less at "A"
Corporation in overseas assignments. Moreover, this study found that "Local
Language Usage Ability (Language Areas)" was the most important target for
competency in future pre-dispatch training for overseas workers and had the
highest perceived priority at "A" Corporation among Korean expatriates with
expatriate working experience of 1 year or less at "A" Corporation.
The purpose of this study was to investigate whether there were any di
fferences between the existing level of competency that had been taught in
pre-dispatch training and the required level of competency at the actual global
work places among Korean expatriates with expatriate working experience of 1
year or less in a Korean global corporation. This study investigated what had
been taught in the past and what needed to be taught to Korean expatriates in a
Korean global corporation.
Korean expatriates were selected based on their overall achievement related to
job performance in a corporation, as well. This study presented the question of
whether or not they had sufficient abilities in cross-cultural areas, language areas,
leadership areas, and family areas to succeed as expatriates. This study
investigated what had been taught in the past and what needed to be taught to
Korean expatriates with expatriate working experience of 1 year or less in a
Korean global corporation.
The limitations of this study were as follows:
1. This study only investigated and reflected Korean expatriates' points of view.
2. Because the main source of data for this study was a questionnaire, it was
difficult to achieve in-depth information on how Korean expatriates felt about their
expatriate training program.
3. The Korean corporation where this study collected data may not be
representative of all Korean global corporations and Korean expatriate
pre-dispatch training programs.
4. Competency areas in this study may be developed in various ways, including
a combination of training programs.
5. Since the literature review focused on studies of U.S. corporations, it
reflected the perspective of American scholars. The literature relating to
Japanese corporations was produced by many English speaking scholars, and
therefore may not have reflected the cultural perspective of other scholars.

참고자료

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