초록

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Abstract ▼ AI-Helper

The purpose of this study was to discover the perceptual types and to analyze the co-orientation between Human Resource Development and Management Practitioners mainly with Human Resource Development Value Priority. For the purpose, the research conducted an analysis on recognition types of each g...

The purpose of this study was to discover the perceptual types and to analyze the co-orientation between Human Resource Development and Management Practitioners mainly with Human Resource Development Value Priority. For the purpose, the research conducted an analysis on recognition types of each group about Human Resource Development Value Priority using Q methodology and identified recognition types were compared within themselves through co-orientation measurement model. Q sample was based on Bates & Chen(2004) and P sample was composed of each of 9 practitioners in HRD and HRM. The findings of the study were as follows; First, perceptions and understanding on HRD value priorities of HRM practitioners was relatively not sufficient than those of HRD practitioners. Second, the importance on organizational performance was favorable in overall recognition types, while building socially responsible organization was not. Third, an opposing relationship between individual and organization was emerged based on two of recognition types which negatively perceived organizational performance. Forth, while HRD practitioners were cautious about narrowly confined individual centered learning and job performance as the significance of HRD practices, HRM practitioners were skeptical on organizational learning system in common. Based upon findings of this study, HRD practitioners should enhance mutual understanding including internal and external stakeholder in the organization as contested terrain where various interests are competing.

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