CIPP 평가모형 기반 공공기관 인적자원개발 체계의 평가 준거 개발 (The Development of Diagnostic Criteria for the CIPP Model-based HDR Systems for Public Organizations)

서지정보

· 발행기관 : 한국인문사회질학회
· 수록지 정보 : 사회적질연구 / 7권 / 2호 / 53 ~ 86페이지
· 저자명 : 강정범

초록

본 연구는 민간기업과는 다른 특성을 보이는 공공기관 HRD의 평가지표 도출이 필요하다는 문제의식에서 출발하였으며, 공공기관 HRD 체계의 타당한 평가 준거 개발을 목적으로 한다. 이를 위해 CIPP 모형을활용하여 공공부문 HRD체계와 과정 준거를 개발했던 연구사례를 분석하고, 국내 공공기관 인적자원개발실무자 6인 대상의 심층 인터뷰를 실시하여 15개 평가영역, 41개 평가항목, 56개 평가지표로 구성된 평가준거 초안을 도출하였다. 평가준거 초안에 대한 타당성을 확보하고자 학계, 실무, 컨설팅 전문가 12인을대상으로 2차의 델파이 조사를 거쳐 평가 준거를 확정하였다. 최종적인 평가 준거는 요구분석, 기관장 리더십, HRD 인력 전문성, 경영성과 등 15개 영역, 37개 항목, 45개 지표로 도출되었다. 본 연구는 공공기관의양면적 성격을 반영한 공공기관 HRD 체계의 평가 준거를 제시했다는 데 의의가 있다. 본 연구는 다양한공공기관의 사업 특성을 감안한 평가 준거 보완이 필요하다는 점을 제언하였다.

영어초록

This study was initiated from awareness that it is necessary to derive evaluation criteria for human resource development systems of public organizations in South Korea, which tend to have different characteristics from private companies. The study aims to develop valid criteria for diagnosing human resource development systems and activities in public organizations. The CIPP model was used to apply the concept of context, input, process, and product evaluation. A draft of the criterion was devised after reviewing previous studies and conducting individual interviews with six people in charge of public organization HRD activities and the finalized diagnostic criterion was derived through validating the criterion through two round Delphi surveys. In order to secure the validity of the draft diagnostic criteria, Delphi surveys were conducted, targeting 12 experts in HRD academia, practice, and consulting. The final diagnostic criteria of the derived public organization HRD systems and activities consisted of 15 areas, 37 items, and 45 indicators, such as HRD needs analysis, CEO leadership on HRD, training and development practitioners’ expertise, and performance evaluation. This study is meaningful in that it presents ① the diagnostic criteria reflecting the main needs on HRD system and activities based the characteristics and of ambivalent nature of public organizations, ② the directions for strategic human resource development, and ③ the need for developing expertise of the persons in charge. And some suggestions were made for future studies including supplementation of diagnostic criteria in consideration of the functional and organizational characteristics of various public organizations.

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