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중소제조기업 관리자의 역량에 대한 교육요구분석 - 자동차 부품산업을 중심으로 -A study on the TNA(training needs assessment) for managers of small and mid - sized autoparts manufacturers

Other Titles
A study on the TNA(training needs assessment) for managers of small and mid - sized autoparts manufacturers
Authors
신수미
Issue Date
Jun-2016
Publisher
한국기업교육학회
Keywords
교육니즈; 요구분석; 관리자; 역량; training needs; needs analysis; managers; competency
Citation
기업교육과인재연구, v.18, no.1, pp 431 - 464
Pages
34
Journal Title
기업교육과인재연구
Volume
18
Number
1
Start Page
431
End Page
464
URI
https://scholarworks.sookmyung.ac.kr/handle/2020.sw.sookmyung/10077
ISSN
1598-396X
Abstract
근래 한국의 완성차업체의 해외진출과 함께 자동차부품 생산업체들도 글로벌화에 동참하게 되면서 중소규모 수준에 머물렀던 자동차부품 생산업체들의 외형 성장과 함께 관리자의 역량개발을 위한 교육요구가 더욱 커졌다. 본 연구는 첫째, 자동차부품 생산업체를 중심으로 중소제조기업 관리자에게 요구되는 역량을 규명하고, 둘째, 요구되는 역량에 대해 관리자 본인과 팀원 간의 인식차이를 분석하고, 셋째, 관리자의 역량에 대한 교육 요구도에 의한 우선순위를 도출하여 교육 프로그램 개발을 위한 정보를 제공하는데 목적이 있다. 이를 위하여 니즈 조사, 면담 조사, 초점집단면접, 역량진단 설문조사, SME 미팅 등의 조사방법을 사용하였고, 수집된 자료는 안면타당도, 신뢰도분석, t 검정, Borich 요구도 공식, The Locus for Focus 모형 등을 사용하여 통계적으로 분석하였다. 그 결과, ‘문제해결’, ‘결과지향’, ‘변화주도’, ‘전문가적 리드’, ‘커뮤니케이션’, ‘팀 워킹’, ‘고객지향’, ‘비전제시’ 등 8개의 역량과 24개의 하위역량을 도출하였다. 그리고 팀원들은 관리자에 비해 관리자의 필요 역량과 보유 역량 간의 차이가 크다고 인식하였다. 마지막으로 Borich 요구도와 LF 모형에서 공통적으로 최우선순위로 나타난 항목은 ‘문제해결’, ‘커뮤니케이션’, ‘팀 워킹’ 등 3개의 역량과 그와 관련된 8개의 하위역량이었다. 그리고 차순위 역량들도 함께 분류하여 향후 중소제조업체의 관리자를 위한 교수체제설계 및 프로그램 개발을 제언하였다.
Through establishing factories and marketing their products abroad, Korean carmakers have extended their business with many auto-parts makers. The so-called mother company, which purchases auto parts from vendor companies, requires vendor companies to train managers in order to communicate and cooperate with the mother company and create quality global products. The purpose of this study is to survey the training needs and assess the managers of small and mid-sized companies in the auto-parts industry. The study was conducted in three steps: (1) identifying managers’ competencies required by the top management and employees; (2) analyzing the difference in perception between managers and team members on the importance (the desired status) and the level of performance (the actual status) of the competencies; and (3) prioritizing the competencies by educational needs and providing reports to develop the instructional systems design and training programs. Data were collected through various research methods - survey of the needs, personal interviews, focus group interview, competency assessment survey, and SME meetings. The survey participants were selected randomly from among approximately 300 vendor companies. The collected data were processed with the statistical software PASW Statistics 18 and the statistical analysis comprised calculating the average, standard deviation, t-test, the Borich equation, and the Locus for Focus model. With the result, this research has found that. Firstly, managers need to possess eight leadership competencies –problem solving, being outcome-driven, change initiator, professional leader, communication, teamwork, customer orientation, and presenting visions - and twenty-four sub-competencies. Secondly, team members perceived a larger gap between the desired and the current status of the competencies than managers, that is, team members realized that managers needed to develop their leadership competencies. Thirdly, problem solving, communication, and teamwork (and the related eight sub-competencies: realizing problems, proposing alternatives, creative improvement, enhancing expertise, active listening, effective delivery, goal-orientedness, and conflict management) were identified as the higher priority competencies The contribution of this study is in informing the instructional systems design and program development for managers in small and medium-sized organizations.
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