HRD 컨설턴트의 문화역사적 활동체계 : 문화역사적 활동이론을 중심으로

The purpose of this study is to examine the activity system, the contradictions and solution of contradictions in activity system by analyzing the activity system of HRD consultants in Korea. For this purpose, we conducted case study on 9 consultants who works at small and middle local consulting companies in Korea. As the result, HRD consultants formed an activity system within the cultural and historical context of ‘Revenue-generating structure through competitive bidding’ and ‘Requirement of extensive HRD-related knowledge to provide new solutions for clients’. As we examined the components of the HRD consultants' activity system, the subject is identified as‘HRD consultant’, the object as‘providing professional HRD solution’ and ‘revenue generation’, and the tool as ‘studing at graduate school, forming study group, exchanging information with acquaintances in HRD’, rules as ‘making consensus about project scope (SCOPE)’ and ‘forming flexible working systems’, community as ‘internal consultants, external consultants, consulting firm executives, clients’ and divisions as ‘project management’ and ‘consulting practices’. The main contradictions of this system are confirmed as ‘Lack of expertise for each project(tool↔object)’, ‘Consulting executives’ requests for multiple projects(subject↔community)’, ‘Clients’ request for revision of consulting output contrary to the original purpose of consulting(subject↔community)’ , ‘Cilents’unexpected request for change in the scope of work and the request for extension of the period’. HRD consultants are trying to overcome the contradictions through communication about work and self-development with project managers (PMs), executives and negotiations and cooperation with clients. Based on the results, the implications, roles of HRD consultants’ activity system change and directions for future development were suggested for intrinsic value in HRD.