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[이슈분석] 국가직무능력표준(NCS) 기반 채용의 주요 이슈와 과제
No full text본고에서는 NCS 기반 채용이 무엇인지 소개하고 이에 따른 다양한 의문에 대한 답을 제시한다. 이와 더불어 NCS 기반 채용 현황과 이슈를 살펴보며 NCS를 활용한 능력중심사회를 구현하도록 향후 과제를 제언한다
Study of Private Qualification System Range
No full text1. Overview
After the operation of private qualifications has been specified by law through the “Framework Act on Qualification” since 1997, newly established and operated private qualifications have been increased exponentially. Along with that, it is a growing trend with the social problems, such as false and exaggerated advertising and abuse of insolvent private qualifications. Therefore, the government has established private qualification through “Framework Act on Qualification” revision to prevent the establishment of private qualifications prohibited areas in advance and improve the transparency of information about private qualifications. And it was requested to register obligatorily all private qualification that is currently operating.
However, the main problems that caused by compulsory registration of these private qualifications are as follows(1) up to which level we should admit as private qualifications, (2) whether it is required of mandatory registration for all private qualifications that are autonomously operating in the private. It shows that the criteria also have to be provided as follows본 연구에서는 민간자격을 유형별로 분석하고 기초소양 시험처럼 인증제도에서 포괄할 수 있는 범위를 검토·조정하여, 민간자격제도의 유형과 영역을 명확히 하고 관련된 제도의 향후 개선방안을 도출하는 데에 연구의 목적이 있다.
이를 통하여 민간자격으로서 직업자격과 기초소양 인증의 범위와 기준을 재정립하고 제도의 개선방안을 제시함으로써, 직업자격의 체계적 관리지원과 민간자격 등록 및 공인 관련 사업의 효율화를 도모할 수 있을 것이다.starting from the fundamental debate alike 'how to define the qualification,' and 'whether government has a right to intervene the qualification that led by private sector' and 'if government has such authority, what situation and extent would be appropriate.'
Based on such background, the study for setting the range of private qualifications is required in order to minimize political interference which appears due to the unclear range and private qualifications, and explore the direction of the desired national qualification and operating private qualifications that are right on the Korean situation.
The purpose of this study is to analyze the definition of private qualification, and clarify types, areas, and discipline of private qualification system through the analysis of the operational status in the existing qualifications, and derive the future improvement of the relevant institutions.
For research topic, we examined the definition of the private qualification and the basic theory that becomes the basis of government intervention in private qualification, and analyzed the characteristics of private qualifications that are currently registered. In addition, through the Delphi survey with experts, we were seeking the direction of institutionalization for private qualifications, and based on that, proposed the institutionalization range of private qualifications and the improvements to the existing private qualifications.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 5
제3절 연구 방법 및 절차 6
제2장 민간자격제도 범위 관련 이론적 논의_9
제1절 자격과 자격제도에 대한 정의 11
제2절 국가자격과 민간자격의 구분 17
제3절 민간자격에 대한 국가의 개입 30
제4절 민간자격의 제도화 현황 38
제3장 민간자격 유형 및 범위 파악을 위한 기초조사_45
제1절 민간자격 등록 및 공인 현황 47
제2절 2014년 민간자격 등록신청 자격의 특성 분석 57
제3절 시사점 72
제4장 민간자격 제도화 방향 델파이 조사_75
제1절 조사 개요 77
제2절 조사 결과 78
제3절 시사점 94
제5장 민간자격제도 범위 설정_97
제1절 기본 방향 99
제2절 민간자격의 제도화 범위 100
제3절 기존 민간자격제도의 개선 사항 103
제4절 관련 법령 개정(안) 107
제5절 후속 과제 110
SUMMARY_113
참고문헌_121
부 록_125
1. 소관부처별 공인 민간자격 현황 127
2. 직업자격 및 소양자격 분류(일부 발췌) 134
3. 1차 델파이 조사지 149
4. 2차 델파이 조사지 156
5. 전문가 델파이 조사 항목별 의견 정리 결과 16
How to Reform Human Resource Management System in Company for Building the Meritocratic Labour Market
No full text본 연구에서는 능력중심 노동시장 구축을 위해 매우 중요한 분야임에도 불구하고 현재 상대적으로 준비가 덜 이루어지고 있는 인력 활용 분야, 특히 능력중심 노동시장 구축이 이루어진다면 대부분의 활용이 이루어질 것으로 예상되는 민간 기업에서의 활용에 대한 부분을 다루고자 한다.There has been a recognition that blind pursuing of high eduction level and academic clique are great tools to get fine jobs as well as to improve social status in Korea. For this recognition, labour market in Korea is facing some issues such as discrimination, unnecessary social expenses. The concept of a “Meritocracy” is a new alternative in order to overcome the problems caused by the blind pursuing of high eduction level and academic clique.
This study defines the meritocratic labour market and meritocratic human resource management. The first concept, the meritocratic labour market, is a social system founded on the belief that individuals should be chosen and moved ahead for their abilities rather than only for their educational background(elitism) or level. The latter concept, the meritocratic human resource management, is a system which evaluates individual competency and capability on the basis of their performance measured through examination and/or demonstrated achievement in the field where it is implemented by reflecting the value of meritocratic labour market. This study premises the interactive relationship between both concepts.
In terms of institutional isomorphism theory, the implement of government policy for reforming human resource management could be a problem because it should be operated by external pressure regardless the managerial efficiency of a company. Moreover, due to lack of experience, it is hard that meritocracy in human resource management can bring the effectiveness and outcomes even though the enterprises implement the system.
The government selected some public agencies to carry out the human resource management based on meritocracy, however the outcomes of system’s application has been not verified. Hence the symbolic adoption could appear in this situation. It is necessary for the government to encourage a company to accept and implement the meritocracy in human resource management system with understanding its value internally, and to develop the policy considering the systematic traits of them.
This study performs the empirical research to find out the relation between the trait of human resource management system and performance. The result of analysis shows that the implementation of meritocratic human resource management does not lead better performance, especially, the human resource management system could be adjusted and differentiated in various environment of a company based on the result of HCCP(Human Capital Corporate Panel) analysis. It is necessary to confirm constraints and obstructive factors in the process of reforming the human resource management system. The result of FGI with human resource managers shows that there is a agreement that implementing the meritocratic human resource management is necessary, however they find the difficulty to operate the system. Several concerns are the absence of definition about competency the company requires, measurement for accurate evaluation and material as well as human resource to implement the system. The government support is essential for a company to overcome these concerns. In conclusion, meritocratic HRM is not a best practice for all companies, the trait of individual company and job should be considered for reforming HRM system.요 약
제1장 서 론_1
제1절 문제 제기 3
제2절 연구의 필요성 9
제3절 연구의 목적 13
제2장 능력중심 노동시장과 기업의 인적자원관리의 이론_19
제1절 능력중심 노동시장과 인적자원관리의 개념 21
제2절 노동시장 환경 변화와 인사 관리의 변화 28
제3절 기업의 능력중심 인적자원관리 도입에 대한 이론적 틀 36
제3장 능력중심 인적자원관리와 기업(사업체)의 성과_47
제1절 문제 제기 49
제2절 분석 자료 및 변수 설정 51
제3절 사업체 패널 조사(WPS)와 인적자본 패널(HCCP)을 활용한 실증 분석 59
제4절 소결론 85
제4장 기업의 능력중심 인적자원관리 실태 및 인식_89
제1절 설문 조사 및 FGI 개요 92
제2절 조사 결과 96
제3절 시사점 149
제5장 결 론_153
제1절 연구 결과 요약 155
제2절 기업의 인적자원관리 개선 방안 및 정책 제언 158
SUMMARY_165
참고문헌_169
부 록_179
1. 실증 분석 부표 181
2. 기업 인사 담당자 설문 조사지 19
사회정책을 위한 미래전망과 과제
No full text본 연구의 목적은 사회정책의 주요 내용과 영역을 설정하고, 이들 정책 영역에서 예상되는 미래의 변화를 조망하여 우리나라의 사회정책 추진 과제를 발굴하고 정책추진 방향을 제시하는 데에 있다.A. Introduction
From the perspective of social policy, the importance of education, labor, welfare, culture and environment has been highlighted along with economic growth, increase in income, technology progress, rapid advance in knowledge information, and globalization. As a society transformed into knowledge-based economy, the knowledge life cycle has shortenedas a result, the need for the continuous capacity building of individuals and organization is greater. Consequently, the demand for adult education has increased, and the adult education becomes basis of welfare and job security. Education and job security greatly affect individual quality of life. When the policy objectives for education and labor are separately established, the mismatch between labor supply of students and demand for labor is inevitable. This could not only limit the expansion of education demand, but also negatively affect the expansion of recruitment and the improvement of job quality.
Economic growth is considered as a panacea at the stage of economic development. However, when income reaches a certain level, the social problems which can not be solved by economic growth are raised. The typical examples are recent phenomenon of jobless growth, ‘new normal’ depicting a prolong stagnated growth, and increasing demand for welfare and environment. These challenges fall under the scope of social policy, which cannot be solved only with economic policy. In 2014, Korean government appointed the minister of education as deputy prime minister for social affairs and established governance framework to coordinate and adjust social policies which are related with various ministries including Ministry of Employment and Labor, Ministry of Education, Ministry of Land, Infrastructure and Transport, Ministry of Health and Welfare, Ministry of Gender Equality and Family, Ministry of Environment, Ministry of Culture, Sports and Tourism, Ministry of Agriculture Food and Rural Affairs, and lastly Ministry of Science, ICT and Future Planning. This is an attempt not only to overcome inefficiency created by the redundancy between ministries and fragmented policy implementation, but also to meet increasing demand for social policy.
Several challenges that society faces such as aging, low birth rate, high unemployment, inequality, and various social conflict, can be solved with comprehensive and integrated approach combining all capacity of relative ministries. For example, several ministries are involved to deal with the case of low fertility rate. Factor that hamper the time of marriage is youth unemployment crisis, which is a concern of Ministry of Employment and Labor, and employment is related with education, which is governed by Ministry of Education. Moreover, Ministry of Land, Infrastructure and Transport are responsible for housing stabilization for newlyweds. Ministry of Health and Welfare are concerned with childbirth and rearing, and Ministry of Gender Equality and Family is focus on life-work balance for woman. The essence of social policy shows high interconnection and complexity, which should be approached with multidimensional perspectives. Thus, new governance framework that aims to enhance synergy between policies through coordination is required to implement the comprehensive policy and predict future trends.
Governance framework can be established based on the identification of concept and scope of social policy. The function of social policy which scatters in different ministries should be reorganized from the integrated perspective and synergy among various social policies can be maximized through coordination. However, the discussion regarding scope of social policy and circumstance changes in social policy is insufficient. It is necessary to build a consensus for the coordination and the cooperation to encourage interconnection of social policies, and to provide a logical stand for the governance framework. Thus, concept and scope of social policy should be defined corresponding to Korean context. Also social policy agenda in response to future trends should be identified to build logical ground and seek for the development of new governance framework.
The purpose of this research is to identify main scopes and content of social policy and to develop strategy of social policy based on expected future trends. The research will explore collective policy needs in various sectors including education, labor, welfare, culture and environment and provide responding strategy based on future trends in these sectors. In addition, the research will investigate current trends in social policy and provide a logical framework for strategic plan of social policy for the future.요 약
제1장 서 론_3
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 7
제3절 연구 방법 9
제2장 사회정책의 범주와 영역_17
제1절 선행 연구 분석 17
제2절 사회정책의 변화 20
제3절 사회정책의 개념과 영역 31
제4절 사회지출 및 사회지표 분석 45
제5절 시사점 70
제3장 한국의 정책조정 모델 탐색_75
제1절 한국의 정책조정 분석틀 75
제2절 과거 정부 정책조정 81
제3절 현 정부 정책조정 97
제4절 사회정책 거버넌스 추진방안 104
제4장 미래전망과 사회정책 현안_111
제1절 국내 미래전망 연구 동향 111
제2절 국외 미래전망 연구 동향 116
제3절 종합 및 미래전망의 주요 특징 120
제4절 전문가 의견 조사 결과 126
제5장 사회정책과제_139
SUMMARY_197
참고문헌_20
International Comparative Analysis regarding Educational Outcomes : Empirical Evidence from PISA and PIAAC
No full textThe purpose of this study is to empirically analyze educational outcomes by countries, and to draw policy tasks improving youth and adults’ learning competency. For these objectives, this study comparatively analyzed youth and adults’ learning competency across countries participated in PISA 2012 and PIAAC. As a result, this study identified Korean adults’ learning deficit compared to Korean youth ages, and tried to hypothetically investigate the factors leading to the deficit in the perspective of Korean higher education expansion. Furthermore, this study found that the efficiency level of Korean youth and adult education is relatively low among countries participated in PISA and PIAAC.
Those findings provide useful policy implications for improving Korean youth and adults’ learning competency. Firstly, it is necessary to investigate the factors leading to the deficit of adults’ learning competency compared to youths’ outcomes, and to draw useful policy alternatives for those problems. Secondly, it is recommended to maintain Korean youths’ high performance level and reinforce those competencies. Lastly, it is needed to focus the educational efficiency and design new educational system considering not only educational outcome level but efficiency perspective.본 연구는 중등 단계에서 성인으로의 이행 과정에서 나타나는 학습역량 손실 문제뿐만 아니라, 교육효율성의 관점에서 우리나라 청소년 및 성인들의 학습역량을 비교？분석한 후, 이에 근거하여 향후의 교육정책 수립 및 집행에 있어 필요한 정책적 시사점을 제시하고자 한다.Ⅰ. 서 론 2
Ⅱ. PISA와 PIAAC으로 살펴본 한국의 교육성과 6
Ⅲ. PISA에서 PIAAC으로의 이행 과정 분석 17
Ⅳ. 정책 제언 21
참고 문헌 25
Abstract 27
[부록] 2
Research on development plans for encouraging participation of senior volunteers in order to support career experience activity
No full textIn this paper, we are going to seek for solutions, on how to solve the lack-of-volunteer issue from utilizing the senior retiree volunteers. Therefore, we established mid-unit terms and set up detailed promotion plan, in which to arrange footstone for long-term policy.
In order to use senior retirees, the least working environments for the volunteers should be established first. Training programs to develop ‘volunteer-mind,’ and the actual capacity for executive ability is essentially required. In addition, foundation of communication system between senior retirees and young students is necessary.
To encourage participation of senior volunteers for supporting career experience activity of students, the Ministry of Education should establish the basic-plan, operation guidelines, and secure budget for nationwide Senior Volunteer system.
Following are the roles that intermediate support organization like KRIVET plays in this program. Providing supports for the Ministry of education, running and establishing management system, building up cooperative relationship with other organizations, and designate the management agency.
Municipal ministry of educations are in charge of recruitments, supports for connecting experience-support-center, administrative supports.
Given the authority to approve and establish the management plan, local governments are in charge of taking care of activities and education system of the Senior Volunteer program.Ⅰ. 「시니어 참여사업」의 배경과 현황 2
Ⅱ. 퇴직 시니어 사회공헌활동의 국내외 동향 6
Ⅲ. 「시니어 참여사업」의 성과와 문제점 11
Ⅳ. 시니어봉사단 정책 추진방향 및 운영전략 20
참고문헌 23
Summary 24
[부 록] 2
Development of the Educational Model for Regional Vocational Education & Training: A Case of Mutual Creative Educational System in Jeolla-Namdo
No full text과거에 한국 산업 발전에 큰 기여를 하여온 특성화 고등학교는 고등교육의 요구증가, 21세기 산업구조의 고도화, 직업 세계의 빠른 변화 등으로 현재 위기를 맞이 하고 있다. 본 연구는 고등학교 직업교육의 혁신을 위한 교육 모델의 설계에 목적을 두고 있다. 이를 위하여, 국내 전라남도 지역의 직업교육 현황과 국내？외의 우수 직업교육 사례를 분석하고, 직업교육 관련 이론에 기반하여 직업교육의 모델을 설계하였다. 특성화 고등학교의 교원 및 산업체 담당자의 의견을 조사한 결과, 현재 특성화 고등학교의 직업교육은 현장 실습형 및 참여형으로 전환되어야 함이 공통적으로 지적되었다. 또한, 국내에서 성공한 사례로 손꼽히는 특성화 고등학교의 강점과 미국 CTE, 호주 VET, 독일 직업교육, 핀란드 직업교육의 독특한 직업교육 정책과 프로그램들이 분석되었다. 아울러, 직업교육을 뒷받침하는 교육이론으로, 사회적 구성주의, 경험 학습이론, 상황 학습이론, 활동 이론 및 확장 학습 이론이 검토되었다. 이 과정을 통하여, 전남 특성화 고등학교를 위한 상호 창의적(Mutual Creative) 교육시스템이 제안되었다. 본 연구는 이 모델의 특징을 소개하고, 이 모델이 성공적으로 전남지역에 정착되기 위한 주요 과제를 논의하였다.The purpose of this study is to design and develop an educational model for regional vocational education and training in Jeolla-Namdo in South Korea. In order to fulfill the purpose, the study investigated the current status of vocational education in the high school level analyzed the successful cases of vocational education in national and international levels, including American CTE, Australian VET, German Vocational Education, and Finnish Vocational Upper Secondary Education. Also, educational theories such as Transformational Learning, Experiential Learning, Situated Learning, Learning Organization Theory, and Expansive Learning, were reviewed to identify design principles of the vocational education model. As a result, Mutual Creative (MC) education model was developed and described in terms of educational goals, curriculum and methods, teachers, learning environment, operational system and performance management
Analysis of the characteristics of people with multiple majors and their performance in the labor market
No full text○ 다전공자의 월평균 임금은 207만 원으로, 단일전공자 205만 9천 원보다 다소 높음.
○ 인문계열의 경우 다전공자의 월 평균 임금은 201만 4천 원으로, 단일전공자 180만 9천 원보다 약 20만 5천 원 더 많음.
○ 전체 4년제 대졸자의 20%가 다전공을 하였으며, 여자(26.2%)가 남자(14.6%)보다, 인문계열(42.1%)이 타 계열보다, 수도권 대학(25.8%)이 지방대학(14.9%)보다 다전공 비율이 높음.
○ 인문계열은 입학 당시 가구 소득이 월 200만 원 미만인 경우 다전공 비율이 29.9%로, 500만 원 이상인 경우(49.9%)보다 20.0%p 낮음.
○ 수도권 대학 인문계열 대졸자의 다전공 비율은 49.9%로, 지방 광역시 소재 대학 38.3%, 그 외 지방대학 30.8%보다 각각 11.6%p, 19.1%p 높음.○The average monthly salary of people with multiple majors was KRW2.07 million, slightly higher than that of people with a single major (KRW2.059 million).
○ The average monthly salary of people with multiple majors in humanities was KRW2.014 million, higher than that of people with a single major (KRW1.809 million) by about KRW205,000.
○ 20% of all people who graduated from 4-year colleges had multiple majors, and the percentage of people with multiple majors was higher in females (26.2%) than in males (14.6%), higher in people with humanities majors (42.1%) than people with other majors, and higher in metropolitan college graduates (25.8%) than in provincial non-metropolitan college graduates (14.9%).
○ 29.9% of the people with humanities majors whose household income was less than KRW2 million when they entered college had multiple majors, 20.0pp lower than if their household income was KRW5 million or more (49.9%).
○ 49.9% of metropolitan college graduates had multiple majors, 11.6pp higher than provincial metropolitan college graduates (38.3%) and 19.1pp higher than other provincial non-metropolitan college graduates (30.8%)