HRD 성과평가 준거에 대한 이론적 탐색: 목표 HRD 발전단계에 따른 접근방법을 중심으로

The purpose of this study was exploring evaluation criterion for HRD performance in graded approach according to aimed HRD development stages. We reviewed literatures about HRD performance evaluation and HRD development stages, and combined those two terms by using two-dimensional classification technique. In the process of reviewing literature about HRD performance evaluation criterion, we proposed 5 domains of evaluation criterion including organizational environment, input, process, output, and outcome by analyzing IPO, and CIPP models. Also, we developed twenty items for evaluating HRD performance such as leadership, HRD system, training and development, career development. On the other hand, we found out that HRD development stages in previous literatures had limitation of vagueness in classification of the stages. Therefore, we proposed HRD development stages tied with domains of HRD, and role of HRD practitioner, which are vender driven HRD, self-fulfilling HRD, systematic HRD, performance based HRD, and strategic HRD. 4 steps for utilizing proposed criterion were proposed, they are goal setting, weight setting, indicator setting, implementation in order. We expect that it could be utilized in effort to selecting appropriate performance evaluation criterion for developmental objectives of corporate’s HRD system.