S-Space College of Business Administration/Business School (경영대학/대학원) Institute of Industrial Relations (노사관계연구소) Seoul Journal of Industrial Relations (노사관계연구) Journal of industrial relations vol.11 (2000) (노사관계연구)
- Issue Date
- 서울대학교 노사관계연구소
- Journal of industrial relations, Vol.11, pp. 139-169
- Given the global hyper-competition. career development systems seem to be of great importance in developing human resources. Noting the importance. this study was aimed at proposing basic guidelines for designing career development systems. First of all. designing career development systems needs to be based on four assumptions: ① respect for individuals. ② orientation toward development. ③ focus on the job, and ④ focus on the fields. Second. the effective designing of career development systems calls for systematic institutionalization of related systems. More specifically, ① organizational career planning, ② recruitment and selection. ③ performance appraisal and feedback, ④ promotion and job rotation. and ⑤ training and development systems should be designed in such a way that developmental orientation. system connectivity and consistency can be ensured. Third, career management support systems. i.e., career information system. human resource information system, and career counseling. are desired to be designed so that system openness and participativeness can be maximized. Fourth. career development systems should be differentiated considering job families and individual career stages. Along with the summary, the study ends with suggesting the new paradigm of human resource management which is in accordance with the career development systems.