공식적 교육훈련 참여가 인적자원 경쟁력에 미치는 영향 - 팀 문제해결 참여의 조절효과 -

Abstract

The purpose of this study is to ensure that the quantitative and qualitative participation of enterprises in formal training has a significant impact on human resource competitiveness. In particular, the team's level of problem solving and decision-making participation is expected to moderate the relationship between quantitative and qualitative participation in training and human resource competitiveness. The study of the performance of education and training was limited because the financial point of view was studied a lot. Because the performance of education and training is not directly affected by financial performance, it is necessary to study in context of the organization as a whole because it develops individual capabilities to demonstrate capabilities within the organization and affects the improvement of internal processes within the organization. In addition, it is necessary to demonstrate the effectiveness of education and training from a homogeneous perspective in the middle position of managers and workers, although the prior research was conducted mainly from the perspective of the enterprise's management or workers. To test the hypotheses, Human Capital Panel Survey (HCCP) Data were used for this study. Hierarchical regression analysis was conducted to demonstrate the impact of formal education training on human resource competitiveness and the control effect of team problem solving. The analysis showed that, among the independent variables for human resource competitiveness, the number of days to participate in training and the degree to which training opportunities are sufficient, did not have a significant impact, but the level of training opportunities had a significant impact.In other words, the number of annual training days, which can be said to be a quantitative aspect of employees' participation in education, did not affect the competitiveness of human resources, but in terms of the quality of educational participation, the recognition of the sufficiency and fairness of educational practice proved to have a positive impact on enhancing human resource competitiveness. The results of the study provide some implication. the quality factors of training should be considered in order to enhance the effectiveness of human resource competitiveness. In addition, when participation in team problem-solving in training was added in the impact on human resource competitiveness, the impact of sufficient training was moderated. It has been demonstrated that the opportunity for education and training has a more positive impact on human resource competitiveness if the team has a high degree of problem solving and decision-making participation. The team members actively participate in problem solving and decision making, suggesting that human resource competitiveness will be further enhanced by strengthening motivation and self-efficacy for education. Corporate managers need to create an organizational culture and structure in which team members actively participate in problem-solving or decision-making at the site, and emphasize the direction of these organizations to team leaders and team members. In this study, it is meaningful in that the team leader's perception of the results of education and participation in team problem solving was used as variables to explore effectiveness from a balanced, site-oriented perspective.