경력개발지원이 기업성과에 미친 영향:교육훈련에 대한 보완 효과

This paper analyses empirically the productivity and profitability effects of corporate career development program in addition to the training investment using the Workplace Panel Survey of KLI. The introduction of career development program is determined by the variables such as corporate age(-), non-manufacturing industry, professional CEO, foreigners' stock share(+), average month of tenure(+), and large size firm, which are different from the training determinants such as just two factors, firm size and average educational attainment. The reason is likely why almost firms have the employee training programs already, but just a few large innovative firms begin to introduce the career development programs. Main result of this study shows that the firms conducting both of training and career development programs have the higher productivity and profit performance than the firms conducting the only training programs. This positive effect, however, do not exist in the quit rate. But training cost per capita has statistically significant positive effects on the productivity, profit, and quit rate. To control the unobserved firm-specific heterogeneity, I used the propensity score matching method. This result implies that the futuristic HRD strategy that is, the training is linked with career development for the employees is important for the sustainable growth of enterprise.