본 연구는 문헌 분석과 한국 글로벌 기업의 한국인 주재원의 핵심 역량 모델분석 을 통해 한국인 주재원의 핵심 역량과 관련하여 5가지 영역을 개발하였다. 본 연 구는 한국 글로벌 기업의 한국인 주재원들이 파견 전 교육을 통해 얻은 역량 (ELC)과 실제 글로벌 작업환경에서 요구되는 역량 (RLC) 사이의 차이점을 발견 하였고, 한국인 주재원을 대상으로 한 교육훈련 프로그램의 특수한 문제점을 발 견하였고, 효율적인 한국인 주재원의 교육훈련 프로그램 개발을 위한 방향을 제 시하였다. 파견 전 교육훈련 중에서 가장 중요한 목표 역량이 언어 영역의 현지 언어 사용 능력임을 발견하였고, 주재원 경험이 1년 이하인 한국 글로벌 기업의 한국인 주재원들로부터 가장 중요하게 인식된 우선순위 역량임을 발견하였다.
The results of this study identified problems that were unique to Korean expatriate training programs and suggested ways to develop effective pre-dispatch Korean expatriate training programs. From the data, this study determined that there was a difference between the perceived the existing level of competency (ELC) and the required level of competency (RLC) of Korean expatriates with expatriate working experience of 1 year or less at "A" Corporation in overseas assignments. Moreover, this study found that "Local Language Usage Ability (Language Areas)" was the most important target for competency in future pre-dispatch training for overseas workers and had the highest perceived priority at "A" Corporation among Korean expatriates with expatriate working experience of 1 year or less at "A" Corporation. The purpose of this study was to investigate whether there were any di fferences between the existing level of competency that had been taught in pre-dispatch training and the required level of competency at the actual global work places among Korean expatriates with expatriate working experience of 1 year or less in a Korean global corporation. This study investigated what had been taught in the past and what needed to be taught to Korean expatriates in a Korean global corporation. Korean expatriates were selected based on their overall achievement related to job performance in a corporation, as well. This study presented the question of whether or not they had sufficient abilities in cross-cultural areas, language areas, leadership areas, and family areas to succeed as expatriates. This study investigated what had been taught in the past and what needed to be taught to Korean expatriates with expatriate working experience of 1 year or less in a Korean global corporation. The limitations of this study were as follows: 1. This study only investigated and reflected Korean expatriates' points of view. 2. Because the main source of data for this study was a questionnaire, it was difficult to achieve in-depth information on how Korean expatriates felt about their expatriate training program. 3. The Korean corporation where this study collected data may not be representative of all Korean global corporations and Korean expatriate pre-dispatch training programs. 4. Competency areas in this study may be developed in various ways, including a combination of training programs. 5. Since the literature review focused on studies of U.S. corporations, it reflected the perspective of American scholars. The literature relating to Japanese corporations was produced by many English speaking scholars, and therefore may not have reflected the cultural perspective of other scholars.
Literature Review Characteristics and Competencies of Expatriates and Expatriate Selection Required Competencies of Expatriates and Expatriate Selection Expatriate Pre-Dispatch Training Methods Needs Analysis: Clientele Analysis Developing an Assessment Instrument The Locus for Focus Model Presentation and Analysis of Results and General Summary of Findings Question 1: Was there Any Difference between the Perceptions of Their Existing Level of Competency And the Required Level of Competency of Korean Expatriates with Expatriate Working Experience of 1 Year or Less in Overseas Assignments? Question 2: Which Areas of Competency Language, Cross-cultural, Job, Leadership, and Family Had the Highest Perceived Priority? Conclusions, Discussion, and Recommendations Conclusions and Discussion Recommendations References
