이 연구의 목적은 전략적 인적자원개발의 관점에서 기업의 인적자원전략 특성에 초점을 맞춰 기업의 교육훈련비 투자 결정요인이 무엇인지 규명하는 것이다. 이를 달성하기 위하여 한국직업능력개발원의 인적자본기업패널(HCCP) 기업(본사)조사 3개차 년도 자료를 활용하여 일반화된 위계 모형을 적용해 기업의 교육훈련비 투자 결정요인을 분석하였다. 1인당 교육훈련비를 종속변인으로 설정하고 기업특성, 인적자원관리체제, 인적자원개발인프라로 구성된 모형을 단계적으로 투입하여 분석한 결과, 첫째, 기업의 교육훈련 투자에 인적자원 전략특성이 영향을 미치는 것으로 나타났다. 둘째, 시간변화에 상관없이 지속적으로 한국 기업의 교육훈련비 투자를 설명하는 중요 변인(정규직 비중, 직원학력 수준, 교육훈련방법의 다양성)이 드러났다. 셋째, 기업의 구조적․상황적 여건 보다는 숙련된 정규직을 많이 보유하며 인적자원개발 인프라를 조성하는 등 전략적 의지를 가지고 있는 기업이 교육훈련 투자에 적극적이었다. 넷째, 비교적 기업규모가 작을수록 1인당 교육훈련비 투자 수준도 낮았다. 다섯째, 비정규직 근로자가 차지하는 비중이 클수록 교육훈련비 투자 규모가 줄어들고 조직내 고학력자의 비중이 클수록 교육훈련비 투자 규모가 늘어나는 현상이 발견되었다. 이러한 결과를 기반으로 기업이 전략적 경영활동의 일환으로 인적자원개발 부문의 노력을 확대해 나가기 위한 기업과 정부의 역할 등을 제언하였다.

This study aims to examine the determinants of the Korean corporate investment in training and development focusing on the characteristics of Korean companies' human resource practices. To accomplish this goal, the Human Capital Corporate Panel data from the first survey to the third one was analyzed by 3-level Hierarchical Generalized Model. The results show that first, the characteristics of strategic human resource practices are one of determinants of the Korean corporate investment in training and development. Second, some variables are specified as the important determinants of the Korean corporate investment in training and development regardless of the change of the year. Third, the companies are responsive to the change of business environment, the more invested in training and development. Fourth, the level of corporate commitment to human resource development practices was also showed as one of determinants. Fifth, Korean companies tend to invest more in training regular and/or highly educated workers than temporary ones and/or workers who are lack of education. This study suggests that further researches should be conducted in order to investigate types of corporate human resource strategies or the relationship between changes of external and internal environment surrounding companies as the determinants of training investment. In addition, government's intervention is needed to activate companies to increase their investment for temporary workers and/or workers who are lack of education.

This study aims to examine the determinants of the Korean corporate investment in training and development focusing on the characteristics of Korean companies' human resource practices. To accomplish this goal, the Human Capital Corporate Panel data from the first survey to the third one was analyzed by 3-level Hierarchical Generalized Model. The results show that first, the characteristics of strategic human resource practices are one of determinants of the Korean corporate investment in training and development. Second, some variables are specified as the important determinants of the Korean corporate investment in training and development regardless of the change of the year. Third, the companies are responsive to the change of business environment, the more invested in training and development. Fourth, the level of corporate commitment to human resource development practices was also showed as one of determinants. Fifth, Korean companies tend to invest more in training regular and/or highly educated workers than temporary ones and/or workers who are lack of education. This study suggests that further researches should be conducted in order to investigate types of corporate human resource strategies or the relationship between changes of external and internal environment surrounding companies as the determinants of training investment. In addition, government's intervention is needed to activate companies to increase their investment for temporary workers and/or workers who are lack of education.

Corporate HRD, Korean corporate investment in training and development, Human Capital Corporate Panel