전략적 인적자원개발의 구성요소 및 인적자원개발 실행전략의 탐색과 적용

Over the recent years there has been an increasing interest on strategic human resource development(SHRD) and its implementation strategy because human resources are considered as a core source for sustainable competitive advantage. The purposes of this paper were to explore the models of SHRD and HRD implementation strategy by literature reviews and to examine the present status of SHRD and HRD implementation strategy by case studies of 8 best HRD companies in Korea. The research results indicated that the meaning of SHRD have two main key words - supporting and implementing the planned business strategies in the field of HRD and helping new business strategies shape. This article proposed seven components of SHRD such as fit and/or integration between business strategies and HRD strategies; exploration and identification of key factors for sustainable competitive advantage; programmed learning for implementing business strategies and questioning-insight learning for shaping new strategies; support and commitment of top management and leaders; strengthening fits among environment changes, organizational competencies, human resource competencies, and employees' needs; alignment between HRD and HRM policies; management of SHRD performance indicators. Also, this article proposed HRD implementation strategies consisting of the customized focus strategy, cost leadership strategy, quality-based strategy, and innovation-based strategy for SHRD. Based on the results of 8 HRD strategy cases, the present status of SHRD leaves much room for improvement. Meanwhile, none of 8 companies came clean about their HRD implementation strategy in terms of resource utilization process for maximum effects. Finally, this article discussed the implications of these SHRD components and HRD implementation strategies for both research and practice.