관리자 대상 공개교육 프로그램에 관한 비판적 담론 분석

The purpose of this study is to suggest new directions for the regular training program for managers by examining the meaning of the management discourse in light of the recent trend of unification of job titles. A critical discourse analysis was employed to critically interpret training program guide for managers. Text data on 17 program guides and 97 modules included in them were collected from the homepages of three major domestic education and training institutions. According to a three-dimensional model consisting of the text dimension-the discursive practice dimension-the social practice dimension, those of dimension, language, contents, image, the production/the consumption of text, and the context were analyzed. In the text dimension, (a) keywords such as leadership, manager, and motivation were identified as high-ranking keywords in both TF(term frequency) and TF-IDF(term frequency-inverse document frequency), (b) keywords such as improvement, demand, collaboration, monitoring, control, establishment were emerged as common upper keywords in both of degree centrality and betweenness centrality. In particular, the keyword of improvement represents the dominant deficiency stance in HRD and the managerial behavior of the traditional ‘plan-do-see’. In addition, the images for training programs roadmap revealed a linear epistemological assumptions underlying HRD models. In the discursive practice dimension, mixed discourse, competition discourse, minimization of control, and team level management discourse were presented. In the social practice dimension, the new management discourse(and related and subsumed self-development discourse and teamwork discourse) and social engineering discourse were presented. As implications for the theory and practice of HRD, alternatives to rational model biases and management develop programs were suggested. Limitations of current research were identified, and future recommendations for research were provided.