An Empirical Study of Selection Mode for the Training & Education System in the Korean Firms

I. 서론 Ⅱ. 이론적 배경 1. 지식경영과 인적자원관리 2. 인적자원관리와 교육훈련 3. 교육훈련유형 선택의 결정요인 Ⅲ. 실증연구를 위한 모형 및 가설 1. 연구모형의 설계 2. 연구가설의 설정 3. 조작적 정의 및 설문의 구성 Ⅳ. 연구가설의 검증 1. 표본선정 및 자료수집 2. 측정항목의 신뢰성과 타당성 분석 3. 가설의 검증 Ⅴ. 결론 참고문헌 abstractWorld economies is bringing more intense pressures to korean government and enterprise for greater harmonization not only in trade policies but also in environmental, human resources and labor standards. First of all, The most important thing is cope with a difficulty of rapid changing turbulent world context. To the management of korean enterprise, there are so many changing factors, for examples, world trade market situations, korean governmental macroeconomic, financial and monetary policies, sophisticated technological innovation, and changing human resources needs. So the management of korean enterprise have to carefully consider these changing factors and make a proper measure to take. In particular they have to be focused on human resources needs within the world contextual standard. Because of these reasons, education and training should receive more attention. The training of employees and the development of their skills and careers have many advantages for the firm. First of all, they help the firm meet its immediate human resource needs. Over the long run, training and development ensure that the firm's employees are ready to meet future challenges. A wide range of approaches to training and development have been devised and some have had considerable success. In this study, we will look at human resource training and developing employees. We will close by discussing approaches to appraising a typology of education？ training system and looking for relationship between situational traits and performance. The research methods are literature and empirical survey. In particular empirical survey, there are three hypothesis. these hypothesis are tested by questionaire survey. Results are as follows ; Firstly, environmental unstability is important factor to the education？training system and deeply related. Secondly, organic structure is important factor to the education？training system. Thirdly, competency-based human resources is not meaningful difference between education·training system. On the basis of the above results, research proposals are as follows ; Firstly, we will try to rebuild up a general and universal typology of education？ training system by national unit based survey and time series analysis. Secondly, we will to expand related factors, for examples, corporation strategy. In particular I hope corporation strategy will join my research fact-finding results in the near the future