3151 research outputs found
Sort by
Effects on Work Incentives of Public Pension and Improvement in Labor-friendly Pension Scheme
No full text본 연구는 공적연금의 근로유인 추정을 통해 고령사회 위험을 극복하기 위한 근로유인형 연금제도로의 개선 방안을 모색하고 있다. 공적연금의 근로유인 효과를 분석한 결과, 공적연금은 중‧고령자의 근로유인에 부정적이나, 국민연금에 비해 직역연금의 부정적 효과가 강하게 나타났다. 이는 국민연금제도가 성숙될수록 근로유인에 더 부정적으로 나타날 수 있으므로 제도 개선을 통해 대비할 필요가 있음을 시사한다. 고령 관련 주요 직업군을 고려하여 연금과 은퇴와의 관계를 분석한 결과, 직업유형에 따라 연금이 은퇴에 미치는 영향이 달라질 수 있는 것으로 나타났다. 특히 소득활동 및 연기노령연금 수급자에게 발생하는 연금소득은 노동시장에 재진입하거나, 노동을 지속시키게 되는 것으로 나타났다. 이는 고령자의 효과적인 노동참여를 위해 직업유형별로 차별화된 정책 대응이 필요하고, 나아가 연금제도와 노동정책이 조화된 고용친화적 공적연금제도로 개선되어야 함을 시사한다.Effects on Work Incentives of PuThis paper estimated work incentives of public pension and we tried to look for ways of labor-friendly pension scheme to overcome the risk of aged society. Firstly, work incentives of both national pension and occupational pension benefits was negative. And the effect of occupational pension benefits more negative than that of national pension. The result means that toward maturity, the NPS will has negative effects on work incentives. We found that the pension benefit had different effects on retirement by job type. It shows that the labor policy for elder should be used differently by job type, and furthermore, the improvement of pension system should be in concordance with labor-friendly employment policy.lic Pension and Improvement in Labor-friendly Pension Schem
The effects of location of one’s affiliated university on labor market outcomes of a first job
No full text본 연구에서는 한국고용정보원에서 조사된 2011년 대졸자 직업이동 경로조사(GOMS2011)자료를 활용하여 출신대학 소재지가 노동시장 성과에 미치는 영향을 분석하였다. 그리하여 서울 소재 대학 졸업 또는 수도권 소재 대학 졸업 여부에 따라 첫 직장의 노동시장 성과에 차이가 존재하는지 분석하였으며, 기업체 규모 및 임금, 비정규직 여부 등을 노동시장 성과의 다각적인 측면을 고려하였다. 분석 방법으로는 선택편의를 최소화할 수 있는 경향점수 매칭방법(propensity score matching)을 사용하여 대학 입학 이전의 유사한 특성을 지닌 서울/비서울 소재 대학 졸업생들과 수도권/비수도권 소재 대학 졸업생들을 대상으로 분석을 수행하였다. 분석결과, 출신대학 소재지는 첫 직장의 노동시장 성과에 유의미한 영향력을 발휘하는 것으로 드러났다. 서울 소재 대학 졸업생들은 비서울지역 대학 졸업자들에 비하여 기업체 규모 및 임금에서 더 좋은 노동시장 성과를 거두었으며, 이러한 결과는 수도권 소재 대학 졸업생들과 비수도권 소재 대학 졸업생들의 분석 결과에서도 유사한 것으로 확인되었다. 전술한 결과는 개인의 배경이나 대학 입학 이전 특성, 대학 위세 등에서 유사한 특성을 지녔을지라도 출신대학 소재지에 따라 노동시장 성과에 차이가 존재할 개연성이 있음을 시사한다.Using a sample from the Graduates Occupational Mobility Survey(GOMS) 2011 data, this study investigates the effects of the location of former college on labor market outcomes. The difference in labor market performance was examined depending on whether or not former college from which one is graduated is located in Seoul or in capital areas. To this end, this study employed propensity score matching to minimize selection bias, and thereby analyzed students with similar attributes prior to the entrance of universities. The results reveal that graduates from universities in Seoul, as well as those from universities located in the capital area, exhibit better labor market performance in terms of wage level or size of the companies. The findings from this study imply that it is highly likely for graduates from universities located in Seoul or in capital areas to get the windward of the labor market outcom
A study on measures to promote job creation of social enterprises through expanding social economy
No full text본 연구는 최근 활발히 논의되고 있는 사회적 경제의 개념과 확산에 대한 의미를 짚어보고, 우리나라보다 앞서 사회적 경제 영역이 시작되고 발달된 외국의 사회적 경제와 사회적기업의 현황에 대해 분석을 하였다. 또 사회적기업의 성장과 고용창출의 성과를 확인하고 이에 대한 필요성을 발견하고자 하였다. 그리고 사회적기업 실태조사 등을 통해 기업의 고용 현황을 살펴보고 신규 고용창출과 유지하는 방안을 찾고 제안하는 데 그 목적이 있다.The global economy is facing various common problems owing to the growth without employment, government constraints on welfare spending, limits of labor market programs, expansion of neoliberal economic policies, and aggravation of polarization. Social economy, which has been extended to the domain of civil society as a complement to the liberal market economy, is the result of the citizens’ efforts to satisfy the social needs that cannot be fulfilled by the government or the market.
Recently, many social economic entities, including social enterprises, community enterprises and cooperatives have been established in Korea due to the support of ministries. Every year, the number of users of service provided by social enterprises and the number of employees of the social enterprises, including those who are socially disadvantaged have increased. However, being small in size, most of them have difficulties in sustaining the business. Community enterprises and cooperatives, which have grew in number in the past 3-4 years, played a certain role in job creation.
This study focuses on the concept and spread of social economy, which has been actively discussed recently and analyzes the status of social economy and social enterprises in foreign countries that have developed the social economy relatively early compared to Korea. In addition, it analyzes the growth and job creation effects of social enterprises, thus highlighting their importance in the economy. Identifying the status of employment of the social enterprises through questionnaires, it suggests measures to create and sustain jobs.
Various measures could be taken to facilitate job creation of social enterprises. Firstly, awareness and understanding of social economy and social enterprises need to be improved. Secondly, suitable environment needs to be created for the growth of social enterprises. Thirdly, it needs to increase the number of social enterprises. Fourthly, to create jobs for the socially disadvantaged groups, it needs to come up with a plan to cooperate with other organizations, sharing the database. In order to sustain the current employment, it needs support for raising pride of employees of social enterprises in their work. Furthermore, policy support is needed to expand the ecosystem for social economy and to stabilize the employment of workers of social enterprises.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 및 방법 6
제3절 선행연구 7
제2장 사회적 경제의 개념과 확산_11
제1절 사회적 경제 개념 13
제2절 사회적 경제의 확산 18
제3절 사회적 경제 범위와 현황 26
제4절 소결 52
제3장 외국 사회적기업의 현황_53
제1절 사회적기업의 등장 배경 55
제2절 유럽의 사회적기업 59
제3절 일본 88
제4장 우리나라 사회적기업 고용구조 및 실태조사_107
제1절 사회적기업의 출현 배경과 동향 109
제2절 사회적기업의 고용 실적 및 필요성 117
제3절 사회적기업 실태조사 125
제4절 소결 147
제5장 사회적기업의 고용창출 활성화 방안 및 과제_151
제1절 사회적 경제 확대 방안 153
제2절 사회적기업의 고용창출 활성화 방안 157
SUMMARY_163
참고문헌_165
부 록_177
1. 사회적기업 실태조사 설문지 17
Medium Sized Enterprises (SMEs) Employers consignment training
No full text본 연구에서는 위탁훈련기관에서 행하고 있는 중소기업 재직자를 대상으로 한 사업주 위탁훈련의 성과에 대한 다각적인 평가를 위한 방안이 필요하다는 문제의식에 근거하여 중소기업 위탁훈련의 주요 이해관계자들, 즉 훈련정책 담당자, 중소기업, 위탁훈련기관, 재직자가 평가의 주체가 되어 훈련성과 평가에 활용할 수 있는 통합적인 중소기업 사업주 위탁훈련의 훈련성과 평가모델을 개발하고자 하였다. 아울러 2차 개발된 중소기업 사업주 위탁훈련의 훈련성과 평가모델을 사업주 위탁훈련과정 심사, 훈련기관 평가, NCS(국가직무능력표준) 과정 운영 등에서 정책적으로 활용하기 위해 정책방향 제시 및 운영방안을 제시하였다.The purpose of this study is to develop a training and evaluation model that can be used in SME incumbent training to improve the quality of training, SME employers consignment. The purpose of this study can be summarized as follows.
First, we analyze the problem of the status and characteristics, and training and assessment of employer training that is currently being done in small commission.
Second, SMEs can contribute new to improve the quality of the employer entrusted training, training performance through presented integrated evaluation model.
Third, to the final development through the validation pilot test, the main interests of SMEs consignment trained personnel (SMEs, training institutions, the incumbent, policy makers) are presented integrated training and assessment models that can be used for training and evaluation.
Finally, we propose the use of a training plan and policy recommendations for improving performance evaluation model to be trained in quality management aspects of SMEs employers consignment training.
Although evaluation model, various models, depending on the approach, the present study was to utilize the IPO model of McGrath. IPO model is ‘Input - Process - Outcomes’ an approach based on the process leading to the calculation to analyze the behavior and performance of the group.
Based on this study, the following policies were proposed.
First, The first ‘1. Application of SME-specific training examination evaluation system’ proposal suggested that the specialized training that focused on the screening evaluation model and the introduction is necessary to reflect the realities of our country SMEs employers consignment training.
Secondly, ‘2. NCS introduced in the training and evaluation of training foster SME employers’ proposals vocational education and training (VET) quality assessment and suggestions obtained from the government on the basis of the introduction of a management system that promotes a national tasks NCS (National Competency Standards) to NCS-based job descriptions (training certificate) were proposed to utilize the diagnosis and assessment of the duties incumbent capabilities of SMEs.
The third ‘3. SME training institutions established an integrated quality management and operation’ the trainees and training institutions, SMEs, policy makers, assessment institutions to help enforcement agencies continue to the systematic training and assessment activities suggested the need for quality control will control tower operations.
Finally, ‘4. Trainees follow-through pre-qualified and trained graduates assessment’ is proposed to strengthen the trainees (SMEs incumbent), and to target pre-scan system and NCS-based Job Competency.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 8
제3절 연구 방법 11
제4절 용어의 정의 및 연구의 한계점 16
제2장 선행연구 및 이론적 탐색_23
제1절 중소기업 사업주 위탁훈련 25
제2절 훈련성과 평가모델 38
제3장 현황분석 및 사례분석_61
제1절 중소기업 사업주 위탁훈련 현황 63
제2절 국내외 사례분석 96
제3절 시사점 155
제4장 훈련성과 평가모델의 개발_163
제1절 훈련성과 평가모델 개발 절차 165
제2절 훈련성과 평가모델 구성요소 도출 181
제3절 훈련성과 평가 1차 모델 개발 185
제4절 훈련성과 평가모델의 타당성 검증 파일럿 테스트 206
제5절 훈련성과 평가 2차 모델 개발 227
제5장 중소기업 사업주 위탁훈련의 질 제고를 위한 훈련성과 평가모델 활용방안 및 정책 제언_239
제1절 훈련성과 평가모델 활용방안 241
제2절 정책 제언 247
SUMMARY_261
참고문헌_265
부 록_273
1. 중소기업의 인력수급 현황 275
2. 전문가 의견 조사지 279
3. 설문지(위탁기관 담당자용) 285
4. 설문지(중소기업훈련 담당자용) 288
5. 중소기업훈련에서 훈련성과 평가 현황분석 290
6. 항목별 각 집단 응답 빈도 및 편차제곱합(파일럿테스트 분석 결과)33
Success Factors and Supporting Strategies for the Free Semester System Focusing on Career Exploration
No full text본 연구의 목적은 학생의 꿈과 끼를 키우는 진로탐색 증진 관점에서 자유학기제의 성공 및 장애 요인을 탐색하고, 진로탐색 중심의 자유학기제 활성화 및 지원을 위한 방안을 마련하는 데 있다. 연구의 목적 달성을 위하여 다음과 같은 연구 목표를 설정하였다.
첫째, 진로탐색 중심의 자유학기제 운영 현황을 분석한다.
둘째, 진로탐색 중심의 자유학기제 성공 및 장애 요인을 탐색한다.
셋째, 진로탐색 중심의 자유학기제 활성화 및 지원 방안을 도출한다.The purpose of this study was to explore the success factors of and obstacles to the free semester system in terms of the promotion of career exploration, which encourages students to explore their talents and aptitude, and to come up with supporting strategies for promoting the free semester system. To this end, the specific goals were to: first, analyze the operating status of free semester system focusing on career explorationsecond, explore success factors of and obstacles to the free semester system on career explorationand third, promote and come up with supporting strategies for introducing the free semester system.
To achieve such objectives, the methods covered literature reviewcontent analysisfocus group interviewssite visits and interviewsthe delphi methodexpert meetingsand seminars. To examine the policy of and preceding research on the free semester system, the study looked at policy documents, reports, and academic journals. Content analysis was conducted focusing on reporting the outcomes of operating pilot schools for the free semester system (42 schools) in 2013 in an attempt to determine the operating status of the free semester system. For exploring the success factors of and obstacles to the free semester system on career exploration, focus group interviews were conducted with school teachers who run the free semester system, officers from the local office of education, officers from metropolitan and provincial offices of education, and persons in charge of an agency working on implementing the free semester system. Additionally, site visits and interviews were carried out on schools that operate the free semester system. In order to promote and come up with supporting strategies for free semester system on career exploration, two rounds of delphi method were conducted with 25 experts relevant to the free semester system and school teachers. To review the validity of the outcomes from the methods and gather public opinion, a seminar was conducted with expert meetings.
The study explored the success factors of and obstacles to the free semester system on career explorations in terms of six operating fields: ① curriculum, ② class (teaching and ？learning), ③ assessment and feedback, ④ human resources, ⑤ infrastructure for experience activities, ⑥ support system and environment. Based on the study, the basic direction for implementing the free semester system on career exploration was set, and by the above-mentioned six operating fields of the free semester system, a policy plan for the successful implementation was conducted. Each field is as follows:
First, the measures were presented to organize curriculum focusing on career exploration. 1) A road map was established according to school class and grade level, and during the free semester, the identity needs to be established to focus on career exploration. 2) As an operating method of curriculum, new systems such as the Block Time System and the Intensive Week for Career Experience (provisionally named) were developed and introduced. 3) Support is provided for clubs, after-school activities, and intensive courses on Saturday as a school-based curriculum. 4) Class hours are adjusted in the curriculum by forming a consensus among all teachers in school. 5) Improvements are required, such as increasing discretionary authority for unit schools in the curriculum at the national level and specifying the minimum required hours in the autonomous courses.
Second, to promote classes for career exploration, the following measures were presented: 1) Graded workbooks for &quotCareer and Work&textbooks are developed for the regular class of career exploration, and it is necessary keep the existing programs and contents for career exploration. 2) An online site at the central level sharing excellent programs for career exploration by region and by school is used, and the support for research groups is provided. 3) Integrated curriculums for career exploration focusing on career exploration within the general course are required to strengthen the courses.
Third, the assessment and feedback of career exploration activity required the following measures: 1) The subject of preparing the contents of career exploration activity is clarified and the development of the preparation/ notice method and the use of career portfolios are promoted. 2) The utilization of career guidance for students' record of career exploration activities is improved. 3) The assessment method for career exploration activity is developed and in-service training is needed. 4) The assessment and feedback system for the outcomes from the operation of free semester is needed at the level of offices of Education.
Fourth, the capacity of human resources and a growing awareness required the following measures: 1) For increasing awareness among relevant people of free semester system, all teachers for middle schools are provided with in-service training and an opportunity to show the outcomes of career exploration for students. 2) In order for teachers to improve their capabilities, it is necessary to provide in-service training which enables teachers in general courses who deal with autonomous courses to improve their capabilities, as well as to share equal responsibility with other teachers. 3) The placement of teachers for career guidance is increased with the optimization of school size. 4) The cost for outside instructors are covered and the information on instructors is managed and provided based on offices of education. 5) A parents’ career coach and volunteering system of university students and pre-service teachers are strengthened. 6) An in-training course for teachers is needed to introduce career guidance as a required subject.
Fifth, the infrastructure of career experience required the following measures: 1) The expansion of infrastructure for career experience is systematically made by determining an explicit role in the level of central government, region and schools, and the linkage to local governments and the Chamber of Commerce and Industry is needed. 2) It is necessary to provide support for discovering career experience sites by establishing a Career Experience Support Center (provisional name) at a local level, and to connect matching sites. 3) The phased expansion of infrastructure of career experience is needed to be made into an indirect/simulation experience, local related agencies, businesses, organizations, and small enterprises. 4) It is necessary to support pre-education/the education/post-education and costs for the safety of career experience activity at school level. 5) It is necessary to use the manual for the strengthening capability of the operation of career experience, in-service training of experience related institutes and consulting, and volunteer workers. 6) Career experience for pursuing talents and aptitude as well as cooperation among small-sized schools is needed to resolve the problem in which there is no infrastructure of career experience.
Sixth, the following measures are presented to establish the operating support system and the environment of the free semester system on the consistent career exploration: 1) As the sustainable operating support system of the free semester system, it is necessary to link/operate the support division of the free semester system and career education, share clear responsibility between support centers, and create an environment where collaborative agencies play an actual role. 2) Increasing public awareness of the free semester system requires the phased promotion and the improving awareness among all teachers. 3) For an educational environment, it is needed to reorganize scores-oriented national college entrance exam. And it is necessary to organize curriculum and an environment fit for competency- based society. 4) It is necessary to establish career exploration and learning community at a regional level, cooperate with relevant authorities, reflect the assessment index of public institution, and create a partnership culture for corporate educational support in an attempt to develop a social/corporate culture that supports the free semester system.
As for measures for promoting the free semester system on career exploration, suggestions for both policy and follow-up research were made. Policy suggestions were presented by dividing tasks at the national, regional, and school level according to the main agent who implements the measures. Additionally, the degree of urgency was divided into promptness, short-term (within 1～2 years), and medium-term (within 3～5 years). This will enable the main agent to figure out improvement tasks to be implemented according to the period. The following suggestions for follow-up research were made: First, a road map for career exploration is established by students at school class and grade level and during the free semester, the identity needs to be established to focus on career exploration. Second, it is necessary to redevelop, disseminate/train the existing programs and contents for career exploration to be specified for free semester system. Third, further research is needed for the assessment method of career exploration, the preparation of student records and the operational method for the usage, and the development of a manual. Fourth, it is necessary to conduct research on specific measures which career exploration and other related activities in the free semester system can be used for career guidance in the senior years and the upper school in the future. Fifth, additional research is needed to calculate and place a reasonable number of teachers for career guidance counseling. Sixth, measures for strengthening the capabilities of pre-service teachers’ career guidance are needed to be reflected in the curriculum of teachers’ training. Seventh, it is necessary to implement the policy on the promotion of support centers or social enterprises providing support for career experience at a regional level. Eighth, more research is needed to operate the integrated online system that can connect schools and career experience sites, and to support related projects. Ninth, it is necessary to have the standard operating manual for career experience activity as well as consulting for enterprises.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
제2절 용어 정의 7
제3절 연구 내용 및 방법 10
제4절 연구의 제한 22
제2장 자유학기제 관련 정책 및 선행연구_23
제1절 자유학기제 및 연관 정책 25
제2절 국내 자유학기제 및 진로탐색 증진 관련 선행연구 38
제3절 해외 자유학기제 관련 사례와 선행연구 49
제4절 시사점 64
제3장 자유학기제 운영 현황 및 참여 추이_69
제1절 자유학기제 연구학교 운영 현황 71
제2절 자유학기제 도입 추진 계획 및 참여 추이 102
제3절 시사점 103
제4장 자유학기제 성공 및 장애 요인_109
제1절 교육과정 편성·운영 112
제2절 수업(교수·학습) 운영 119
제3절 평가 및 환류 128
제4절 인적자원 133
제5절 체험 인프라 확충 142
제6절 지원 체제 및 환경 152
제7절 시사점 158
제5장 자유학기제 활성화 방안: 델파이 조사 기반_167
제1절 기본 방향과 추진 영역 170
제2절 진로탐색 교육과정 편성·운영 강화 방안 175
제3절 진로탐색 수업(교수·학습) 활성화 방안 193
제4절 진로탐색 활동 평가 및 환류 방안 207
제5절 인적자원 역량 및 인식 제고 방안 218
제6절 진로체험 인프라 확충 방안 234
제7절 지원 체제 및 환경 구축 방안 253
제6장 제언_267
제1절 정책 제언 269
제2절 후속 연구·사업 제언 276
SUMMARY_277
참고문헌_285
부 록_295
1. 심층 그룹 인터뷰(FGI) 질문지 297
2. 전문가 델파이(Delphi) 질문지 3
Extending the Retirement Age and Skills Development of Company
No full textThe purpose of the study is to suggest what direction skills development for elderly workers should be realized in companies and in what direction skill development policies should be developed in response to making the extension of the retirement age mandatory. This study’s results are as follows:
First, the participation ratio for the vocational training of the elderly workers was lower than that of young and middle-aged workers. Moreover, voluntary participation rate of the elderly workers themselves was very low.
Second, the execution of the elderly worker’s vocational training did have an effect on the increase in productivity. However, its effect is lower than that of young and middle-aged workers.
Third, the companies were recognizing different problems that arose due to the extension of the retirement age. The main concerns were the increase in cost of labor, followed by skills obsolescence, mismatch between the competence demanded by the firm and the performance of the elderly workers, and lack of duties that could be accomplished by the elderly workers. Recognition of these problems confirmed that expanding vocational training investment in companies and relating these investments to the increase in productivity are the long-term goal for both government and companies to prevent the decrease in competence and performance of the elderly workers.
Fourth, after the extension of the retirement age, companies had dominant consensus on the fact that there needs to be equal or more vocational training investments for the elderly workers than the past. At the same time, the companies were asking the government to provide: supports for the training fee of employment insuranceconsulting of human resources management in companiesdevelopment and supply of vocational training program specialized for the elderly workers.
Fifth, despite the long-term characteristics of extending the retirement age, companies were just concerned with cutting down short-term cost of labor and as a result, the wage peak system was being considered as the major countermeasure for the extension of retirement age. On the other hand, there were limited opportunities to participate in the vocational training specialized for the elderly workers, which clearly showed the fact that there is a desperate need to reinforce the preparation for extending the retirement age.
Sixth, as of vocational training needed for the elderly workers, the following were mentioned: training about the new technology trend본 연구는 정년연장 의무화에 따른 노동시장과 기업의 인적자원관리 및 작업장 환경의 변화를 분석함으로써 이에 대응하여 기업에서 정년연장된(될) 장년근로자의 직업능력개발 방향과, 이를 위한 정부의 직업능력개발 정책 과제에 대해 제안하고자 한다.training to prepare for reemployment after retirementmoral education to improve attitudes.
The ideal system would be to increase the productivity of elderly workers through vocational training, which will eventually extend the retirement age without putting pressure on the companies. In order to do this, there needs to be a close cooperative system between workers, companies, and government.
First, roles of the companies are the followings. Companies have to implement vocational training that is fit for each individual’s capability and positions. They also have to transform into a system that works around job functions when it comes down elderly workers’ personal management. Moreover, elderly workers should be relocated so that they would be positioned for a position more adequate for their age.
Second, roles of the workers are the followings. Elderly workers have to actively participate in the vocational training. Participation of the labor union is also important, as they are the workers’ representative organization that can not only actively talk with the management to talk about the needs of vocational training but also induce management’s participation. Therefore, it is crucial to draw cooperation between labor and management.
Third, roles of the government are the followings. The government needs to develop various policies in regards to the vocational training for the elderly workers: establish a differentiated policy to satisfy the diverse group of elderly workersset priority for certain target group and concentrate on supporting them extensivelyplan policies based on concrete analysis of the vocational training demands. Furthermore, a mandatory clause should be made in order to obligate the support of elderly workers’ vocational training as a measure for extending the retirement age. A database to measure the productivity of elderly workers should also be built and provide.요 약
제1장 서 론_1
제1절 문제의 제기 3
제2절 이론적 틀 및 실증연구 검토 7
제3절 연구방법 16
제4절 연구내용 및 보고서 구성 20
제2장 기업의 장년근로자 직업훈련 실시와 효과_27
제1절 기업의 정년 변화 29
제2절 기업의 장년근로자 직업훈련 실시 및 참여 37
제3절 기업의 장년근로자 직업훈련이 생산성에 미치는 효과 47
제4절 소결 및 시사점 63
제3장 정년연장에 대비한 기업의 직업능력개발 실태_67
제1절 들어가는 말 69
제2절 정년연장에 대비한 기업의 준비와 직업훈련 실태 76
제3절 직무특성과 인적자원관리, 기업훈련 투자의 상관관계 분석 92
제4절 소결 및 시사점 103
제4장 정년연장에 대비한 기업의 대응: 사례연구_107
제1절 들어가는 말 109
제2절 기업 사례연구를 통한 대응 분석 111
제3절 근로자 사례연구를 통한 대응 분석 136
제4절 소결 및 시사점 144
제5장 결론 및 정책제언_151
제1절 요약 및 결론 153
제2절 정책제언 159
제3절 결언 177
SUMMARY_179
참고문헌_183
부 록_191
1. 정년연장에 따른 기업의 HRM과 직업훈련 대응 실태조사 설문지 19
Study on National Skills Outlook
No full text본 연구의 목적은 인적자원의 양성과 활용을 숙련의 관점에서 조망할 정보 생성의 틀을 마련함과 동시에 숙련정보를 바탕으로 숙련전망의 틀을 마련하는 데 있다. 이러한 목적은 연도별 계획에 따라 추진하며, 금년의 추진 목표는 2012년과 2013년에 수립된 종합적인 틀에 따라 숙련수요 및 공급에 대한 조사의 틀을 마련한 다음 기초분석 및 실증분석을 하여 조사의 타당성을 점검하고, 숙련전망을 위한 기초적인 탐색을 실시하는 데 있다.The study aims to collect and analyze the qualitative information about skill and to establish the model to forecast the skill demand and supply. This study is the fifth-year report of the ten-year project. The main areas of this study are rearranging the theoretical foundation that we had discussed and discussing the direction of forecasting skill of next 5-years.
This report is composed of three parts to consider the contents of this project. First, we set up the framework about the concept of the skills which can be measured. Second, we conducted a survey about the employers in service industry, and also we did the workers survey based on last pilot survey. Third, we explored the framework and the method of skill forecasting.
First part sets up the concept of the skills. Skill in this study is divided into related with job and NOT related with job and we classify related with job skill into three types: cognitive skills, functional skills (or technical skills), and cooperative skills. Also we suggest the framework at which observation of skills should be approached in the view of skill supply and demand, which is the basis of skill formation and application. Skill supply and demand are set focusing on skill mismatch including skill demand as well as typical skill formationn. Skill mismatch is the imbalance of skill supply and demand, which is related with cognitive skills, functional skills (or technical skills), and cooperative skills.
The second part looks over employers and workers in service industry, and analyzes the collected data from two surveys. The surveys were made by interviewing 2,603 employers and about 5,000 workers of establishments in the service industry on the basis of the stylized questionnaires. The contents of questionnaire for the employer survey are composed of five areas such as general status, skills shortage with relation to recruitment, skills gap with relation to incumbent workers, management environment and technology, and skill obsolescence. And, the contents of questionnaire for the worker survey is composed of four areas: general status, skill mismatch with conformity between education level/major and job, skills gap, and skill obsolescence.
The main results of the employer survey provide the information about skill shortage vacancies and skill gap. Skill shortage vacancies have 3 characteristics. Skill shortage vacancies rate is higher in high-skilled occupations such as professional sector and science/technology service sector than other sectors. And the large enterprises are facing the skills shortage in high-skilled occupations while small and medium sized enterprises(hereafter SMEs) are facing manpower shortage in low-skilled occupations. By the standard occupational classification, the response percentage of skill gaps is 22.4 percent in the healthcare and social welfare service business, and 18.5 percent in the food and accommodation business. Also, according to the size of firms, skill gap in the SMEs is relatively high with 17 percent in the establishment that employ 30~49 workers and 15.8 percent in the establishment that employ under 200~299 workers. In addition, the result shows that it is hard to reduce skill gap in office worker group and professional group and this phenomenon was more serious in the SMEs.
Meanwhile, the results of worker survey show that wage is positively related to experience, and there is wage disparity between types of occupations. The result of recognition of workers skill level shows that workers consider their skill levels are not lower than those required in the job and cooperation skills are more important than the other kinds of skills. Experience is positively related with skill level. In terms of education, 80.9 percent of respondents intend to participate in vocational education, and skill obsolescence is negatively related to experience.
The results of empirical analysis using worker survey of 2014 and employer survey data are arranged by three issues. First one is that skill level increases with experience until around fifty years old and decreases from that time(experience-skill curve). It means skills are developed through job experience as well as before entering the labour market. Second one is that education level is important at labour market entry step for wage but since then the importance doesn’t increase, while skill level is not important at labour market entry step but since then that importance increases. Third one is that skill level is positively related to skill obsolescence, on the contrary, the period needed for adeptness is negatively related to skill level. Meanwhile, on the experience-skill curve, rate of skill obsolescence is low at the high skill level area. These results have several limitation. First, the skill level is self-reported. Second, the time series data with relation to skill forecasting is necessary, but we haven’t accumulated it.
Third part explores the framework of skill forecasting and the method of it is discussed on four categories which are forecasting the demand and supply of manpower, case-studying of forecasting skill, forecasting based on survey and link of categories for forecasting skill. First, quantitative forecasting of manpower demand and supply has been conducted for the needs of decision on future direction and 6 nations have done it with reflecting their characteristics and situations. Second, skill forecasting models are identified in Cedefop model and in cases of German and France. These models produce the forecasting results by skill levels by the macroeconmic forcasting model of supply and demand of labor with considering occupations and qualifications. Third, this study explores
the skill forecasting method based on employ survey. We produced the quantified information of the intensity of skill shortage and skill gap, future plan, the distribution of vacancies due to skill shortage and employment. Last, we explored the feasibility of using the categories to integrate the data. By examining the KSCO, KECO and NCS, we find that data can be build up on detailed levels.
This study aims at skill survey and producing skill forecasting. The results of discussion and their implications are as follow. First, we surveyed employ and worker. We arranged frame to forecast skill by employ survey. The results suggested that it would be linked with skill forecasting based on that survey. Second, this study found out that the worker survey, although the worker survey used self-reported instrument, could explain well the workers’ skill levels. Third, it was hard to link the skill survey with the skill forecasting model, so we need to construct categories to link with forecasting.
Now, we are able to suggest the direction for the next study based on these results. We suggest the key contents of the next stages in this project as followFirst is to analyze the structure of the micro census of German and Korea, then reconstruct the national statistics replacing worker survey, and finally, link skill survey with skill forecasting model. Nevertheless, this study has limitation to construct data, so it needs to organize the governance to cooperate.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
제2절 연구 내용 6
제3절 연구 추진 방법 8
제4절 연구 범위 및 한계 9
제2장 숙련의 범주와 숙련 수급_11
제1절 숙련의 유형 분류 13
제2절 숙련의 수급 17
제3절 숙련불일치 21
제4절 숙련에 영향을 미치는 요소 24
제3장 숙련조사 및 기초통계_29
제1절 모집단 구축과 표본 설계 31
제2절 조사 내용의 구성 56
제3절 고용주 조사의 기초통계 69
제4절 근로자 조사의 기초통계 126
제5절 근로자-고용주 특성 152
제4장 근로자 조사 숙련 측정의 적정성 검토_173
제1절 서비스업 근로자의 숙련형성과 숙련보상 176
제2절 서비스업 근로자의 숙련수준과 숙련퇴화 190
제3절 소결 196
제5장 숙련전망 사례와 방법_199
제1절 인력수급전망 모형 비교 201
제2절 외국의 숙련전망 사례 235
제3절 숙련전망을 위한 탐색적 연구 256
제4절 숙련전망을 위한 분류체계의 연계 286
제6장 결론_299
제1절 숙련조사 결과 301
제2절 숙련전망의 탐색 결과 304
제3절 종합 및 향후 과제 306
SUMMARY_311
참고문헌_317
부 록_325
<부록 1> 설문지 327
<부록 2> 조사 결과표 358
<부록 3> 분류체계 관련 자료 37
The Operation Condition Analysis and Political Improvement Plans of the Work-Based Learning and its Semester System in Junior Colleges
No full texta lack of the occupational viewand utilizing it as perfunctory means. And at the level of the government, there are difficulties: a lack of a support system for the field practical education of the level of the pan- or local-governmenta lack of a inducement system for industries’active participation in the work-based learningand a lack of support efforts to solve field experts' incapability for the systematical work- based learning education. The research presents the following policy proposals in regard to the work-based learning and its semester system, so that the colleges can secure identity of the proper field practical-oriented vocational education and their educational competitiveness
First, there are needs for systematical improvement and supplementation at the level of junior colleges: establishment of the work-based learning support and management systemconstruction and operation of Industry DB for the work-based learning and its semester systemobligation of financial security for the work-based learning of the junior collegesassessment and application of the work-based learning outcomeincentive intensification for participating professors and the persons in charge of the work-based learningintensification of orientation for participating students' the work-based learning,
Second, there is a need for improvement at the level of junior colleges: security of exclusive personnel and intensification of educational capability of the work-based learningtraining field-centered education linked to a regional industry to foster a specialized college. To achieve this policy goal, it needs to break from fragmentary field experience-oriented education and intensify and substantialize education with a type of diverse work-based learning and its semester system linked, systematized with a theory-based lesson.
The aim of this research is to seek political improvement plans by conducting a detailed diagnosis and analysis on the operational condition and cases of the work-based learning and its semester system to contribute to college education by intensifying the industry field-oriented education to set up current junior colleges as a key higher vocational education institution.
This research applied its methods of literature review, actual condition investigation, and expert conferences to produce objective and appropriate results.
2. Research Result
As the operational condition and the survey analysis of the work-based learning and its semester system of junior college show, there are various problems at the levels of colleges, industries, participating students, and the government which are related subjects. There is a lack of establishment of the exclusive personnel and organizational system for the work-based learning support of all the departments at the level of colleges. And there are difficulties: a lack of professors' understanding on the full scope of the work-based learningmanpower fostering that medium- and long- term supply and demand were reflectedoperating NCS-based, industry demand-oriented curriculumfostering highly qualified professionals to meet acceleration of the industrial structurea lack of acceleration and diversification reflections of industrial structure. There is a need for Intensification in performing a key role as a further higher vocational education institutionoperation of the supplier-oriented curriculumtraining of skilled-quality manpower1. Research Outline
Currently, the education of the junior colleges has problems: a lack of the role as a key higher vocational education institution본 연구에서는 전문대학에서의 현장실습과 실습학기제의 운영 실태와 문제점 인식에 대하여 조사 분석하였고, 이를 개선하기 위한 다양한 정책들을 제언하였다. 그리고 여기에는 대학차원, 산업체 차원, 정부 차원에서의 다양한 개선 방안을 제시하였다.non-disbursement of the industries' training payment for the work-based learning students. Although medium enterprises have the work-based learning system, small-sized enterprises have problems: a lack of the exclusive personnel and their organization, and financial assistance for the work-based learninga limit to faithfully implementing the work-based learning linked to learning theories by applying the work-based learning students in simple worka lack of exclusive personnel and their capability for the systematical education of the industry work-based learningsubstitute application of the work-based learning students with the regular labor manpowerand a difficulty of the short period and visiting guidance of the work-based learning at the level of departments. At the level of industries, there are difficulties: industries’perception that the college students’ work-based learning is tiresome, inconvenienta difficulty in securing industries suitable for supporting the work-based learning systematicallyweighting of colleges' cost burden of support for implementation of the work-based learninga defective and perfunctory survey of demand for industries participating in the work-based learninga lack of prior education for the work-based learninga limit to choosing an industryand substandard condition of work-based learning in industries. At the level of participating students, there are difficulties: a lack of interestsa lack of assessment criterion of the work-based learninga lack of a curriculum for field trainingsystematical application of the work-based learningallowance securement for participating students in the work-based learninginstruction of the certification system for the work-based learning outcome.
Third, there are needs for political supports at the level of the government: intensification of financial support projects for the work-based learningintensification of ties among related departments of the work-based learningpropulsion of obligation for certain sized industries' participation in the work-based learning, standardization of the operation manual for the work-based learning and its semester systemsupport intensification for participating industries in the work-based learning linked employmentsupport intensification for participating students in the work-based learning for the unemployment insuranceintensification of vocational ethics education by class phase to form sound vacational values.I. 문제 제기 2
Ⅱ. 이론적 배경: 현장실습과 실습학기제에 대한 개요 3
Ⅲ. 현장실습과 실습학기제 운영실태 조사 분석 7
Ⅳ. 정책 제언 20
Abstract 25
부록 28
참고문헌 3
Analysis of Employment Patterns of Graduates of Colleges in Provincial Areas
No full text○ 지방에서 수도권으로의 인재 유출은 대학 진학 단계에서 주로 발생하고, 대학 졸업 후 취업 단계에서는 그리 심각하지 않음.
○ 지방 대학 졸업자의 62.7%는 지방 소재 기업에 취업하며, 이 중 지방 고등학교 출신은 94.8%임. 수도권 고등학교 출신 지방 대학 졸업자는 83.2%가 수도권으로 되돌아가 취업함.
○ 지방 대학 졸업자 중 수도권 중소기업 취업자는 지방 중소기업 취업자와 졸업평점이 같고, 토익 점수는 10점정도 높아 취업 스펙 차이가 크지 않음.
○ 지방 대학 출신 중 수도권 중소기업 취업자의 직장 만족 비율은 49.8%로 지방 중소기업 취업자 53.6%, 수도권 대학 출신 수도권 중소기업 취업자 54.1%보다 낮음.○ The outflow of talent from provincial areas into the capital area usually occurs at the college admission stage, and is not significant at the employment seeking stage after college graduation.
○ 62.7% of graduates of colleges in provincial areas find employment at companies located in provincial areas, and 94.8% of them graduated from high schools in provincial areas. 83.2% of graduates from colleges in provincial areas who went to high schools in the capital area go back and find employment in the capital area.
○ Among graduates of colleges in provincial areas, those who found employment at small-and medium-sized companies in the capital area have the same grade point average as those who have found employment at small-and medium-sized companies in provincial areas, and their average TOEIC score is only 10 points higher. Hence, there is not much difference in terms of qualifications between the two groups.
○ Of the graduates of provincial colleges who found employment at small-and medium-sized companies in the capital area, 49.8% are satisfied with their jobs, which is lower than 53.6% for graduates who found employment at small- and medium-sized companies in provincial areas, and 54.1% for graduates of colleges in the capital area with employment at small- and medium-sized companies in the capital area
Meister School Graduates' Labor Market Transition Outcome
No full text○ 마이스터고 졸업생의 78.1%가 대졸자와 동일한 업무를 수행하고, 학위 취득을 계획하고 있는 졸업생은 82.5%이며, 그중 78.4%가 직장과 학업을 병행하겠다고 응답함.
○ 마이스터고 졸업생의 71.4%가 학교 교육에 만족하고 있으며, 70.1%가 학교 교육이 업무 수행 시 유용했다고 평가함.
○ 마이스터고 졸업생의 80% 이상이 산학협력 기업으로 추천 입사하거나 공개채용(산학협력 기업 포함) 등을 통해 입사하여, 마이스터고와 기업 간의 맞춤형 교육과정 및 채용연계가 효과적으로 구축된 것으로 나타남.
○ 마이스터고 졸업생 중 현 직장에서 동료∙상사와의 관계에 만족하는 비율은 84.3%이며, 고용 안정성에 만족하는 비율은 76.8%로 높게 나타남.○ Research shows that 59.2% of Meister school graduates found employment in companies participating in school-industry collaboration through employee recommendations, indicating that the customized curriculum-employment link between Meister schools and companies has been established effectively.
○ 84.3% of Meister school graduates are satisfied with their relationships with co-workers and superiors and 76.8% are satisfied with their employment stability, showing high percentages in both aspects.
○ 71.4% of Meister school graduates are satisfied with the education they received and 70.1% indicated that their school education was useful in carrying out their work.
○ 78.1% of Meister school graduates perform the same tasks as college graduates, while 82.5% are planning to study for a degree and, of those, 78.4% responded that they plan to study and work at the same time