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원고를 집필해주신 인재개발 전문가들의 의견과 필자의 실무경험을 기반으로 인재개발 원고들을 4부로 구성했다. 제1부는 “HRD의 이해”를 다룬다. 여기는 HRD의 정의, 영역과 역사, 전략적 인적자원관리(SHRM), 그리고 퍼포먼스 테크놀로지(HPT)로 구성된다. 제2부는 “HRD의 이론적 기초”를 다룬다. 여기에는 체제 이론, 경제학적 이론(인적자본과 투자), 그리고 심리학적 이론(학습이론, 성인교육이론, 교수설계이론)으로 구성된다. 제3부는 “HRD의 과정”을 다룬다. 여기에는 ADDIE의 프로그램 개발모형을 바탕으로 요구분석(전단분석, FEA), 프로그램 설계와 개발, 프로그램 실행과 모니터링, 그리고 프로그램 평가의 내용이 포함된다. 제4부는 “HRD의 실제”를 다루는데, 여기에는 경력계획 및 개발, 조직개발, 수행성과관리, 리더십 개발과 교육, 그리고 테크놀로지의 변화와 HRD의 내용이 포함된다.
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프롤로그: 이 시대의 인재개발을 생각하며 [정재삼 (이대)] ······························3
제1부 HRD의 이해
제1장 HRD의 의미, 영역 및 역사 [정재삼 (이대)] ····································15
1. HRD의 의미 ·····································································16
2. HRD의 영역 ·····································································24
3. HRD의 역사 ·····································································29
제2장 전략적 인적자원관리 [이진구 (한기대)] ··········································51
1. 전략적 인적자원관리의 개념 ···················································52
2. 전략적 인적자원관리의 과정 ···················································54
3. 전략적 인적자원관리를 위한 인적자원관리 부서의 역할 ····················56
4. 전략적 인적자원개발의 모형 ···················································58
5. 핵심인재 육성 ···································································63
제3장 퍼포먼스 테크놀로지 [장환영 (동국대)] ···········································75
1. 퍼포먼스 테크놀로지(HPT)의 이해 ············································76
2. HPT의 주요 모형들 ·····························································81
3. 주요 개입 방안(Intervention Methods) ······································88
4. 결론 ··············································································92
제2부 HRD의 이론적 기초
제4장 체제이론 [박수홍 (부산대) / 김두규 (부경대)] ·····································101
1. 체제이론의 필요성 ·····························································102
2. 체제적 접근과 체계적 접근 ···················································103
3. 이중구조 교수 체제 ····························································108
4. 체제적 사고 향상 방법 ························································115
제5장 인적자본과 투자 [이영민 (숙대)] ·················································123
1. 인적자본이론의 개념적 기초 ··················································124
2. 인적자본과 투자 ·······························································128
제6장 학습이론 [정재삼 (이대)] ··························································143
1. 인적자원개발의 심리학적 측면 ···············································144
2. 주요 학습이론 ··································································146
3. 학습이론의 시사점 ·····························································163
제7장 성인교육이론 [김은지 (경기대)] ················································171
1. 성인교육과 성인학습자 ························································172
2. 성인교육이론 ···································································176
3. 성인교육이론과 인적자원개발 ·················································196
제8장 교수설계이론 [임규연 (이대)] ·····················································205
1. 교수설계의 의미 ·······························································206
2. 주의획득에서 전이촉진까지: Gagne?의 교수설계이론 ·······················208
3. 모든 교육은 실제 문제를 중심으로: Merrill 교수의 으뜸원리 ············215
4. 결론 ·············································································222
제3부 HRD의 과정
제9장 요구분석(전단분석) [정재삼 (이대)] ··············································231
1. 요구분석의 의미 ·······························································232
2. 요구분석의 체제 ·······························································234
3. 요구분석의 절차 ·······························································244
4. 분석 결과의 활용 ······························································252
제10장 프로그램 설계 및 개발 [하영자 (교육부)] ······································259
1. 프로그램 기획 및 설계 ························································260
2. 전통적 교수설계 모형 ·························································261
3. 새로운 관점의 교수설계 모형 ················································271
4. 프로그램 개발 ··································································277
제11장 프로그램 실행과 모니터링 [이성흠 (사)박약회] ································295
1. 프로그램 실행과 모니터링 개관 ··············································296
2. 프로그램 실행을 위한 교육ㆍ훈련방법 ·······································298
3. 프로그램 질 관리를 위한 모니터링 ··········································305
4. 프로그램 실행과 모니터링의 쟁점과 미래 전망 ·····························313
제12장 프로그램 평가 [정재삼 (이대)] ···················································321
1. 평가의 의미와 논리 ····························································322
2. 프로그램 평가의 과정 ·························································334
3. 인재개발 프로그램의 평가 ····················································337
제4부 HRD의 실제
제13장 경력계획 및 개발 [두민영 (강원대)] ·············································353
1. 경력의 의미 ····································································354
2. 경력 계획 ·······································································357
3. 경력 개발 ·······································································359
제14장 조직개발 및 변화관리 [박선영 (루이지애나주립대)] ·····························373
1. 조직개발의 이해 ·······························································374
2. 조직개발 프로세스 ·····························································380
3. 조직개발 인터벤션 ·····························································385
4. 조직개발의 이슈 및 전망 ·····················································388
제15장 수행성과관리 [박경연 (다다름 컨설팅)] ···········································397
1. 수행성과에 대한 다양한 인식 ················································398
2. 수행성과관리를 위한 컨설팅의 과정 ·········································404
3. 성과변화를 위한 행동 변화의 핵심 요인 ····································410
4. 수행성과관리를 위한 앞으로의 HRD ········································413
제16장 리더십의 개발과 교육 [오현아 (KB국민카드)] ··································421
1. 리더십에 대한 이해 ····························································422
2. 리더십의 개발 ··································································426
3. 리더십 개발 프로그램 ·························································435
제17장 테크놀로지 기반 HRD [김진희 (연세대)] ·······································445
1. HRD 환경 변화 ································································446
2. HRD 미래 변화 방향 ··························································457
에필로그: 나의 인생과 HRD [금혜진 (백석대)] ·········································473
찾아보기 ···················································································480
제1부 HRD의 이해
제1장 HRD의 의미, 영역 및 역사 [정재삼 (이대)] ····································15
1. HRD의 의미 ·····································································16
2. HRD의 영역 ·····································································24
3. HRD의 역사 ·····································································29
제2장 전략적 인적자원관리 [이진구 (한기대)] ··········································51
1. 전략적 인적자원관리의 개념 ···················································52
2. 전략적 인적자원관리의 과정 ···················································54
3. 전략적 인적자원관리를 위한 인적자원관리 부서의 역할 ····················56
4. 전략적 인적자원개발의 모형 ···················································58
5. 핵심인재 육성 ···································································63
제3장 퍼포먼스 테크놀로지 [장환영 (동국대)] ···········································75
1. 퍼포먼스 테크놀로지(HPT)의 이해 ············································76
2. HPT의 주요 모형들 ·····························································81
3. 주요 개입 방안(Intervention Methods) ······································88
4. 결론 ··············································································92
제2부 HRD의 이론적 기초
제4장 체제이론 [박수홍 (부산대) / 김두규 (부경대)] ·····································101
1. 체제이론의 필요성 ·····························································102
2. 체제적 접근과 체계적 접근 ···················································103
3. 이중구조 교수 체제 ····························································108
4. 체제적 사고 향상 방법 ························································115
제5장 인적자본과 투자 [이영민 (숙대)] ·················································123
1. 인적자본이론의 개념적 기초 ··················································124
2. 인적자본과 투자 ·······························································128
제6장 학습이론 [정재삼 (이대)] ··························································143
1. 인적자원개발의 심리학적 측면 ···············································144
2. 주요 학습이론 ··································································146
3. 학습이론의 시사점 ·····························································163
제7장 성인교육이론 [김은지 (경기대)] ················································171
1. 성인교육과 성인학습자 ························································172
2. 성인교육이론 ···································································176
3. 성인교육이론과 인적자원개발 ·················································196
제8장 교수설계이론 [임규연 (이대)] ·····················································205
1. 교수설계의 의미 ·······························································206
2. 주의획득에서 전이촉진까지: Gagne?의 교수설계이론 ·······················208
3. 모든 교육은 실제 문제를 중심으로: Merrill 교수의 으뜸원리 ············215
4. 결론 ·············································································222
제3부 HRD의 과정
제9장 요구분석(전단분석) [정재삼 (이대)] ··············································231
1. 요구분석의 의미 ·······························································232
2. 요구분석의 체제 ·······························································234
3. 요구분석의 절차 ·······························································244
4. 분석 결과의 활용 ······························································252
제10장 프로그램 설계 및 개발 [하영자 (교육부)] ······································259
1. 프로그램 기획 및 설계 ························································260
2. 전통적 교수설계 모형 ·························································261
3. 새로운 관점의 교수설계 모형 ················································271
4. 프로그램 개발 ··································································277
제11장 프로그램 실행과 모니터링 [이성흠 (사)박약회] ································295
1. 프로그램 실행과 모니터링 개관 ··············································296
2. 프로그램 실행을 위한 교육ㆍ훈련방법 ·······································298
3. 프로그램 질 관리를 위한 모니터링 ··········································305
4. 프로그램 실행과 모니터링의 쟁점과 미래 전망 ·····························313
제12장 프로그램 평가 [정재삼 (이대)] ···················································321
1. 평가의 의미와 논리 ····························································322
2. 프로그램 평가의 과정 ·························································334
3. 인재개발 프로그램의 평가 ····················································337
제4부 HRD의 실제
제13장 경력계획 및 개발 [두민영 (강원대)] ·············································353
1. 경력의 의미 ····································································354
2. 경력 계획 ·······································································357
3. 경력 개발 ·······································································359
제14장 조직개발 및 변화관리 [박선영 (루이지애나주립대)] ·····························373
1. 조직개발의 이해 ·······························································374
2. 조직개발 프로세스 ·····························································380
3. 조직개발 인터벤션 ·····························································385
4. 조직개발의 이슈 및 전망 ·····················································388
제15장 수행성과관리 [박경연 (다다름 컨설팅)] ···········································397
1. 수행성과에 대한 다양한 인식 ················································398
2. 수행성과관리를 위한 컨설팅의 과정 ·········································404
3. 성과변화를 위한 행동 변화의 핵심 요인 ····································410
4. 수행성과관리를 위한 앞으로의 HRD ········································413
제16장 리더십의 개발과 교육 [오현아 (KB국민카드)] ··································421
1. 리더십에 대한 이해 ····························································422
2. 리더십의 개발 ··································································426
3. 리더십 개발 프로그램 ·························································435
제17장 테크놀로지 기반 HRD [김진희 (연세대)] ·······································445
1. HRD 환경 변화 ································································446
2. HRD 미래 변화 방향 ··························································457
에필로그: 나의 인생과 HRD [금혜진 (백석대)] ·········································473
찾아보기 ···················································································480
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