우리나라 해외지사 인력개발에 관한 실증적 연구 : 독일지사를 중심으로 = An Empirical Study on Human Resource Development for the Overseas Expatriates of Korean Firms

다국어 초록 (Multilingual Abstract)

This study deals with problems concerning the Human Resources Development (HRD) of overseas expatriates of Korean firms, especially in Germany. It focused on the HRD problems of expatriate managers and employees and furthermore to find appropriate solution strategies for such problems. As in many transfer cases to foreign countries, expatriates to Germany are confronted with different environmental requirements and challenges as they operate. In this regard, the human resource management for overseas assignment should be conducted differently from that of parent country.
This study assumes that an effective human resources development for expatriates will result in successful overseas operation. Considering such views, this study concentrated on developing effective HRD for the overseas expatriates. Thus, the purposes of this study can be summarized in this manner:
(1) to analyze the status quo of human resource development activities of Korean firms in Germany. Through this analysis, problems can be detected.
(2) to derive appropriate solutions or proposals for existing problems. These proposals are aimed in setting desirable orientation for the overseas expatriates sent from the headquarter of Korean firms.
With a view to fulfilling the goals of this research, overseas human resource development were classified into four major categories:
(1) training and education activities which include, preparing training programs of expatriates before transferring to an overseas branch
(2) promotion and career development programs
(3) repatriation of expatriates to headquarters after their mission in Germany
(4) expatriates opportunities for their personal and occupational development and intention to leave
A questionnaire was developed to study the selected HRD activities of Korean firms for overseas expatriates. Respondents were mainly expatriate managers of Korean firms in Germany. Along with the questionnaire, interviews were conducted in order to gather detailed information regarding the theme of this study.
Respondents indicated that the overall existing programs prepared by headquarters were weak. Especifically preparing program for effective adaptation of those transferred to a branch in Germany, was not sufficient enough. Also the training program during the operation in German branches were not sufficient enough. Also the training program during the operation in German branches were not being systematically conducted. Furthermore, re-adjustment programs for the repatriates were not effective.
There was a definite negative association between the degree of satisfaction with the opportunities for personal and occupational development and expatriates intention to leave in Germany.
This study shows the importance of assessing comprehensive HRD programs for expatriates of an international firm. This includes not only the intense preparation for personnel about to go abroad, but also on-site support for them, once they are there and then dealing with any reentry problems when the officials return.

목차 (Table of Contents)

• I. 연구의 필요성 및 목적
• II. 연구방법
• A. 설문지 조사
• B. 인터뷰 조사
• III. 해외지사, 주재원 및 인력개발의 개념설정
• A. 홰외지사의 개념
• B. 해외지사 주재원의 개념
• C. 인력개발의 개념과 접근방법
• IV. 독일지사 인력개발의 문제점과 개선방안
• A. 교육·훈련
• B. 승진 및 경력관리
• C. 본사로의 재진입문제
• D. 인력개발과 이직의도와의 관계
• V. 맺음말
• 참고문헌
• 영문초록