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strategy industry job training and the individual training account
No full textstrategy training’) and the individual training account(abbreviation ‘account'') will improve the quantity and quality training(employment, maintain employment rate, etc.) and to conduct training to improve the existing problems and meet the needs of the consumer skills training development plan and improve the quality of industrial training and vocational training the stay focused to improve.
In order to achieve this purpose, the integrated management model of the national infrastructure &strategy training and the unemployed account was set up as shown in [Figure 1].
It can be integrated management on the operating system of the national infrastructure &strategy training and the unemployed account. This available contents are the followingsFirst, it can be extended to the unemployed and non-graduates attend all the training target amount of training.
Second, they can be given the opportunity to review the certificate authority only training process by selecting a training facility.
Third, it is possible to proceed with a series of procedures such as registration Jobs, written counseling, training plan to train the trainee application process.
Fourth, it may pay to consider training objectives, training sessions, such as the expenses are wholly or partially differential.
Fifth, a comparison on the same line as training performance (employment, maintain employment rate, etc.) management and be used as a basis for monitoring.
Sixth, Because judging by the HRD-Net system, application, and similar information, may proceed with the examination also consists only if judges occupation.
The schemes on specific integrated management based on the available contents of integrated management are the followingsFirst, it is desirable to switch to form a single train of individual training account to national infrastructure training within the framework of one of the individual training account. Can be integrated to give a name to run ‘national strategic industry term jobs’ because it almost like a small business friendly unemployed account occupations and training objectives and targets of the national infrastructure training occupations. It is possible to integrate operations with ‘general job process’ to give the names of other occupations unemployed account is. Should be ‘general job process’ as usual and the expenses borne by the consumer, some way, to the ''national strategic industry term jobs'' voucher scheme (card issuer) the expenses paid in full. Leads to select the appropriate course for your personal fitness training by conducting in-depth consultations card when issued. And trainees through the issuance of cards and attendance management procedures can be unified management system, such as teaching and learning history, and also training.
Second, to further encourage the formation of a variety of job training and employment guidance time to increase the employment rate for the unemployed account integration during operation. Individual training account case of self-directed professional development of the individual, the amount of the allocation resolve contradictions training method account performed before silbiyong payment of expenses and some participants pay scheme. But the state is positive in the short term due to the training unskilled workers, resulting in problems such as the employment rate was reduced.
Third, the training review process for national infrastructure training compared to account is undergoing a review process more difficult. Unnecessary procedures are omitted and can be united in a similar screening method unemployed account. However, keep in mind that the review period be longer than the previous assessment by business unit due to the entry of many training institutions, if national infrastructure training and unemployed account are to be united on the examination.This study was aims to find ways to effectively integrate and operate the national infrastructure strategy industry job training and the individual training account present study and improve the performance of the training plan efficiency of seamless service delivery and training management training course in skills development training
The purpose of the integrated operation of the national infrastructure strategy industry job training(abbreviation ‘national infrastructure &본 연구에서는 이러한 차원에서 국가기간·전략훈련과 실업자 계좌제를 보다 효율적으로 통합·운영할 수 있는 방안을 모색하여 직업능력개발훈련의 원활한 훈련서비스 공급과 훈련과정 관리의 효율화 도모는 물론 훈련성과 제고에 기여하고자 한다.요약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 4
제3절 연구의 방법 5
제4절 연구의 범위 6
제2장 실업자 직업훈련의 의의와 최근 동향_9
제1절 실업자 직업훈련의 의의 11
제2절 실업자 직업훈련의 목적 및 기능 13
제3절 최근 실업자 직업훈련의 변화 17
제4절 시사점과 함의 21
제3장국가기간·전략산업직종훈련과 직업능력개발계좌제의 운영 현황_23
제1절 국가기간·전략산업직종훈련의 현황과 문제점 25
제2절 직업능력개발계좌제의 현황과 문제점 46
제3절 훈련사업 통합에 대한 해외 선진사례 63
제4절 시사점과 함의 68
제4장 국가기간·전략산업직종훈련과 직업능력개발계좌제의 통합에 대한 전문가 의견 분석_73
제1절 델파이조사의 개요 75
제2절 델파이조사 결과 분석 76
제3절 시사점과 함의 93
제5장 국가기간·전략산업직종훈련과 직업능력개발계좌제의 통합 운영방안_97
제1절 국가기간·전략훈련과 실업자 계좌제의 유사점과 차이점 99
제2절 국가기간·전략훈련과 실업자 계좌제의 통합 운영의 필요성과 장·단점 102
제3절 국가기간·전략훈련과 실업자 계좌제의 통합 운영방안 105
제4절 통합 운영에 따른 적정 훈련비용 지급방안 113
제6장 결론 및 정책방향_117
제1절 결론 119
제2절 정책방향 120
SUMMARY_123
부 록_127
1. 1차 델파이 조사지 129
2. 2차 델파이 조사지 133
참고문헌_16
A Study on the Improvement Plan for the Registered Private Certifications and Accredited Private Certifications
No full text본 연구는 첫째, 최근 시행된 사전등록에 따른 자격의 등록 폭증에 대한 대응 및 개선방안을 제시하고, 둘째, 현행 민간자격 공인제도의 시행 상의 문제점 및 개선방안도 제시하며, 셋째, 등록 및 공인의 중장기적 제도 개선을 위한 논의, 그리고 그 방향성을 모색하기 위한 전략과 실천방안 제시를 주요 내용으로 다룰 것이다.In 2000 the national authorization system of private qualification was enacted based on 「Framework Act on Qualifications」 and in 2008, the registration system of private qualification was started, and this year the pre-registration system was enacted.
The purpose of this study is to examine the current situation of the registration system of private qualification and to propose a short-term and long-term strategy for the improvement of the system.
This study proposes some improvement plans and alternatives.
Firstly, official notification of the prohibition field by government ministry in advance and distribution only register numbers to institutions in the pre- registration system is needed.
Secondly, to improve the national authorization system, it is necessary to strengthen the authority of government ministry in authorizing, building up quantitative analysis index and adjusting judgment standard from a long-term strategy viewpoint
Furthermore, assessment of the effectiveness of restricting the authorized qualification as vocational qualifications and excluding the basic literacy qualifications out of the authorized qualification is urgently needed.
Finally, we need further research on the actual condition of private qualification and building of panel data for the improvement of the qualification system.Ⅰ. 연구 배경 및 범위 2
Ⅱ. 우리나라 자격제도 특징 및 민간자격제도 4
Ⅲ. 민간자격 추진 현황 및 시사점 8
Ⅳ. 민간자격제도 설문조사 결과 14
Ⅴ. 정책제언 및 추진전략 19
참고문헌 23
[부록] 2
The Initiatives for Successful Settlement of Work-Learning Linkage System
No full text본 연구에서는 일학습병행제의 성과 및 문제점을 면밀하게 분석하고, 국외의 관련 벤치마킹 사례를 토대로 향후 일학습병행제가 보다 성공적으로 정착·운영되기 위해 필요한 과제를 제안하고자 한다. 이를 위해 선행연구 및 온라인 자료를 수집·분석하였으며, 전문가협의회를 통해 일학습병행제의 성공적인 정착을 위한 추진과제를 도출하였다.The purpose of this study was to derive initiatives for successful settlement of work-learning linkage system. The method of this study was the prior research analysis and expert council. We analyzed 1) the performances and problems of work-learning linkage system, 2) the international benchmarking practices about apprenticeship.
Through these findings, we proposed several suggestions such as 1) activation of qualification-based work-learning linkage system rather than degree-based work- learning linkage system, 2) confirmation of qualification plan for work-learning linkage program graduates, 3) adjustment of performance targets in consideration of enterprise’s environment and awareness, 4) support of the education and training infrastructure for SMEs, 5) strengthening industries’participation in work-learning linkage system, 6) quality assurance of work-learning linkage program, 7) operation of industry sectoral agencies in work-learning linkage system, 8) enforcement of law on work- learning linkage system., 9) prevention of career break due to the military,Ⅰ. 연구배경 2
Ⅱ. 일학습병행제 추진 개요 3
Ⅲ. 일학습병행제의 성과 및 문제점 진단 6
Ⅳ. 일학습병행제 관련 벤치마킹 해외 사례 분석 14
Ⅴ. 정책제언 20
Ⅵ. 기대효과 24
참고문헌 25
[부록] 2
Human Capital Corporate Panel Survey in 2014
No full text○ 본 패널조사는 기업의 “인적자원 개발 및 관리 현황”, 기업의 “인력현황”, 근로자의 “교육훈련 참여현황 및 숙련수준” 등을 조사하여 기업과 근로자에 대한 횡단면 및 시계열 형태를 혼합한 패널 자료의 구축 및 활용을 목표로 하고 있음.
○ 2014년에는 5차(2013)년도 조사 자료의 클리닝과 제5회 학술대회를 통해 1~5차 패널데이터를 생성·제공하고, 생성된 패널 자료를 분석하여 정부의 기업 인적자원개발 및 근로자 직업능력개발 정책 수립과 평가의 기초자료로 활용하고자 함.요 약
제1장 사업 개요_1
제1절 사업의 필요성 및 목적 3
제2절 2013년까지의 사업 추진 실적 4
제3절 2014년도 사업의 주요 내용 9
제2장 5차(2013)년도 본조사 및 부가조사_13
제1절 5차(2013)년도 본조사 결과 15
제2절 부가조사 23
제3장 데이터 클리닝 및 자료 공개_27
제1절 데이터 클리닝 29
제2절 2차 자료 34
제3절 데이터베이스 구축 및 자료 공개 36
제4장 제5회 학술대회_39
제1절 학술대회 준비 41
제2절 학술대회 개최 45
제3절 학술대회 마무리 51
제5장 기초분석보고서 발간 및 자료 활용_53
제1절 기초분석보고서 발간 55
제2절 자료의 활용 67
제6장 패널 유지관리 및 홈페이지 관리_77
제1절 패널 유지관리 79
제2절 홈페이지 관리 81
제7장 6차(2015)년도 조사 설계_83
제1절 표본설계 85
제2절 설문지 개발 91
제3절 부가조사 계획 94
제8장 사업의 성과와 향후 계획_97
제1절 사업의 성과 99
제2절 6차(2015)년도 본조사 준비 101
제3절 홍보 및 자료 활용의 확대 102
참고문헌_105
부 록_113
<부록 1> 학술대회 보도자료 115
<부록 2> 학술대회 홍보자료 119
<부록 3> 학술대회 발표논문 요약문 129
<부록 4> 패널브리프 각 호 161
<부록 5> HCCP 기업 Report: 인적자원 보상 체계 226
<부록 6> HCCP 자료 활용 리스트 24
A Study On Operational Support for Job Competency-Based Assessment System for Lifelong Job Competency Development
No full text본 연구의 목적은 평생직업능력개발을 위해 NCS(National Competency Standards) 구축과 NCS 기반 학습모듈 개발, NCS 기반 교육과정 개발 등을 토대로 직무능력평가제 운영과 직무능력표준이력서(가칭) 도입 방안을 제시하는 데 있다. 무엇보다 특성화고 졸업자를 대상으로 직무능력평가제 운영 기반 조성 및 NCS 기반 교육과정 운영 시 직무능력평가에 대비하여 단위학교에서의 운영 강화 방안을 마련하는 것에 있다.
‘학벌이 아닌 능력중심사회 만들기’ 추진 과제인 본 연구의 목적 달성을 위하여 다음과 같은 연구 목표를 설정하였다.
첫째, 평생직업능력개발을 위해 국내외 직무능력평가제 운영 현황을 분석한다.
둘째, 평생직업능력개발을 위해 NCS 기반 직무능력평가제 운영과 NCS 기반 직무능력표준이력서(가칭) 도입에 대한 이해당사자별 요구를 분석한다.
셋째, 평생직업능력개발을 위해 NCS 기반 직무능력평가제 운영 기반 지원 방안과 NCS 기반 직무능력표준이력서(가칭) 양식 제시와 도입을 위한 지원 방안을 도출한다.The purpose of this study is to come up withn a job competency-based assessment system operation plan to solve the problems with employment, promotion, and wage disparity according to the education of specialized high school graduates as a project to 'create the society focusing on competency, rather than on educational background'. According to the operation of the NCS-based curriculum which will be applied to all specialized high schools in 2016, this study tries to connect the operation of job competency assessment system with the introduction of job competency standard resume in accordance with the completion of NCS-based curriculum, and thereby make a lifelong career development path.
When specialized high school graduates are recruited, school assessment results are simply used to understand students' sincerity. As a result, it was required to introduce achievement assessment system. Despite its introduction, it is hard to obtain objective and concrete information on students' aptitude and job competency-based achievement, because student records are not improved in parallel. To improve the problem, in association with the overall execution of NCS-based curriculum, it is urgent to operate NCS-based job competency-based assessment system which can be used to judge students' possibility for performing relevant jobs and their job competency in accordance with NCS achievement standards.
This researcher surveyed and analyzed literatures and materials related to NCS and job competency assessment system to prepare theoretical groundsfourthly, it is necessary to open NCS development courses which are subject to academic credit bank systemthirdly, it is necessary to newly establish the certificates necessary for businesses as private onessecondly, it is necessary to reorganize the test subjects of private certificates, support the improvements in test subjects and curriculum subjects for the registered certificates to which NCS can be applied, and support NCS introduction training and consulting for private certificate managersthe eighth one is to improve an academic achievement display method in the way of providing students' achieved job competency information accurately for companies and thereby applying the information to job competency-based assessment system.
This study proposes the main works to apply NCS-based curriculum and national job competency-based assessment system as follows: first, it is necessary to improve national qualification tests and redesign the types of national technical qualificationsituation interviews)？-for private businesses to perform competency-based recruitmentthe seventh is to develop and distribute the core job competency-based assessment model-？The assessment 'tool' for recruiting competency-oriented talented persons on the basis of NCS, consisting ①competency application (deletion of education column), ②competency test, and ③ competency interview (e.g., experience &the sixth is to expand the competency based recruitment environment through the use of NCSthe fifth one is to design, operate, and support the curriculum to operate NCS-based course completion system, and to introduce and consult the course completion curriculum for highly preferred and high-quality official certificatesthe fourth one is to introduce course completion based qualification system in which students acquire certificates through the completion of education and training without any separate testsixthly, it is necessary to prepare and activate legal grounds for accepting qualification exam, honorary degrees, and job competency-based education, and granting a degree.
The ultimate purpose of the research on the job competency-based assessment operation support for lifelong job competency development with the study subjects of specialized high school graduates is to operate job competency-based assessment system according to NCS-based curriculum completion, and thereby expand the recruitment of high school graduates based on competency, rather than on educational background, and facilitate the reorganization of corporate recruitment, personnel, and wage systems through the use of NCS.fifthly, it is necessary to reorganize lifelong learning account system, and connect job competency based lifelong learning program completion with online e-portfolio for job findingand thereby emphasized the necessity of job competency assessment system. In addition, this researcher looked into evaluation standards, elements, and procedures of each company in the domestically currently operating job competency-based assessment system to analyze the industrial requirements of the NCS-based job competency assessment system operation. In this study, the overseas job competency-based assessment systems were analyzed. what needs to focus on NOS and NVQ in the UK is the way of evaluating the competency unit for qualification in their development stage. In addition, Australian competency-oriented system which is a sort of personal competency management system to help individuals train their core skills by finding their essential skills to be achieved is an example of the lifelong career development path that this study tried to pursue. The development and management of the national job competency standards in France is similar to the development of Korean NCS and NQF. In France, the degrees of school vocational education become certificates, and the training standards of the certificates are based on national job competency standards. In this sense, the nation develops and manages such a system.
According to the analysis on the questionnaire survey for job competency assessment system operation support, relevant schools and industries failed to sufficiently promote NCS and NCS-based learning modules, NCS-based curriculum, and NCS job competency-based assessment system operation, and other relevant works. Given that, it is necessary to expand the recognition of them. Also, it was found that there were concerns over the strict assessment subjects and assessment standards for the operation of NCS-based curriculum and job competency-based assessment system, and for continuance, reliability and objectivity in the introduction of job competency standard resume, and that there was an opinion that it would be necessary to lay the foundation for the associated operation of NEIS and ICDP through the inter-department understanding.
For the operation of job competency-based assessment system, this study proposed a plan for establishing the ICDP management system in association with NEIS and ICDP, and interacting with Edupotsuggested a job competency standard resume form in preparation for the paradigm of recruitment of specialized high school graduates, which will be changed by the overall execution of NCS-based curriculumand thereby proposed a recruitment system which is used to show the application of students' competency on the basis of competency backup data.
For the operation of the job competency-based assessment system and the introduction of job competency standard resume, it is necessary to have association with the existing government policy direction. The main association plans are presented as follows: the first one is to establish 'lifelong vocational education mater plan based on ‘Vocational Education and Training Promotion Act’the third one is to reorganize a record card input method in the units of the competency and learning modules presented in NCS through the reorganization of NEIS record cards, and to distribute the resume form to enter the contents of performance assessment by individual NCS competency group, and expand the portfolio typed standard resume form for job competency-based assessment which can reflect NCS performance resultsthe second one is to operate the development of curriculum based on NCS and operate ‘Korean-styled field practice’conducted a questionnaire survey with 100 persons concerned, including the teachers in NCS-based curriculum test-operating schools (Gwangju Technical High School, Yangyoung Digital High School, Chungnam Mechanical Technical High School), relevant human resource managers in industries, NCS experts, and professors to investigate and analyze the requirements and contents of the job competency-based assessment system being applied to specialized high school graduates요 약
제1장 서론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용과 방법 6
제3절 연구의 제한점 12
제2장 직무능력평가제 운영의 이론적 배경_15
제1절 직무능력평가의 철학적 고찰 17
제2절 국가직무능력표준(NCS)과 NCS 기반 교육과정에 따른 직무능력평가제 운영 배경 24
제3절 시사점 40
제3장 국내외 직무능력평가제 운영 현황_43
제1절 국내 직무능력평가제 운영 현황 45
제2절 국외 주요국의 직무능력평가제 운영 현황 63
제3절 시사점 108
제4장 직무능력평가제 운영 기반 지원 요구 분석_111
제1절 설문 구성 및 조사 방법 113
제2절 NCS 기반 직무능력평가제 운영 설문 분석 117
제3절 직무능력표준이력서(가칭) 도입 설문 분석 126
제4절 시사점 132
제5장 직무능력평가제 운영 기반 지원 방안_135
제1절 NEIS 및 ICDP 연계 운영 방안 137
제2절 직무능력표준이력서(가칭) 제시 및 도입 방안 161
제3절 시사점 177
제6장 결론 및 정책 제언_181
제1절 결론 183
제2절 정책 제언 188
SUMMARY_195
참고문헌_203
부 록_211
1. 설문지 213
2. 학교생활세부사항기록부 235
3. NCS 직무능력표준 이력서(가칭) 양식(안) 23
A Study on the Actual Condition on Utilization and Improvements of Career Information
No full text본 연구는 생성된 진로정보의 유통 및 활용에 대한 실태 분석 및 평가를 통해 학교진로교육 현장에 제공될 진로정보의 생성, 유통 및 활용에 대한 전반적인 정책을 수립하는 데 기초자료로서 그 의의가 있다. 또 진로교육 현장의 진로정보에 대한 활용 실태를 파악하고, 이를 최종 정보 수요자인 학생에 가장 근접한 위치에 있는 학부모 그리고 진로상담 및 지도 과정을 통해 진로정보를 전달하는 일선 교사 및 진로상담자(career counselor)의 입장에서 진로정보의 양과 질, 내용 및 전달 체계상의 문제점 등을 검토함으로써 진로정보 생성 및 배분(delivery) 과정의 실효성을 제고하고 정책 수립에도 크게 기여할 것으로 기대한다.Career information is in a very important position in information and knowledge based society. This research is meaningful as it provides the baseline data that can be utilized for making holistic policy on generation, distribution and utilization of career information through the analysis of actual condition and feedback. Also this research looked at the effectiveness of careers information generation and delivery process by reviewing some issues, amount, quality, content, and delivery system of careers information from the perspective of students, parents, and teachers or career counselors.
The first chapter describes the purpose, necessity, contents, range and the method of the study.
The second chapter suggests the direction of careers information generation through literature review and the analysis of“Myfuture&, the careers information portal site in Australia. The changed concept due to the information and communication technology revolution is arousing changes in the paradigm of career development. MyFuture gathers and provides occupational information that developed for public purpose. Therefore career information needs to reflect the reality of career world and to be efficiently accessible. Also career information should have the proper delivery system and support the self-directedness of information consumer.
The third chapter identifies the problems by reviewing the actual condition of generation and delivery of career information in both regional and state level. In the state level, it provides information on college entrance examination and departments, employment and recruitment, and standardization test. However, most of the information is not up to date and not customized for parents. Moreover, the search function is very uncomfortable to use. In the regional level, it collects and reproduces the information gathered by the states level. Yet, there is no standardized classification and no clear delivery function. Also career information is produced and delivered mostly by supply side.
The forth chapter shares the result of the discussion and survey on the actual utilization of career information of both middle and high school students. The survey was done by students and the discussion was done by parents and teachers. Through the Survey, we found the students are highly aware of the need of career and college entrance information but are not provided enough information. They get career information from the internet portal website, internet caf？, and SNS, and CAREERNET which is the most frequently used professional career information web-site. The self-understanding is the main career information provided in school career class and counseling, and the types and descriptions of jobs were the main information available during career experience activities. It is also found that gender and career activities are the factors affecting the level of satisfaction and needs of a career information. Through the discussion, it is found that teachers gather the career information through various paths such as a public and private institution and corporate but parents earn informations through peers. Also teachers provide the information on self-understanding the most through various forms of class such as regular class, counseling and activities.
The fifth chapter suggests the policy recommendation and the main task for better use of career information in the future. First, career information that can be used in the experience-centered career education should be developed and distributed. Second, there should be the new form of career information such as the information that helps to have flexible perspective on profession, to create a new job, and to encourage the spirit of challenge. Third, there should be support environment that individuals themselves can select, manage, or reproduce the career information. Forth, the policy that can expand the career education based on the information and communication technology is needed. Accordingly, the main policy recommendation and tasks are as follow. First, we have to focus on development and distribution of the experience-centered career information. Second, the concept of career information need to be expanded to ‘job world’ to enhance the creative career skills of the students. Third, we need to improve students’ literacy and application capability of career information to support self managing career portfolio. Fourth, it is essential to expand the official career information delivery system to improve the availability of the information. Fifth, the system for more realistic and practical career and job information need to be set up to enhance the information accessability of the under-served students including students living in agriculture, mountain and fishing area and special needs students by linking online and offline career mentoring program.quot요 약
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 연구의 내용과 범위 8
제3절 연구의 방법 11
제2장 진로정보의 개념과 의의_21
제1절 정보의 동태적 성격과 진로정보 23
제2절 진로개발 패러다임의 변화와 진로정보 32
제3절 진로지원활동에 있어서 진로정보의 위상과 역할 51
제4절 진로정보의 개념 및 의의 분석의 시사점 62
제3장 진로정보의 생산 및 전달 실태_65
제1절 국가 단위 진로정보의 생산 및 전달 67
제2절 지역 단위 실태 89
제3절 진로정보의 생산 및 전달 실태 분석의 시사점 117
제4장 진로정보의 현장 활용 실태_123
제1절 학생 설문조사를 통해 본 진로정보의 활용 실태 126
제2절 진로정보의 요구와 수요에 대한 다층모형 분석 157
제3절 교사 및 학부모 FGI를 통해 본 진로정보 활용 실태 178
제4절 진로정보의 현장 활용 실태 분석의 시사점 191
제5장 진로정보의 정책 개선방안_195
제1절 연구의 정책적 함의와 정책 방향 197
제2절 주요 정책 추진과제 204
SUMMARY_213
참고문헌_217
부 록_223
1. 학생 대상 진로정보의 현장 활용 실태 설문조사 문항 225
2. 학생 대상 진로정보의 현장 활용 실태 설문조사 결과 23
Work Values and Work Ethics of Korean(2014)
No full text본 연구의 목적은 2014년 한국인의 직업의식과 직업윤리 실태 및 변화 양상을 살펴보고, 국가 인적자원 개발과 진로교육 분야와 관련된 시사점을 도출하고, 정책을 제시하는 데 있다. 구체적인 연구의 목적은 다음과 같다.
첫째, 2014년 한국인의 직업의식과 직업윤리 실태와 2006년, 2010년 및 2014년 간 직업의식 및 직업윤리의 변화를 파악하는 데 있다.
둘째, 청년층, 중장년층 및 노년층 등 세대 및 집단 간 직업의식 및 직업윤리의 차이를 파악하는 데 있다.
셋째, 최근 직업의식 및 직업윤리 관련 이슈에 대한 국민들의 인식을 파악하는 데 있다.
넷째, 조사 결과를 종합하여 한국인의 직업의식 및 직업윤리 실태를 통해 국가 인적자원 개발과 진로교육을 위한 시사점을 도출하고, 정책을 제시하는 데 목적이 있다.1. Introduction
Every 4 years since 1998, Korean Research Institute for Vocational Education and Training(KRIVET) has been conducting a survey targeting the people in Korea on Korean’s occupational consciousness. The research of 2014 is the 5th study. The purpose of this research is to observe the occupational consciousness of Koreans of 2014, and the reality of the work ethics and the aspects of transition through the time series analysis of 2006 and 2010.
Also, with the socio？？economic change, the newest issues that are closely related to the occupational world and the aspects of the labor market, such as job and happiness, vocation, maladjustment of the new employees, the recognition on unfairness, the competency centered society, and on the Work Smart, have been investigated.
By applying Multi？？Stage Stratified Clusters Sampling method, the household survey was conducted of 1,500 people and the age range was 16？？64.
Based on the World Values Survey (WVS: 2010？？2014), the occupational consciousness of 5 different countries that include Korea, U.S.A., Germany, Japan, and China, was compared and analyzed. The importance of work in life was the highest (extremely important + very important)in Korea (90.6%) and then Japan came in the 2nd place (84.2%), U.S.A., Germany, and China was 79.9%, 79.9%, 79.6% respectively. In general, people in Korea and Japan consider that work is important in life more than the people in the US, Germany, and China.
2. Korean’s Occupational Consciousness &the Reality and Changing Aspects of Work Ethics
A. Importance of Work
Among various areas in work and life, family life is considered as the most important matter. To compare the year 2010, and 2014, the importance of career, social life, and the family life have increased among the area of career and life, and the importance of leisure, religion, school or the capability development have decreased. In general for Koreans, when it comes to the importance of work, the normative attitude and the proportion that the work takes in life is higher than advanced countries.
B. Occupational Values
The most important things in career for Koreans are financial rewards, pleasant work condition, and job stability. The importance of financial rewards was the highest at all times in 2006, 2010, and 2014, and the importance of interesting career slightly increased in 2014 than in 2010. This result can be interpreted that when it comes to selecting a career, the tendency of laying stress on the external values has become stronger than doing so on the internal values for people in Korea.
C. Professionalism &Occupational Status
Korean employees in 2014 evaluated autonomy as the highest value among the occupational profession, and the creativity and the professional knowledge come in the next. Authority ranking is the lowest, and the influence, social status, volunteer, and the income, are generally below average. The jobs that occupational status have increased do not exist, but the ones that have declined can find from 2006 to 2014.
D. Work Ethics
The evaluation on work ethics of Korea generally improved in 2010 than in 2006 but that of 2014 declined a little bit than in 2010. The standard of work ethics for individual occupation generally increased in 2010 than in 2006, but in 2014, a lot of cases, professions such as mandarin, legislators, professors, union executives, doctors, celebrities, and activists, the level of work ethics dropped.
E. Occupational Suitability &Intention of Career Change
The result of the analysis on the occupational suitability survey targeting the employees in 2006, 2010, and 2014, the 3 items, the suitability on knowledge and technology capability, aptitude and interest, and the general occupational suitability was statistically higher in 2014 than in 2006 and 2010. The research on the intention of career change in 2014 was lower than the result of 2006 and 2010.
3. Occupational Consciousness &Analysis of the Recent Work Ethics Related Issues
A. Work and Happiness
The life and the occupational satisfaction of the people in Korea have increased. People in their 30’s with the high career satisfaction have the highest satisfaction in life, which shows that the occupational satisfaction has a close relation with the satisfaction in life.
The level of happiness is higher among the people with jobs, women, and the college graduates or the people with higher level of education. Age wise, people in the 30’s are the happiest, then the teenagers, people in their 20’s, 40’s, 50’s, and then the people younger than 65 come in respectively.
B. Vocation
In order to observe the attitude towards work, there was the question on sense of vocation. The analysis of the result shows that the people in Korea consider that the value of realization is important more than a means of living. The relationship with happiness shows that the sense of vocation, satisfaction in life, occupational satisfaction, and the level of happiness are interrelated and they change proportionally.
C. Adjustment of New Employees
For the argument, ‘the recent younger generation has more remarkable specs (certificates, language, etc.) than the former generations, but the work capability has dropped,’ the average agreement was 4.38/7 in general, which is a weak consent.
For the ‘responsibility of the early retirement of the new employees,’ more than half the people (58.6%) said ‘both the company and the new employee have the same amount of responsibility.’ And higher percentage of recognition, 25.8% of people answered that the new employee has more responsibility than the company, if more responsibility can be imposed on one party than the other.
D. Fairness &Discrimination
People in Korea mostly agree on (usually more than 84.4%) the fair work process of the general public, and has a distinguishing acknowledgment on one’s own fairness (93.73%).
For the survey, ‘is the injustice business between the smaller enterprises and the major companies excessive?’ most Koreans agreed on the seriousness of the injustice business that goes with the size of the enterprise.
The result of the recognition on discrimination shows that the biggest discrimination is against the employees of temporary position, and for the improvement of discrimination, people choose to share employment (3.29) than to pay more taxes (3.11).
E. Competency Centered Society
On a scale of 7, for the question, ‘does the work capability or the outcome of work prioritize the level of education, lineage, and other personal backgrounds,’ the average was 4.56, which showed a weak consent in general. The recognition on ‘creating a society that prioritizes the outcome is a must,’ was 5.65 out of 7, which can be interpreted that the high percentage of positive recognition takes place.
F. Work Smart
A survey was conducted on the matters related to Work Smart, which is the concentrated work condition. The result shows that for the entire questions (8), the employees of Korea chose 4 (4.05？？4.31) out of 5, which implies that the Korean workers recognize that the concentrated work condition is important.
The reason that the importance of the outcome？？concentrated work condition is the highest is the promotion and the reward according to the outcome of work (4.31), and the fair evaluation of the outcome (4.30), etc. It implies that the recognition and the demand on capability centered society are very high.
The result of the survey on the actual Work Smart reality of Korea shows that concentrating during business hours (4.04) is done beston the contrary, the lateral organizational culture (3.63) and the flexibility and autonomy at work (3.63) is the lowest. Through this survey it is easy to see that the lateral organizational culture and the effective time management, that are the work flexibility and the autonomy, are the ones that need most work.
4. Policy Proposal
A. Reinforcement of Work Ethics Education &Career Guidance
1) Reinforcement of Work Ethics Education for Teenagers
The importance of work in life is getting less crucial for Koreans. This tendency may be a natural change of awareness, which can also be observed in advanced countries. However it is essential to improve the low labor productivity (49% of U.S.A.) compared to the time of labor. As a result, schools must educate on vocation and promote the education policy that supports on forming vocational aptitude. This could improve the productivity of quality during work. Koreans support the realization of an ability oriented society. Therefore through Public relations, it is necessary to systematically and enthusiastically promote the related policies that are being developed and introduced.
2) Enhancement of Occupational Consciousness of the Young Generation
Colleges and specialized high schools should reinforce occupational consciousness for young students preparing to start career, providing proper field experiences. It is important to guide to find jobs that suit his/her aptitude and interest. It is also essential to help understanding the organization culture and to provide efficient OJT (On the Job Training) after finding the right career.
B. Improvement of Work Environment
1) Improvement of Work Conditions Concentrated on Productivity
The importance of ‘Pleasant Work Environment’ has become a very crucial reason when choosing a careerit was 3.94 and 3.99 respectively in 2006 and 2010, but it turned out to be 4.36 in 2014.
In order to promote the career satisfaction of the people in Korea, policy support on pleasant work environment of the small enterprises, where most of the people work for, should be reinforced.
The result of the investigation on ‘work smart’ shows that the efficiency of the 4 fields, methods (method of work), knowledge (management), result (evaluation), and time are all recognized important. However when it comes to the actual work environment, every category turned out to be unsatisfying comparing to the awareness. Therefore it is necessary to institutionalize the work condition, which reflects on ‘flexibility and autonomy of career,’ the most insufficient field of all.
2) Improvement on Discrimination &Institutional Maintenance
It is important to spread the awareness that discriminating against the temporary employees hinder the economic efficiency and the social unification. Also with the job specifications as the core, the related system must be reformed so that the principle, equal pay for equal work, can be applied in the work field.
C. Improvement of Business Ethics &Business Environment
1) Promotion of the Ethical Business Activities
Corporate social responsibility must be accelerated to reinforce the ethical perspective of the business activities. This requires both the improvement of the proper environment that is necessary for the employees to fulfill the responsibility (such as supporting the activities via tax system, etc.) and the appropriate penalty for the offender.
2) Enhancement on Fair Trade Recognition and Institutional Improvement
Enhancement on the role of the Fair Trade Commission and the introduction of the additional punishment for the unfair trade business are necessary.요 약_ⅷ
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 7
제3절 연구의 방법 및 조사 개요 9
제2장 직업의식 및 직업윤리에 대한 이론적 고찰_27
제1절 주요 개념과 선행 연구 29
제2절 직업 관련 최근 이슈 49
제3절 국제 직업의식 비교 68
제3장 직업의식 및 직업윤리의 실태와 변화_81
제1절 일 중요성 83
제2절 직업가치관 100
제3절 전문직업성과 직업위세 105
제4절 직업윤리 121
제5절 일 적합성 및 이직 의도 139
제6절 소결 162
제4장 직업의식 및 직업윤리 관련 최근 이슈 분석_165
제1절 일과 행복 167
제2절 소명의식 177
제3절 신입사원 직장 적응 183
제4절 공정성과 차별 192
제5절 능력중심 사회 200
제6절 워크스마트 205
제5장 요약 및 정책제언_211
제1절 요약 213
제2절 정책제언 229
제3절 향후 연구제언 240
SUMMARY_241
참고문헌_251
부 록_263
1. 한국인의 직업의식 및 직업윤리 실태조사지(취업자용)
2. 한국인의 직업의식 및 직업윤리 실태조사지(미취업자용)
3. 타 기관의 직업의식 및 직업윤리 조사 결
Notation plan of learning outcomes for vocational courses based on NCS
No full textoperate effectively and efficiently in the present situation where the educational curriculum of a vocational training institution is being induced to be reorganized on the basis of National Competency Standards(hereinafter, referred to as 'NCS') in order to realize the competency-based society.
This study set up its major object of this research with a specialized high school, Meister high school, and junior college, which are operated with focus on the vocational education curriculum.
As a result of this research, the contents of learning outcome description scheme of NCS-based vocational education curriculum are summed up as follows:
First, it was found that the opinion supporting learning outcome description by correcting &supplementing a part of the present system was dominant, together with applications through separate development of a desirable form of system in the medium &The purpose of this study is to propose the 'Learning Outcome Description Scheme of National Competency Standards-based Vocational Education Curriculum', which a consumer, i.e. a company can apply in confidence, and a supplier, i.e.a vocational training institution can introduce &distribution, etc.)to back up such a desired purpose in order for evaluation and learning outcome description to be properly fixated in the actual educational field.
Third, this study found out that from the position of industries, they want a reliable, clear, concise description of learning outcome. It's because there existed an insurmountable limit in practically applying the complicated, strict evaluation and learning outcome description even in the actual educational field.
Fourth, it's necessary to gradually materialize the application plan in the light of the connection with the process evaluation-type qualification system, and general &particular research results of NCS-based vocational education curriculum as extra elements of school education.본 연구의 목적은 능력중심사회 구현을 위해 직업교육기관의 교육과정을 NCS 기반으로 개편하도록 유도하고 있는 현재의 상황에서 수요자인 기업이 신뢰하며 활용할 수 있고, 공급자인 직업교육기관이 효과적·효율적으로 도입하여 운영할 수 있는 ‘NCS 기반 직업교육과정의 학습성과 표기 방안’을 제안하는 데 있다.
이와 함께 연구 목적 달성을 위해서 연구 결과로 제시되는 방안과 관련된 다양한 이슈들과 이를 해결하기 위한 정책적 제언도 제시하고자 한다.long term.
Second, it's necessary for a systematic, phased support policies( teachers' training, manual development &제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 6
제3절 연구의 방법 및 절차 7
제4절 연구의 범위 및 한계 10
제2장 이론적 배경 및 관련 선행연구 분석_13
제1절 NCS 기반 직업교육과정 15
제2절 학습성과 평가 18
제3절 NCS 기반 직업교육과정의 학습성과 평가 33
제3장 현황 분석_51
제1절 분석 개요 53
제2절 고등학교 학습성과 표기 관련 현황 54
제3절 전문대학 학습성과 표기 관련 현황 64
제4절 NCS 평가 방법 제시 현황 69
제4장 사례 분석_79
제1절 분석 개요 81
제2절 사례 1: NCS 기반 직업교육과정 운영 사례 82
제3절 사례 2: 졸업생 인증제 운영 사례 105
제4절 사례 3: 국제 공동학위 및 자격과정 운영 사례 113
제5절 사례 4: 호주와 유럽 일부 국가의 직업교육훈련 평가 사례 120
제5장 NCS 기반 직업교육과정의 학습성과 표기 방안_127
제1절 요구 분석 129
제2절 학습성과 표기 방안 143
제6장 결론 및 정책 제언_151
제1절 결론 153
제2절 정책 제언 155
SUMMARY_157
참고문헌_159
부록_16
The control effect of ego-resilience on the relationship between job stress and psychological exhaustion among employment service employees
No full text세계적으로 높은 실업률로 인해 정부 차원의 고용정책과 고용서비스가 적극적으로 시행되고 있지만, 이를 지원하는 고용서비스 종사자들은 높은 수준의 직무스트레스를 경험하고 있어, 이에 따른 고용서비스 품질 저하의 우려가 있다.
본 연구에서는 고용서비스 종사자들을 대상으로 이들이 느끼는 직무스트레스의 원인을 파악하여 이들의 수행직무개선 연구의 기초로 삼고자 하였다. 또한, 본 연구에서는 개인특성으로서 자아탄력성의 조절 효과를 검증하여 향후 고용서비스 종사자 지원을 위한 시사점을 발굴하고자 하였다.
민간과 공공의 고용서비스 종사자 대상으로 수집된 설문지 중 110부의 응답을 분석하였으며, 확인적 요인분석과 위계적 다중회귀분석을 수행하고, 상호작용변수를 생성해 자아탄력성의 조절효과를 검증하였다. 연구결과, 직무스트레스가 심리적 소진에 유의미한 영향을 미치며, 직무스트레스가 높을수록 심리적 소진을 높게 경험 하는 것을 확인하였다. 또한, 자아탄력성은 직무스트레스와 심리적 소진의 관계를 조절하는 것으로 나타났다. 본 연구결과 고용서비스 종사자들의 직무 자율성과 보상 부적절을 개선할 필요성이 확인되었으며, 고용서비스 종사자들의 심리적 소진을 방지하기 위해 현장에서의 대안발굴의 필요성이 도출되었다.High unemployment rates around the world has engendered active employment policies and employment services. However, employment service employees who support the policies and the services suffer from high levels of stress, potentially causing the deterioration of their services.
The purpose of this study is to lay the foundations for further studies on how to improve the job performance of employment service employees by identifying the causes of stress. Additionally, we examined the support needs for employment service employees by verifying the control effect of ego-resilience as a personal characteristic.
We conducted a survey among employment service employees in both the public and private sector and analyzed 110 survey responses. We verified the control effect of ego-resilience by conducting a confirmatory factor analysis and a hierarchical multiple regression analysis, as well as by generating interacting variables. The result of the study shows that stress is a significant contributor to psychological exhaustion. We found out that the more stressful the job is, the higher the level of psychological exhaustion. Moreover, we identified the need to enhance job autonomy and compensation, as well as the need to devise plans to prevent psychological exhaustion among employment service employees
[이슈분석] 대학 관점에서의 일·학습병행제의 현안과 정착·발전을 위한 제언
No full text일·학습병행제 공동훈련센터 사업 추진 경험을 바탕으로, 학위연계형 일 · 학습병행제의 현안 및 개선점을 분석하고, 일 · 학습병행제의 발전과 확산을 위한 향후 과제를 제시한