Summary
How will the interest in artificial intelligence and big data, and the working from home and online education that COVID-19 brought forward, change talent development? To look for an answer, this article first retraces the path the definition of human resource development has taken: a first wave that established its identity, a second wave in which the focus moved from individual learning to organizational learning and from learning to performance, and a third wave in which topics diversified. In light of this course, the author cautiously expects the diversification of topics to speed up further, and names HR analytics and digital transformation as the areas where the pressure for change is greatest. Search-interest trends show that interest in these two topics is rising steeply while interest in talent cultivation is slowly declining, so taking in the new issues remains a task.
Key points
- The concept of human resource development has evolved gradually through selection and diversification rather than through abrupt breaks.
- HR analytics emphasizes data and analysis, and digital transformation emphasizes institutions and systems; the two are closely connected.
- The two topics can be linked to talent management through keywords such as organization, strategy, and business.
- The task is to fit the process of talent development to the digital environment and to reflect insights from analysis in business decision-making.
- These capabilities require development at the team and group level and a learning organization, not only at the individual level.
Citation
- 저자: 채충일
- 연월: 2020년 5월
- 제목: 데이터를 통해 들여다 본 인재개발 정의와 변화 가능성
- 매체: 월간 인재경영
- 권호·쪽: Vol. 183, 63쪽부터
Citation
@online{2020,
author = {},
title = {데이터를 {통해} {들여다} {본} {인재개발} {정의와} {변화}
{가능성}},
date = {2020-05-01},
url = {https://chadchae.github.io/posts_white_paper/2020-05-01-hrd-definition-change-through-data/hrd-definition-change-through-data.html},
langid = {en}
}