HRD 담당자의 전략적 인적자원개발 역할이 직무성과에 미치는 영향

The purpose of this study is to empirically explore whether strategic human resource development roles of HRD practitioners have positive impact on job performance. To do this, mixed methodology is applied to develop the scale of strategic human resource development roles of HRD practitioners and measure the effect on job performance. Firstly, HRD professional, strategic partner, change facilitatior roles are identified as the strategic human resource development roles of HRD practitioners through the review of related literature. Secondly, the items of the scale are developed as the result of focus group interview. Thirdly, content validation is progressed by the review of HRD professionals. Fourthly, construct validation is examined as the survey result. Finally, the impact of strategic human resource development roles of HRD practitioners on job performance is investigated. HRD professional and change facilitator roles have positive relationship with task performance and contextual performance. However, strategic partner role is not related to task performance and contextual performance.