earticle

영어

The purpose of this study is to investigate the performance level of teacher training practitioner's competency. Complete survey for 209 Korean HRD practitioners in teacher training institute was conducted and 189 data was finally used in the analysis. The result provides implications for the further research focusing on developing HRD practitioner's competency and ultimately suggests the way to improve HRD practitioner's competency. Teacher training practitioner's roles are currently limited to administrator, program designer, and evaluator so that their perception on the roles of HRD practitioner is not much different from the ones of a trainer. This is because current teacher training program goes no farther than just improving the job skills needed for their current task. In the perspective of human resource development, current teacher training program does not consider the needs of school education, teachers and is not closely related with the accomplishment of school education. Also, it can't follow rapid social changes. Since the current teacher training practitioner's roles are focusing on training, training-related competency is regarded as the most important competency of teacher training practitioner. Understanding of teacher learning, visioning skill, communication skill, understanding of educational policy, coaching skill, interrelation skill, which are needed for designing and administering teacher training program, showed high performance level and computer skill, utilizing facility, allocating budget, documentation skill, which are needed for administering, showed high performance level. Current teacher training system does not consider the needs of teachers and is not closely related with the goal of school education. Also, it lacks systemicity and efficiency of teacher training program, learner-centered evaluation and perspective of human resource development. Accordingly, teacher training practitioners showed low performance level in research skill, cost-effect analysis, developing career, developing organization. From now on, teacher training program should change to maximize the growth and efficiency of teachers and educational organizations. Also, to enhance teacher training practitioner's competency, teacher training practitioners should set road map to improve their competency performance level and broad institutional support should be provided.

한국어

본 연구는 교원연수 담당자의 역량에 관한 수행 수준을 진단하는 데 목적을 두고, 각 시·도 교육연수원에서 현재 교원연수를 담당하고 있는 교육연구사 209명을 대상으로 전수조사를 실시하여 189명의 자료를 최종 분석에 활용하였다. 연구결과는 다음과 같다. 첫째, 교원연수 담당자의 역량 분석에서 가장 두드러진 특징은 교원연수 운영과 관련한 역량들의 수행 수준이 높게 나타났다는 점이다. 둘째, 교원연수 담당자의 역량에서 조사 연구 기술, 비용효과 분석 등의 역량은 수행 수준 이 낮게 나타났는데, 이는 교원연수의 효과성 분석 및 효과성 제고를 위한 담당자들의 인식 및 노력이 부족하다고 판단된다. 셋째, 역량 분석에서 또 중요한 특징 중의 하나는 경력개발 이론 및 기법의 이해, 조직개발 이론과 기법의 이해, 조직 및 조직 행동에 대한 이해에 관한 역량의 수행 수준이 낮게 나타났다.