Evaluating SD Outcomes
5. Study Group (Circle)
Q 5. Is "study group" in action?
yes ( O ) no ( ) Is it encouraged by company?
yes ( O ) no ( )
6. COP
Q 6. Community of Practices, CoP, example: Web Blog or Program.
What kinds of CoP are in play?
Identifying Human Material Resources for SDL ․
7. Learning Contract & 8. Diary, log and journal
Learning contract is the key of SDL at work. Contract is to be signed between the individual and himself/herself. Learning Plan Format is designed, and learning goals, activities, resources, schedule, assessment, and achievement are written thereon.
Q 7. Is the contract encouraged to be in play?
yes ( O ) no ( ) Q 8. Are Log, Diary, or Journal used actively?
yes ( O ) no ( )
9. SDL Assessment
Q 9. Reflection and feedback function in SDL assessment.
Is reflection of SDL activities undertaken?
yes ( O ) no ( ) Are effectiveness and efficiency of SDL activities assessed?
yes ( O ) no ( ) Is the checklist of education media (portfolios) drafted and in use?
yes ( O ) no ( )
Choosing and Implementing Appropriate SDL Strategies
Evaluating SDL Outcomes
10. Job Assessment
Q 10. Are the effects of SDL activities on job performance achievement measured and assessed before and after applying SDL ?
yes ( O ) no ( )
SDL Preference and Self-Diagnosis Capacity
1. Do employees make self-assessment for diagnosing their own SDL needs and seek for others' help if necessary? [YES]
2. What efforts do employees make to further understand themselves?
[360 degree assessment]
3. Do employees utilize the data of others' assessment on them for further self-development?[yes-peer-team-customer feedback-(PTC)]
4. Are employees aware of skills needed for enhancement of their own SDL capabilities?
[yes]
5. Does the company provide feedback mechanism as an important tool for enhancing employees' awareness of themselves as SDL undertakers? [Yes, PTC]
6. Is there any measurement instrument of employees' SDL preference such as attitude test, MBTI (Myers-Briggs Type Indicator)?
[NO]
7. Does the company have any measurement tool of SDL preparedness?
[NO]
Diagnosing Learning Needs
Organizational Assessment
1. Are employees aware of the role models their company desire?
[yes-job codes/competencies]
2. Are employees undertaking self-development into SDL adopters their company want them to be? yes
3. Is the company providing practical assistance necessary for employees to change into such role players? yes
4. Does the company have clear HRD goals and strategies? somewhat
SDL Goal Setting
1. Is SDL goal set by the company or by employees? both
2. Who sets the SDL goals? Employees, HRD specialists, Team Leaders, CEO?
Employees, corp., managers
3. Does the company provide any help and encouragement in setting SDL goal?
Yes, employee development and annual performance evaluation
Prioritizing SDL Goals
1. Are employees aware of what should be the top priority among the SDL goals? Yes, self-determined
2. Do employees think they should be updated incessantly to cope with dramatic change of society? no
Do they have intentions for self development? yes
What efforts are made by them? Employee development plan
Formulating SDL Goals
3. How does the company reconcile in case employees' SDL goals and company's HRD goals do not match?
Company very flexible disagreement non-existent
Securing human material resources․
1. What are the material resources used by the company?
Knowledge management, CoP
2. Is the study group organized? Does the company encourage the organization of the study group? yes
3. Does CoP (Community of Practices) exist at the company? yes
4. What kinds of CoP are in play? What are their names? What are the activities and how are they organized?
Web communities, Organizationized ad hoc by employees and managers
Selecting and Implementing SDL Strategies
1. Does the company encourage SDL employees to observe their learning contracts? Is there any assessment tool for checking it? Yes, annual performance review
2. Does the company emphasize including items such as SDL goal, activities, resources, SDL scheduling, assessment criteria, and achievement criteria in Learning Plan Format as learning contract? yes
Identifying Human Material Resources for SDL ․
Choosing and Implementing Appropriate SDL Strategies
3. How heavily are log, diary, and journal used? Log-individual development plan 4. How is evidence of SDL activities recorded?
Electronic via learning management system
Self-Assessment
1. Is there some self-assessment format? Yes online tool
2. Are SDL activities assessed in terms of effectiveness and efficiency?
Yes-in annual performance
3. Are portfolios describing employees' SDL activities or other evaluation records filled out by employees and assessment undertaken accordingly?
No only electronic records of individual development plan & completion records 4. Is self- or organizational assessment made? If both are taken, what is the proportion of these two assessments? Org. yes
5. Is individual assessment on job performance quality associated with SDL undertaken?
Only informally in annual performance review
Evaluating SDL Outcomes
부록
EDS, K
" "
Professional skills are those technical or job related qualifications necessary to perform in a particular job category. For example, a project manager must know, understand, and apply Project Management Body of Knowledge (PMBOK) analytical skills to project planning and execution. Professional skills differ from "interpersonal skills".
Interpersonal skills are one's communications abilities, demeanor, attitude, ability to accept change, ability to work in ambiguous environments. Examples of professional skills include competency with computer applications like MS Project, Word, Excel, and PowerPoint, Windows Operating Systems, Visual Basic, C, Microsoft .NET, and Oracle ERP applications.
The Learning Portal offers employees a one-stop gateway for their learning and development needs. The portal enables EDS employees to connect with the right processes and tools for learning and performance needs, career planning, coaching and mentoring, and for leveraging enterprise knowledge (communities of practice / affinity groups and enterprise knowledge repository).
The portal offers a personalized, task-based process for:
Accessing the Learning Catalog and tracking your development activities
‣
‣Creating your unified learning plan for your Individual Development Plan (IDP)
Providing development opportunities that are agile and aligned to the business
‣ direction
Connecting you to EDS's mentors and coaches
‣
Supporting you in your current job, a new job role or a new career
‣
Supporting personalized feedback tools
‣
Identifying development activities through comprehensive development paths
‣
aligned to the EDS Job Family Matrices and focused programs such as Leadership, Sales, Technology, Programme/Project Management and industry certifications
Providing learning and performance support processes and tools
‣
Leveraging enterprise knowledge (e.g. best practices, lessons learned, etc)
‣
Our goal is to offer world-class learning opportunities to enrich employee work experience. A well-trained, educated, diverse workforce delivers service excellence and client satisfaction. Clients receive solutions faster because employees are prepared faster.
Self directed learning enables employees to pursue their skill set training and certifications on their own schedule.
A common definition of certification or "certifying" is from Dictionary.com. to award a certificate to (a person) attesting to the completion of a course of study or the passing of a qualifying examination. IT Architects can achieve a certification based on
demonstrating substantial skills, experience and success in architecting solutions across the whole life cycle. See the current Certification list from www.certcities.com at the end of this document.
Examples of university partnerships
Through its membership in a consortium sponsored by Carnegie Mellon University(Pittsburgh, PA, USA), EDS is continuing to help advance best practices in the IT outsourcing industry. The IT Services Qualification Center provides an improvement model, the eSourcing Capability Model for Service Providers (eSCM-SP, now in Version 2), as well as an evaluation method that can lead to formal rating and certification.
EDS' priority in the community is to contribute to improving the education of the young generations. Putting research, technology and exploration in the hands of our youth helps shape the great minds of the future. That's why we support JASON. Our solid 17-year-long partnership with them already impacted the lives of thousands of children around the world.
The JASON Project is a nonprofit subsidiary of the National Geographic Society dedicated to providing standards-based, multimedia science curricula and professional development to one million middle-grades students and 20,000 teachers in 41 states and around the world. JASON, named for the mythological Greek adventurer, is currently headquartered in Ashburn, VA.
Through partnerships with agencies such as NASA and NOAA, JASON immerses students in cutting-edge science with technology-rich multimedia curriculum.
Beginning in 2006, The JASON Project will offer multiple expeditionary curricula every year, with more interactivity. All content will be immediately recognizable as
standards-based to ensure its widespread use. Other new features include an EDS-developed prototype engine and digital archive, giving students, teachers and parents easy intuitive access to the educational resources of JASON and its key content partners.
EDS' Involvement with JASON
Simply put, we enable the discovery. EDS, the founding sponsor and technology provider since 1989, delivers the technology backbone and technological expertise that brings The JASON Project to life. EDS additionally provides national funding, board leadership, technology and technical consulting, hosting of the jason.org Web site, graphic design, public relations and government relations, and employee volunteer support. As it has become part of EDS' corporate culture, our employees introduce JASON to teachers, school districts and communities often volunteering numerous hours in classrooms or hosting students for JASON events at EDS facilities.
In order to qualify for a job code, one must possess or obtain the necessary training and qualifications to meet the award of a particular job code.
Job codes are simply numerical hierarchies that classify jobs and job families. A job family is a logical grouping of jobs that involve similar types of work. All job families are designed as a planned progression of work, with each succeeding level becoming more complex and requiring greater skill, knowledge, experience and competency levels.
A job family matrix is a document that represents each job family. Each matrix consists of: competency descriptions, job codes, job descriptions, job role descriptions, skill/knowledge requirements and proficiency levels for competencies and skills.
7. Learning Contract & 8. Diary, log and journal
[Please briefly explain the format of individual development plan.]
[Please briefly explain what 360 degree assessment is.]
[Please briefly explain peer-team-customer feedback. For example, how do they work?
What kinds of formats are there?]
The PTC format is a web based, data entry form that requests the person providing the input to rate the employee on various categories and attributes. The PTC is used to assess performance and provide feedback .PTCs are solicited from a minimum of five individuals who have worked with the individual being evaluated. A customer may be requested to support this evaluation process.
Choosing and Implementing Appropriate SDL Strategies
Diagnosing Learning Needs
Employees expect a mature corporation to have a job code and job family system in place in order to establish career goals and measure performance.
The PPM Community of Practice has electronic bulletin boards, email, and other web forums like "Live Meeting"or Webexs, that facilitate collaboration on best practices to all community participants. References to the latest process or strategy are shared with the ultimate goal of providing validated information fast and easy to use. This information is then applied to the job with resulting increases in job performance.
activities, for example, categories of electronic transcript.]
Our learning management system (LMS) provides a transcript record that can be printed out and imported to Word or Excel. It is a form of legal documentation that identifies all learning entries, attempts, and completions. This LMS capability is similar to all major LMS vendor features.
Identifying Human Material Resources for SDL ․
Choosing and Implementing Appropriate SDL Strategies
The IDP is a document, a guide, and a plan that can be measured against an employees stated performance objectives. It obtains management inputs at throughout its use.
Therefore, employee goals and training are no surprise to management.
Evaluating SDL Outcomes
부록 사의 정보화 시스템
그룹 정보화와 마이싱글의 탄생
사의 그룹 정보화는 년부터 시작되어 환경의 인트라
넷 환경의 기업 포탈 시스템인 마이싱글로 발전하였다 년 커뮤니케이션 활
성화 라는 목표 하에 중앙집중식 환경의 가 개발되었고 년에는 사
무생산성 향상 을 위한 환경의 로 업그레이드되었다가
이 활성화되면서 정보가 점차 포화상태에 이르고 각 관계사와 관련 된 사내 시스템들이 산재되면서 개인화된 정보 맞춤 서비스에 대한 욕구가 높 아짐에 따라 인터넷 기반의 그룹 정보 인프라인 마이싱글이 개발되었다
다음 그림은 년도 별로 사에 의해서 개발된 정보화 시스템의 역사와 개요에 대한 것이다
마이싱글은 대기업인 사의 임직원 모두가 함께 사용하는 초대형 시스템이
다 이의 활용률은 년 대비 기능별로 약 배에서 많게는 배 정도까지 증
가해왔다 이를 통해서 사가 얻어낸 성과는 다음과 같다 커뮤니케이션 활성화를 통한 그룹 구심점 역할 경영방침 전파
통합 및 글로벌 주소록 구축
커뮤니티를 통한 하나의 의식 고양
정보공유를 통한 경영 지원
다양한 지식제공으로 기회선점 회사가 보유한 다양한 기술과 정보를 함께 공유하며 개인들 또한 학습조직이 습득한 학습정보까지 함께 공유함으로써 높 은 수준의 지식을 공유할 수 있게 됨
신속한 의사결정 메일 전자결재 실시간 메신저 화상회의를 활용하여 빠른 의사결정을 할 수 있게 됨
을 통해 정보 만건
공유가 가능해졌으며 할 일 등록을 통해 업무 공유가 가능해짐
부록 의 프로젝트
고상원 외 인 인력의 유동성 실태조사 및 경력경로에 관한 조사연
구 정보통신정책연구원 수탁연구
이건창 정남호 지식순환의 관점에서 살펴본 업무적합이 조직성
과에 미치는 영향에 관한 연구 지식경영연구
이정택 자기주도 평생학습 관리 한국직업능력개발원 기본연구
이홍 유택영 지식경영도입의 핵심성공요인 포스코 건설사례를 통
하여 지식경영연구
전기호 학습조직구축을 위한 인재양성 시스템 주간경제
주용국 이의규 기업의 인적자원개발 김장호 편저 한국의 인적자
원 도전과 패러다임
포브스코리아 년 월호 중앙일보 시사미디어 제
회 포브스 경영품질대상 수상기업 우수경영사례집 한국품질경영학회
약어
한국직업능력개발원 선임연구위원
-자기주도 학습과 산업현장적합성
년 월 일 인쇄
년 월 일 발행
이 원 덕
한국직업능력개발원
서울특별시 강남구 청담 동 홈페이지
전 화
팩 스
선우정보인쇄
년 월 일
제 호