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황현웅,정진철 사회혁신기업연구원 2023 혁신기업연구 Vol.8 No.3
This study identifies the effectiveness of the job rotation practice that increases employees' job skills and competency and gives various job experiences. The organization actively uses job rotation in practice. In general, the job rotation practice used at the level of career development is suggested to be highly meaningful through empirical analysis based on theory. This study distinguishes the types of job circulation between departments, inter-departments, and inter-business units and uses the number of experiences of such job rotation as an independent variable. The functions of two personality factors (agreeableness and neuroticism) that control the relationship between the independent and dependent variables are hypothesized and empirically analyzed with the balance of organizational immersion, job satisfaction, and work-growth balance as dependent variables. Through this study, job rotation signals the possibility of future promotion by enhancing employees' skills and capabilities and providing new work opportunities. These signals bring a positive attitude toward the job or organization with expectations for promotion and a sense of support that the organization recognizes itself. In addition, from an HR point of view, the personality of human resources is essential in determining job attitudes, and it is also necessary to consider personality in the process of selecting or deploying human resources in the future. This study surveyed employees working in the public and private sectors and conducted an empirical analysis based on the results. Opinions on specific empirical analysis results and implications are presented, and the results of this study can be applied to establish an organization's HRM in the future and establish job rotation practices for HR.
지역 및 산업별 인적자원개발위원회 사무국 전담자의 교육요구도 분석
김유미,박상오,정수연,황현웅 인하대학교 교육연구소 2023 교육문화연구 Vol.29 No.2
The purpose of this study is to derive the rank and job curriculum that staffs in regional skills council, industrial skills councils are required to develop their competency through the analysis of educational needs. The survey targets were staff in regional skills council and industrial skills councils. Of the total 68 copies collected, 68 copies with valid responses were used for analysis. The priority of rank and job curriculum was analyzed using t-test, Borich demand, and The Locus for Focus Model. The results shows that the 1st priorities of rank and job curriculum in regional skills council staffs are data collection & analysis and establishing strategy of skills councils, and the 1st priorities of rank and job curriculum in industrial skills council staffs are trend of policy in labor market & training(MOEL) and establishing SQF. Based on the results, strategies for competency development of staff in regional skills council, industrial skills councils were presented 본 연구의 목적은 지역 및 산업별 인적자원개발위원회 사무국 전담자로서 갖추어야 할 직급과 직무별 교육과정을도출하고, 교육요구도 분석을 통해 교육과정의 우선순위를 결정하는 것이다. 이와 같은 연구목적을 달성하기 위해먼저, 기존 지역 및 산업별 인적자원개발위원회 사무국 전담자 대상 교육과정을 도출하고, 지역 및 산업별 인적자원개발위원회 사무국 전담자 대상 설문조사를 통해 우선순위를 분석하였다. 설문조사는 17개 지역 인적자원개발위원회와18개 산업별 인적자원개발위원회 사무국 전담자 전체를 대상으로 진행되었고, 전체 180명 중에서, 총 68부를 회수하였고(회수율: 37.8%), 회수된 모든 응답자료를 유효 자료로 활용하였다(유효 자료율: 100.0%). 수집된 자료는 t검증, 보리치(Borich) 요구도 및 The Locus for Focus Model을 통해 교육과정의 우선순위를 파악하였다. 분석 결과, 지역 인적자원개발위원회 사무국 전담자의 직급별 교육과정의 1순위는 인적자원개발위원회 전략 방향 수립으로, 직무별 교육과정 1순위는자료 수집 및 분석으로 나타났다. 그리고 산업별 인적자원개발위원회 사무국 전담자 직급별 교육과정 1순위는 고용노동부정책동향에 대한 이해로, 직무별 교육과정은 SQF 기반 조성으로 나타났다. 분석 결과를 바탕으로 지역 및 산업별인적자원개발위원회 사무국 전담자의 역량개발을 위한 방안들을 제시하였다.