Human resource development in South Korea : theory and cases / edited by Doo Hun Lim, Seung Won Yoon, Daeyeon Cho.

Chapter 1. Themes and Trends of HRD Research in South Korean Context Doo Hun Lim, Seung Won Yoon, & Daeyeon Cho This chapter will present the overview and synthesis of all chapters in order to guide the readers throughout the book. Three major sections will be used to describe the purpose and direction of the book: national and social issues of HRD, sector specific perspectives on HRD agenda, and contemporary issues and trends. Implications for practice and research will be briefly discussed for dealing with major issues discussed from selected chapters. Part I: National and Social Issues of HRD Chapter 2. NHRD in South Korea Jihyun Shim, Yoonhee Park, Hui Jung Chu, & Su Jung Choi The influence of national level policies on HRD practices has been noted significant. In order to identify the detailed information about what constitutes national HRD, this chapter will discuss the definitions of NHRD, its boundary, and a brief review about its role affecting HRD policies and practices in South Korea. The first section of the chapter will introduce the history of Korean national HRD in the following periods: 1960s, 1970s, 1980s, 1990s, 2000s and afterwards. Also, for each period, we will provide economic development, responding NHRD policies for economic development, statistics, and NHRD outcome measures. The second section will describe how Korean national HRD is deployed in terms of its systematic approach, implementation, administration, and evaluation aspects. The next section will comprise explanation on current laws and regulations overarching Korean national HRD. Also, how Korean national HRD policies are connected to labor market policies along with its achievements will be explained. Lastly, challenges and issues of recent national HRD in Korea will be presented including the limitations and new issues emerging in the labor market and industry. Chapter 3. Aging issues and HRD in South Korea Doo Hun Lim, Hyunok Ryu, & Chang Sung Jang For a past decade, South Korea has faced a rapidly growing number of older employees because of aging. According to OECD, South Korea is confronting the fastest aging population among the OECD countries. The working-age population will peak in 2016 but will decrease by more than a quarter by 2050. In particular, the birth rate of South Korea has decreased quickly and aged workforce brings a critical change in the South Korean workforce. People over 65 years old will accelerate the rapid rate of aging. In 2019, 15% of the total population is aged people (older than 65 years old) (Statistics Korea, 2019). Due to the trend of a longer lifespan, many of the older generations are expected to delay their retirement to remain in the workforce. Based on these statistics, the increase of the aging workforce in the labor market has become an emerging and challenging issue for South Korean organizations. In this book chapter, we will discuss the aging issue significantly affecting the workforce of South Korea and various possible solutions to address those issues. Also, we will provide implications for future research and practice. Chapter 4. HRD in Small and Medium-Sized Enterprises in South Korea Sunyoung Park, Shinhee Jeong, Eun-Jee Kim The purpose of this chapter is to examine the current South Korean policies on supporting small and medium-sized enterprises (SMEs) from the human resource development (HRD) perspective. In doing so, utilizing three core functions of HRD (i.e., training and development, organization development, and career development) as an analytic lens, we will review and discuss the governmental policies available for Korean SMEs. We will also present organizational cases on what and how the supporting policies were applied and contributed to the organizations. Lastly, we will identify both practical and research gaps and suggest future directions or recommendations in policymaking efforts. In providing future directions and suggestions, we will particularly focus on the possible HRD roles in expanding the internalization capabilities of the Korean SMEs. Chapter 5. North Korean Defectors and Human Resource Development in South Korea Junghwan Kim, Jieun You, Jinhee Choi, & Hyewon Park This chapter aims to examine how human resource development (HRD) functions for North Korean defectors (NKDs) in South Korean society using an integrative literature review. While we analyze existing studies and technical reports regarding NKDs, we will focus on investigating 'how' HRD policies and practices have managed to address the changes of the NKD population and 'what' it needs to do to provide a better HRD for NKDs. The chapter will include three overarching sections, including several sub-sections: (a) overview of NKDs, (b) education and development for NKDs, and (c) future of HRD for NKDs. Our chapter will not only include a comprehensive overview of the trajectory of HRD for NKDs but also provide useful implications regarding HRD policies and practices for NKDs in South Korea. Part II: Sector Perspectives Chapter 6. Human Resource Development in Global Manufacturing: Agility and Leadership Hae Na Kim, Sun-il Song, Yun-Hsiang Hsu This chapter explores HRD practices in South Korea's global manufacturing company's setting. The authors of this chapter intend to provide an overview and impact of authentic leadership in South Korea's global manufacturing company which requires more agile and acceptive leaders. The company is in great needs of leaders who can provide recognition, feedback, and constant communication with general employees. Team leaders of the company are required to provide coaching for better performance and focus on performance management constantly. Reflecting this situation, the authors will interview team leaders and general employees of the company. Also, this chapter will conduct a survey find out desirable leader characteristics. This chapter will offer recommendations for other global manufacturing companies particularly about the importance of authentic leadership. Chapter 7. Military HRD in South Korea: Current Perspectives and Future Research Agendas Jin Lee & Junghwan Kim Human resource development (HRD) has played a critical role in improving soldiers/veterans' careers and military organizations' capacities (Davis & Minnis, 2017; Ford, 2017; Torraco, 2016). The concept of military HRD (MHRD) has also emerged in South Korean society under its particular, sociohistorical contexts (Choi & Lee, 2007; Lee, 2005; Park, 2006; Park, 2010). However, not only the academic viewpoints about MHRD are still scattered, but also scholarly endeavors of comprehensively reflecting MHRD are limited. This chapter, therefore, aims to understand the current perspectives on MHRD using integrative literature review methods (Callahan, 2010; Torraco, 2005). Based on the classification of HRD's subfields (McGuire et al., 2012), we will examine two specific inquiries: (a) What are significant areas representing current Korean MHRD studies? (b) What are the issues that can be included in the body of Korean MHRD? We will conclude this chapter with discussions, including academic implications and future directions for MHRD. Chapter 8. Corporate Universities: Major Engine behind the Growth and Success of HRD in South Korea Kibum Kwon & JoHyun Kim Particularly influential among the various factors that explain the tremendous success of South Korean industrialization are investments in human capital driven by firms and the government. More specifically, scholars consider that the rapid economic advancement of the country have been triggered by effective learning processes that have allowed individuals and organizations to obtain and utilize knowledge and skills (Bae & Rowley, 2004; Rowley & Warner, 2014). South Korean companies have adopted effective learning-by-doing processes to compete with global companies (Bae, Rowley, & Sohn, 2001). As suggested by human capital theory and its emphasis on the linear relationship between learning and earning, highly educated employees in South Korean firms may contribute to the actualization of the country's economic prosperity (Bae et al., 2001). One of the main characteristics of large South Korean firms' training and development investments is the implementation of corporate universities such as the Samsung HRD Center and the LG Academy.