이론과 실제에 대한 비판적 고찰을 통한HRD 효과성 평가 체계 개발

The effectiveness assessment in HRD remains a grey area even up to this date. The subject, method of verification, composition of the sources to clarify the effectiveness in theories, studies, and practices related to HRD are too diverse, making it challenging to identify the whole concept. Therefore, there is no consensus definition of the 'HRD effectiveness assessment.' On the other hand, practitioners have been on a passive stance towards expanding the scope of effectiveness assessment by restricting its limit to the existing training program evaluation models, such as the Kirkpatrick model. Therefore, this research examines prior studies from a critical standpoint based on the theoretical review and defines the HRD effectiveness assessment. Also, the research explores multidisciplinary academic areas, including psychometrics, industrial-organizational psychology, and econometrics, that underlies the concept of HRD effectiveness assessments. This study defines HRD effectiveness assessments as 'the human resources' competency or emotion/awareness/behavior through HRD programs or interventions.' It was defined as a systematic activities that have ensured the reliability/validity of an organization to determine whether the degree of consequent change in performance is significant. In addition, this definition has led to the development of a practical HRD effectiveness assessment system and its application to practice. The system proposed in this study suggests organizations have a macro, meso, and micro-level assessment and principles to measure: 1) retrospective, 2) pre-and-post, 3) quasi-experimental design, 4) multifaceted measurements, and 5) cross-sectional and longitudinal perspectives.