기업 HRD담당자가 경험한 수행성과 문제에 관한 분석

The purpose of this study is to understand HRD practitioners’difficulties with analyzingHRD practitioners’ experience for the causes of performance problems in corporate setting. After defining the performance of HRD practitioners as employees’learning outcome,individual performance outcome, and organizational performance outcome, the authorsconducted behavioral event interview and analyzed the causes on the basis of category forlearner characteristic domain, training design domain, work environment domain. In order tocollect adequate qualitative data which fits into research purpose, purposive sampling wasused and 13 HRD senior managers who are responsible for HRD department’s performanceoutcomes were selected. Research results showed that the causes of performance problem in learnercharacteristic domain were the lack of learning motivation and resistance and selection ofinappropriate trainees. In terms of training design domain, the causes of performanceproblem were training without needs analysis, difficulties for development of customizedlearning contents, the lack of learning transfer strategy, inappropriate trainingimplementation, the lack of business understanding and competency of HRD practitioners. Lastly, in terms of work environment domain, the causes of performance problem werepursuing short-term performance, learning culture regarded training as not important, andinadequate training. Implications for HRD practitioners were discussed.