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KMA ASTD 연수단 . ASTD2006 - Total Debriefing - . 진주교육대학교 교육학과 . 김도헌 , Ph.D. Performance Architecture. 개인성과. 조직성과. Learning Architecture. 학습의 適 · 效 · 成. Social Architecture. 리더십 이슈. 조직 문화. 변화 이슈. 과제 : Think about Your keywords or issues. 경영전략 으로서의 학습. 퍼포먼스 컨설팅. 개인적 / 전문적 효과성.

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slide1

KMA ASTD 연수단

ASTD2006- Total Debriefing -

진주교육대학교 교육학과

김도헌, Ph.D

slide2

PerformanceArchitecture

개인성과

조직성과

Learning Architecture

학습의 適·效·成

Social Architecture

리더십 이슈

조직 문화

변화 이슈

과제: Think about Your keywords or issues

경영전략

으로서의

학습

퍼포먼스

컨설팅

개인적/

전문적

효과성

학습설계

및 전달

E-Learning

경력개발

및 인재관리

측정 및

평가

리더십과

관리자개발

조직변화

촉진

president remark think bigger
President Remark: Think Bigger

Think Bigger means….Think At C-Level! (Business Acumen..)

  • -경영전략의 큰 틀과의 연계 속에서 WLP 추진
  • CEO, 그들은 어떻게 HRD를 어떻게 인식하고 가치있게 여기는가? (John Deer, Steel Case, Wegman, etc…)
slide4
What make a difference between GE & GM? - 92.5% Vs 5% intagible asset (인적/지적자산 가치)
  • John Deere “Awareness” & “Innovate”- 600여명의 감원과 학습센터에 대한 대대적 투자
  • Learning & Knowledge is Core Competitive
  • Tom Peters “가격경쟁이 아닌 솔루션 승부를 위한 조직변화와 개혁수단으로서의 학습”
  • “Closing Gap” & “Right Skilling”
  • Bob Nancy “잘못된 Measurement는 치명적”- Better Business Performance 지표…
think bigger then act bigger
Think Bigger, Then Act Bigger
  • Deeply understand business strategies.
  • Identify how seninor leadership is being measured?
  • Create learning solution
  • Measure the results (based on KPI)
  • Communicate the results.
m113 business acumen
M113 Business Acumen

5 Elements of Business

begin to build business acumen
Begin to build business acumen

How Do You Impact your ___________ ?

What is your specific action to positively impact ___________ ?

su401 strategic value of learning
SU401: Strategic Value of Learning

CXO와 CLO간의 학습전략의 가치에 대한 인식 비교연구

slide15

(current)

CXO: Enterprise level focus

Prepare the possible future gaps

slide16
비즈니스 요구에서 개인구성원 요구에 이르는 다양한 요구에의 부응
  • 양적(ROI)/질적(Perception) 평가전략의 균형 유지
  • 학습기능 투자계획에서 Top-down & Bottom-up접근의 조화
  • 경영전략 수립을 촉진하는 미래지향적이고 능동적(Proactive) 역할 수행
  • 프로세스 개선, 서비스 질 향상, 훈련 표준화, 테크놀로지 활용, 비용개선 아웃소싱 등 ‘효율성’이슈에의 관심 지속
clo profiles research results

경영전략으로서의 학습 이슈

CLO Profiles: Research Results
  • CLO? Steven Kerr first to have CLO title at GE
  • Top 3 tasks of CLO- 현재: Strategic development and planning Communication with corporate executivesManagement of learning staff- 미래 하고싶은 일Strategic development and planning Communication with corporate executivesCommunication with lines of business- Greatest Gap between current and futurePerformance improvement (4) Knowledge Management (5)
clo profiles research results1

경영전략으로서의 학습 이슈

CLO Profiles: Research Results
  • 현재의 #1 도전과제는?
    • Communicating and measuring value
    • Resource Constraints
    • Responding to organizational change
    • Alignment and integration
  • 최근의 성취/성공 업무는?
    • Expansion of scope, output, and reach
    • Implementation of key learning initiatves
    • Increased perception/demonstration of value
clo profiles research results2

경영전략으로서의 학습 이슈

CLO Profiles: Research Results
  • CLO로서 성공을 위한 5핵심역량
    • Leadership
    • Articulating the value of learning in business terms
    • Business acumen
    • Strategic planning
    • Business Knowledge
  • 장래 학습관심이 있는 역량 영영
    • Human Performance Improvement (1)
    • Measurement & Evaluation (1)
    • Strategic Planning (3)
    • Learning Technology Infrastructure (3)
performance improvement hpt
Performance Improvement & HPT
  • 인간 ‘성과’(HP)란 “하나의 시스템 내에서 일하는 사람에 의해 생산되는 가치있는 결과’를 의미한다.
  • 인간성과공학(HPT)이란 “인간의 수행성과를 향상시키기 위한 일련의 통합된 체제적 접근”을 의미한다
  • 인간 성과공학(HPT)은 “개인과 조직이 어떻게 가치 있는 결과를 실현해나가는 과정에 영향을 주는 일련의 원리 및 적용방안’
slide21

20.1

수행성과 향상

19.9

조직 변화 촉진

12.5

측정 및 평가

10.3

조직지식 관리

8.0

학습설계

7.6

학습기능 설계

7.6

경력개발 및 인재관리

7.0

코칭

5.1

교육훈련 전달/운영

1.6

기타

0

5

10

15

20

25

다가올 미래에 가장 중요한 전문성 영역

slide22

Business Shoulds

Performance Shoulds

직무환경 및

능력 해결책

Business Actuals

Performance Actuals

직무환경 및

능력 원인들

  • GAPS! 접근법 사용하기
  • TU116: Put Performance Tools Into the Hands of Managers
  • W202: From Tactical Request to Strategic Request
slide23

Hierarchy of Needs

Strategic Work

(Results)

Tactical Work

(Solutions)

slide25

3

Missing Info

2

5

1

6

7

4

negotiation skills for performance consultants
Negotiation Skills for Performance Consultants
  • Performance Consultant의 핵심역량으로서의 협상
  • 체계적 절차적용의 관점에서 정치적 역학관계하에서의 사회적 협상관점

N.E.G.O.C.I.E

- 7Steps 협상모델-

  • Need to negotiate
  • Enhance the other party understanding
  • Global perspective
  • Obtain the power
  • Create a strategy
  • Influence
  • Evaluate and learn
astd2006 key trend issues
ASTD2006 Key Trend & Issues

조직성과

개인성과

Learning Architecture

학습의 適·效·成

Alignment

조직 문화

리더십 이슈

변화 이슈

m 217 never worry about transfer again strategies for converging learning and work

성과향상이슈

M 217 Never Worry about transfer again: Strategies for converging learning and work
  • We are all about transfer to performance, resulting in accomplishment. If transfer does not happen, where’s the value? What have we added?
  • The answer is…Convergence- Infusion of information, education, guidance, policies, and support into the context that matters.
slide29

Job Aids

Coaching &

E-Coaching

Performance

Support

Tools

6 Strategies

Knowledge

Base

Nagware(metacognition,

Remind,

Monitor)

Communities of

Practice

su207 beyond e learning
SU207. Beyond e-Learning

: Approaches and Technologies to Enhance Organizational Knowledge By Marc J. Rosenberg

1. e-Learning은 e-Training이상의 형태로 변화될 것이다.

2. (e-)Learning은 업무의 현장 속으로 이동할 것이다.

3. Blended Learning의 개념은 새롭게 재정의될 것이다.

4. (e-)Learning은 코스중심에서 지식중심으로 이동할 것이다.

5. e-Learning은 기업이 요구하는 다른차원의 전문성의 수준을 만족시키기 위하여 다른차원의 학습전략을 요구한다.

6. e-Learning에서 테크놀로지는 부차적 이슈가 될 것이다.

e learning1
e-Learning은 코스중심에서 지식중심으로 이동할 것이다.

Course Centric View

Knowledge Centric View

e learning2
e-Learning은 다른차원의 전문성 수준을 만족시키기 위하여 다른차원의 학습전략으로 적응할 것이다.
slide37

Learning Architecture 모형개발 Draft(By Dohun Kim)

지식의 유형

KM의 단계

Expert

학습기제

평가수준

Level

ActionLearning

Zone

지혜(Wisdom)

Contextual/Conditional(Know When)

Action Learning,Expert Facilitation

Impact

4

Level3KM

C of Practice

암묵지

Competent

AppliedLearningZone

지식(Knowledge)

Causal/Relational(Know Why/Who)

EPSS,

Coaching,Mentoring,Communities

Behavior

3

Functional

Level2KM

C of Learning

StructuredLearningZone

정보(Information)

Proclaritive/Procedural(Know What/How)

E-Learning,

Webinars,Tutorials

Learning

2

Conceptual

Level1KM

C of Interests

Basic InformationZone

데이타(Data)

Factual/Conceptual(Know About)

Portals,Search Engine,U-Learning

Reaction:Interests

명시지

1

Aware

CoP 육성

data mining in e learning
Data Mining in E-Learning
  • 문제의식- 일반적 학습프로세스 평가기법: Test, 인터뷰, 관찰, Implement Follow-up, ROI, etc. - 제한점: Subjective, Indirect, sample groups, reflective
  • Data Mining: 데이타베이스에서 지식 발견일정 패턴의 발견을 위해 광범위한 양의 데이터를 자동적으로 검색하는 과정
  • E-Learning Data Mining- every click is counted and monitored- 학습패턴/학습스타일 분석- 연구의 새로운 차원 (가장 정직하고 확고한 사실을 밝혀줌)
slide41
Case Study- SAT Test를 준비하는 젊은 학생들 (100,000여명)- 프로그램의 특성- Data Mining 절차- 각 웹페이지 encoding하기- Data warehouse 모으기- 분석 및 처리- 학습자 캐릭터 파악하기- 프로그램 개선- 학습자 캐릭터 follow-up
  • Data Mining로 부터의 추가적 통찰- How long is a session? - “fun” and amazing feature?- 40 different dominant paths- Linear learning?
  • Mr. Long and Mr. Short
  • Mr. Daytime & Mr. Night
  • Mr. Thorough and Mr. Jumpy
  • Mr “Next Next”
meaningful metrics for knowledge management by accenture
Meaningful metrics for Knowledge Managementby Accenture
  • 지식경영전략을 추진하는 기업에서 가장 큰 도전거리는 바로 지식경영활동을 어떻게 평가할 것인가?이다.
  • Accenture의 KX(Knowledge Exchange)시스템을 둘러싼 지식경영활동에 대한 평가모델 구축작업 소개
  • Scope: Search, Contribution, Engagement profiles, CoP etc.
hrd v model
HRD V-Model

Analysis & Design

Measurement & Evaluation

ROI

Business

Results

Business

Needs

Capability

Requirements

Capability

Status

Human Performance

Requirement

Human Performance

Impact

Performance

Solution

Delivery

Status, Reaction

km metrics architecture
KM Metrics Architecture

5

ROI

Problems or

Opportunity

4

Business

Results

Engagement “productivity”?

Win Rates? Client Satisfaction?

Changes

in Biz results?

3

Performance

Use/Apply Information

Information

Applied

Right information

To right person

At right time

2

New K, S, A

Users find

What they need?

Find

Information

Information

Found

1

Intervention

Knowledge

Exchange

Access System

User satisfaction/

Usability

astd2006 key trend issues1
ASTD2006 Key Trend & Issues

조직성과

개인성과

학습의 適·效·成

Alignment

조직 문화

리더십 이슈

Organizational Architecture

변화 이슈

new map of leadership
New Map of Leadership
  • Ground Truth
  • Of Globalization
  • Global literacy from 52% to 81%
  • international cultural exchange
  • multi-cultural approach
  • Battle of Internalization & Globalization
  • The Rise of
  • Complex Challenges
  • From managing risk to containing uncertainty
  • Rate and amount of Change
  • Narrow mental map
  • Battle of Ingrained & Unknown
  • A World of Interruption
  • 11 minutes Vs 25 minutes
  • Leadership for
  • Longevity
  • 70-80% of heath costs from 5 lifestyle behaviors:
  • Poor diet, stress,
  • no exercies,
  • drink too much
new map of leadership1
New Map of Leadership
  • Ground Truth
  • Of Globalization
  • Find “ground truths”
  • Global Workouts
  • Tools for cross-boundary
  • collaboration
  • The Rise of
  • Complex Challenges
  • Innovation as OD competency
  • Corporate Situation Room
  • Challenge as Central Frame
  • Whole New Mind
  • A World of Interruption
  • A Master of Full Engagement
  • Positive Disobedience
  • Leadership for
  • Longevity
  • Approach LD like ICPH
  • Invest in “Life Coaches”
su311 recipe for cultural change one bite at a time
SU311: Recipe for Cultural Change: One Bite at a Time

One-on-one

Coaching

& Support

Just in Time

Training

Ingredients

Concrete

Motivation

Action

Learning

stories@work by mette norgaard ph d mba

조직변화이슈

Stories@Work by Mette Norgaard, Ph.D., MBA
  • Identify the stories that block change in your organization
  • Work with a plot that inspires people to engage and perform

Downfall

실망, 좌절, 미래의 불투명

Scam

조직요구와 개인요구의 Gap

Contest

치열한 경쟁환경 직면

Quest

현재로 부터의 의미있는 도전

stories@work by mette norgaard ph d mba1
Stories@Work by Mette Norgaard, Ph.D., MBA

Job aid for using stories@work

Be prepared

  • Advocate self-leadership and High-trust
  • Relationships
  • Create a Leadership Culture
  • Have Clear Ground-Rules

Trust

Get Real

Find out if people are experiencing stress or distress.

- Discern the Plots

- Check the Facts

Condor

Be Bold

  • Shift the conversation from “If only…”
  • Limitation stories to “What if…” possibly stories
  • Engage with Questions (about future)
  • Choose the Quest
  • Get Going

Strength/

Positive

keynote 1 power of strength
Keynote 1: Power of Strength
  • To Turn one’s person’s talent into performance
  • Find out what is unique about each person & Capitalize on it
  • Three Truth
    • As you grow, you become more of who you already are
    • You will grow most in your area of greatest strength
    • You will contribute most to the team when you offer up your strength.

Appreciative Inquiry

as strength-based approach to change

  • Power of Guiding Images of the Future (Senge: Presence)- Problem-based approach Vs. Opportunity-based approach
  • Power of Conversation (Co-Constructing, Navy Summit)
  • Positive Revolution (pygmalion effect, science of human strength, positive stories-narratives)
presence
Presence:과거로부터 배우는 학습에서 미래를 예측하는 학습으로.

The Theory of U: Sensing, Presencing, Realizing- 최고의 과학자와 비즈니스리더들의 학습법-

freakconomics discover a different view of the world
Freakconomics= discover a different view of the world
  • 마약판매상의 왜 어른이 되어도 부모와 함께 사는걸까?
  • 돈많은 후보가 이기는가? 이길만한 후보에게 돈이 모이는가?
  • 선생님은 왜 부정행위를 할까?
  • 범죄율은 왜 줄어들었는가?

- 인센티브의 세계, 잘못된 통념, 미묘한 원인의 극적 결과(Butterfly effect)….

Freakedagogy (괴짜교육학)

  • 교육만족도 점수에 숨겨진 진실은 무엇일까? Content일까? Context일까?
  • e-Learning시스템속의 Data를 Tracking하면 어떤 허구가 드러날까? 장미빛전망과 현실의 차이는?
  • 요구분석의 결과보고서는 정말 학습자의 요구를 반영하고 있을까? 누구의 요구가 프로그램 개발을 안내하는가?

-> 교육담당자의 미묘한 질문들이 큰 변화를 안내하지 않을까?

astd2006 key trend issues2

Closing Gaps:

Skill Gaps &

Perception Gaps

Context of

Talent Management

& Career Development

Workflow Learning:

Knowledge Tools

(Blogs,WIKIS,Nagware, etc)

Game &

Simulation

평가영역의

확장 (교육+인사+지식전략)

Performance

Support

Tools

Strength-Based

Organizational

Change:

Power of Positive Mind

Freakconomics

Freakedagogy

Trust Leadership

Power of

Strength

Future

Leadership Issues

Candor

ASTD2006 Key Trend & Issues

Work & Life Balance

Performance Aritecture

조직성과

개인성과

Work & Learning Convergence

학습의 適·效·成

Alignment

Learning Architecture

Organizational Aritecture

Different View of World

조직 문화

리더십 이슈

변화 이슈

astd2006 key trend issues3

Problems of world

Opportunities of world

Analytic Approach

Wholistic Approach

Positive System

Negative System

Soft Tech(Stories, Negotiation…)

Hard Tech(GAP Analysis, ROI etc…)

ASTD2006 Key Trend & Issues

Traditional HRD

Emerging HRD

Discover Different Views of HRD

And… Your Turn!!!