기업의 브렌디드 교육 훈련 프로그램 개발모형과 현장 적용 방안

Abstract

글로벌 경쟁, 지식 혁명, 그리고 날로 증가하는 기업 성과 욕구가 기업을 포함한 모든 조직체들로 하여금 보다 효율적이고 효과적인 학습 성취를 강요하고 있다. 인적 자본 개발과 관리가 기업 경쟁력의 핵심인 소이는 바로 그와 같은 기업 경영 환경 변화 때문이다. 최근 기업학습관리 시스템에 있어서 세계적 추세는 단위 교육훈련 프로그램의 비용 절감은 물론 프로그램 디자인 전략, 실행, 그리고 경영 목표 간 연계의 시너지 효과 제고에 있다. 따라서 기업의 당면 과제는 지식 정보화 글로벌 경쟁시대에 어떻게 하면 기업 부서 역량 제고를 전사적 기업 성과로 전이시키기 위한 학습 역량을 강화시킬 것인가에 그 초점이 모아지게 된 것이다. 평생학습 사회 구축과 평생 직업능력 개발에 관한 연구와 개발이 핵심 연구개발 과제인 본원의 입장에서 보면, 기업 경쟁력 원천인 브렌디드 교육 훈련을 기업이 스스로 알아서 해결하는 사적 이익 추구의 영역으로만 인식하기어려운 면이 있다. 사람 입국 신 경쟁력 확보가 국가적 과제인 이때에 기업간 브렌디드 교육훈련 능력 격차를 해소시킬 방안을 강구하여 기업들에게 브렌디드 교육 훈련 과정개발 모델과 기업 독자적 프로그램 개발 과정에서의 활용방안을 제시하여 주면 그 결과로 기업의 훈련 성과를 높이면서도 기업간 브렌디드 교육훈련 능력격차를 줄여나가는 데 기여할 수 있다고 본다.본 연구는 이처럼 체제적 교수 설계 (Systematic Design of Instruction)에 기초한 브렌디드 교육 훈련 과정개발 모델 (프로토타입)과 현장 적용 방안을 제시하여 개별 기업이 자체 프로그램 개발 수준과 경영 목표, 브렌디드 교육 훈련 인프라 수준 등 여건에 맞춰 프로그램 개발과 실행을 지원하는 데 그 목적이 있다.

Corporate training output need to be enhanced. Faced by employment restructuring and flexibility pressures due to increasing trends of inter- firm competition and swift advancement of technology, corporations, in response, start implementing blended learning programs to complement and replace their traditional training programs. Today, corporate blended learning strategies become a critical factor for high skill· high performance-based work system. Blended learning is a mixture of traditional and online training. There are many types of such mixture.1) Corporate new hires are target audience of the prototype to be designed by this study. Corporations here refer to Korean ones, especially those with their own in-house training centers where top business drivers for blended learning (Bersin&Associates, 2002) are relevant: deployment speed, scalability to thousands and more, reduced cost per learner, and consistent, measurable, and certifiable content. In general, one year of period after employment is critical not only for individual career development, but also for in-service high performance. It is for this reason that this study takes the first one year period of time as duration for corporate blended learning programs to consider critical. The theoretical foundation on which the study is based is an inter-disciplinary approach combining school of blended learning and that of human resources development. In Korea, it is said that effective strategies for development and operation of corporate blended learning have not been systematized yet.(Kwon, 2003) There has been a substantial degree of progress in the companies of Samsung, Hyundai, LG, and others, but still rooms for further development exist. An example as such is the case where new hires entering firms need to be provided with blended learning programs linking individual learning capacity to work performance capacity. The prototype this study will develop, comprises procedural frame and standard one, on the basis of which actual training manual should be designed. Procedural frame will indicate steps to be taken by program developers while standard one will do contents, scope, and level of development. The prototype covers training goals, target audience for training, period, numbers, curricula, methods, feedback, etc. Training delivery methods including labs, simulations, websites, conference calls, and instructor coaching will be applied to. Instructional techniques such as self-study, discussions, stock taking will be introduced as techniques to be combined with the training delivery methods to comprise main contents of the prototype. In proceeding with development of procedural steps and standards, one thing which the prototype developers will emphasize again and again is that effective programs include a clear understanding of the learners' job needs in detail. (Bersin&Associates, 2002) Thus the prototype will highlight importance of company processes surrounding learners' jobs as well as mission of building contents that fit into this process. In sum, the study aims to design prototype of corporate blended learning manual. The prototype consists of two poles; one pole combined by instructional design system (blended self study, blended interaction for testing and coaching, and blended follow up), curriculum development, and strategies while the other one comprises program deployment processes. Success of designing the prototype is dependent on how strongly corporations are motivated and adopt the principles set by the prototype in the process of designing their own blended programs. Each corporation has its own business strategies, organizational capacities, and investment conditions. Efficient interaction between principled development of the prototype and deployment process of corporate blended program fitting into business challenges is the focus area this study will concentrate itself on. ...