The purposes of this study were to 1) examine the role of the human resource development(HRD) practitioners, 2) identify related variables influencing role performance of HRD practitioners, 3) analyze the inter-relationship between role performance and it`s related variables, and 4) provide suggestions to improve role performances. This study was conducted through literature review and questionnaire survey. The models for learning technologies developed by Piskurich & Sanders(1998) supported by American Society for Training and Development(ASTD) was adapted to develop the instrument for this study. It was concluded that the role performance was different according to the years of job career, HRD experiences, education levels, majors, and job training experiences. The more they had self-efficacies, role perceptions, job involvement, achievement motivations, and level of expectancies, the more HRD practitioners reported high levels of role performances. The more they had high level of job competencies, the more they reported high level of role performances. The HRD practitioners` role performances were influenced by psychological and job environmental factors surrounding the enterprises.
(0)
(0)