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중소기업 사업주 위탁훈련의 질 제고를 위한 훈련성과 평가 모델 개발
No full textThe 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. ...
능력중심사회 구현을 위한 직업교육훈련체제 개편 방안 연구
No full textThe objectives of the study are to establish the definition and characteristic of a competency-oriented society, to diagnose Vocational Education and Training (VET) System related policy in the perspective of a competency-oriented society and to propose a transformation plan of VET System according with a competency-oriented society through analyzing international cases. The main contents of this study are as follows.
First, identify the definition and components. Second, diagnose policy involving VET System from the perspective of a competency- oriented society and infer questions. Third, deduce implications by analyzing competency-oriented VET System in Switzerland, Germany, and Australia. Fourth, propose a transformation plan of VET System to realize a competency-oriented society.
국가직무능력표준(NCS) 학습모듈 활용방안 연구
No full textThis study was aimed at drawing the policy recommendations for fostering NCS learning modules in the NCS-based human resources systems based upon analyzing the roles and status of NCS learning modules as well as practical issues in using learning modules in various fields. For this research aim, the study used the literature review, consultation from the specialists, and quantitative survey on the using NCS learning modules and developing the NCS-based curriculum.
「맞춤형 취업지원」을 통한 직업능력개발 강화 방안
No full textThe government has promoted improvement and expansion of customized support packages by life cycle and step. Especially, it has strengthened the customized employment support service to address the needs of different groups including the ones disadvantaged in the job market in order to achieve the employment rate of 70% until 2017. Accordingly, it has promoted expansion of the employment support service by dividing the target groups of ｢customized employment support｣ into youth, older generations, women, working poor, people with handicap and discharged soldiers.
Current ｢customized employment support｣ service has been limited to offering typical job information considered promising to the a certain target group. Consequently, ‘crowding effect’ has occurred where job placements are limited while the number of potential workers prevail and the depression of wages was inevitable along with the competition for a placement.
FTA 시대 HRD 전략 연구
No full textThis study aims to explore ways of developing competent human resources and utilizing them effectively as a key measure for securing and enhancing the fundamental competitiveness of the Korean economy in the rapidly changing landscape of the global economy as a result of Free Trade Agreements. In particular, since effective utilization of excellent human resources is a decisive factor in terms of competitiveness in the face of the increasing levels of global competition that characterize the FTA era, this study analyzes the various problems facing the skills development system of Korea and explores possible solutions to these problems.
한국의 직업지표 연구(2014)
No full textThis study was conducted in the fourth year of “The study of Korean Occupational Index (2011-2015).” The purpose of this study can be summarized as follows.
First, to collect the data for analyzing Korean occupations by doing a occupational index survey of the working people who are in the position or the experts related to the occupations of social, sales and personal services, administrations, and agriculture, forestry and fishery
Second, to present the current state and after-10-year prospect of occupations by researching and analyzing of Occupational Index.
Third, to analyze issues related to occupation, such as gender equality, short-time working, occupational complexity, and job satisfaction, and to draw policy tasks. ...
UNESCO Regional Center 사업(2015)
No full text본 연구의 목적은 다음과 같음.
첫째, 2015 UNESCO 세계교육포럼의 사전행사로서 UNESCO 회원국을 대상으로 한국의 직업교육훈련 발전 경험과 정책 변화를 공유하고 아프리카 5개국에서 수행한 BEAR 프로젝트 사례를 공유하기 위한 국제포럼을 개최함. 이를 통해 UNESCO 회원국들에게 향후 직업교육훈련 정책 수립 및 수행에 있어 시사점을 제공하고자 함.
둘째, UNESCO와 말레이시아 정부가 공동 주관하는 국제컨퍼런스 Asia-Pacific Conference on Education and Training 2015에서 직업교육훈련의 품질관리를 주제로 세션을 운영함. 이를 통해 아·태지역 주요 국가의 직업교육훈련 품질관리와 관련한 제도 및 정책 현황을 공유하고, 다양한 직업교육훈련의 질관리 방안과 메커니즘을 탐구하여 UNESCO 회원국 직업교육훈련 전문가들에게 직업교육훈련의 평가와 질관리에 대한 이해를 증진시키고자 함.
셋째, UNESCO BEAR 프로젝트 실무자를 초청하여 노동시장의 수요와 연계한 교과과정 개발(Result I) 과정과 결과에 대한 공유와 지속적인 발전 방안 논의를 위해 워크숍을 개최함. 이를 통해 BEAR 프로젝트의 성과를 현지에서 적극 활용하고 개발된 내용과 틀을 확산시킬 수 있는 방안을 도출하고자 함.요 약
제1장 사업의 개요_1
제1절 사업의 배경과 목적 3
제2절 사업의 주요 내용 및 추진 방법 6
제2장 UNESCO 세계교육포럼 2015 연계 국제포럼「직업기술교육훈련과 사회발전」_11
제1절 국제포럼 「직업기술교육훈련과 사회발전」의 개관 13
제2절 포럼 발표 및 주요 논의 내용 16
제3장 국제컨퍼런스 UNESCO ACET 2015「Quality Assurance Mechanisms in TVET」 세션_25
제1절 국제컨퍼런스 UNESCO ACET 2015「Quality Assurance Mechanisms in TVET」 세션의 개관 27
제2절 세션 발표 및 주요 논의 내용 32
제4장 UNESCO BEAR 프로젝트 실무자 워크숍_49
제1절 UNESCO BEAR 프로젝트 실무자 워크숍 개관 51
제2절 주요 발표 및 논의 내용 57
제5장 사업의 기대효과 및 향후 추진 방향_115
제1절 기대효과 117
제2절 향후 추진 방향 11
마이스터고 졸업생의 노동시장 이행 성과 분석
No full text본 연구는 마이스터고 졸업생들의 취업 실태를 체계적으로 분석하고, 노동시장 이행을 위해 투입된 요인들이 노동시장 정착에 어떤 영향을 미치는지를 파악하고자 한다. 그 결과를 토대로 노동시장 이행 실패 및 성공 요인을 밝히고, 향후 기업선택 및 학교 취업지도 프로그램을 개선하기 위한 시사점을 제공하는 것에 목적이 있다.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 5
제3절 연구 방법 6
제4절 조사도구 9
제2장 2015년 조사 결과_13
제1절 조사 개요 15
제2절 2013년도 졸업생 조사 결과 17
제3절 2014년도 졸업생 조사 결과 45
제4절 2015년도 졸업생 조사 결과 71
제5절 기업 담당자 조사 결과 96
제3장 노동시장 진입 이후의 기수별 변화 추이_117
제1절 2013년도 졸업생 변화 추이 119
제2절 2014년도 졸업생 변화 추이 132
제3절 기업 담당자 변화 추이 144
제4장 노동시장 진입 이후의 연차별 변화 추이_157
제1절 2013년도, 2014년도, 2015년도 졸업생 1년차 결과비교 159
제2절 2013년도, 2014년도 졸업생 2년차 결과 비교 177
제5장 연구의 요약 및 정책 제언_193
제1절 연구의 요약 195
제2절 정책 제언 221
참고문헌_235
부 록_237
1. 2013년, 2014년 졸업생 설문지 239
2. 2015년 졸업생 설문지 254
3. 기업 담당자 설문지 26
A Study on Core Manpower to Strengthen the Competitiveness of the Promising Service Industry
No full text본 연구는 중장기 인력수급 전망에 기초하여 일자리 창출 및 성장잠재력 제고 효과가 높은 대표적인 고기술 분야의 유망서비스산업을 선정하고, 해당 산업에 대한 실태조사 및 전문가 의견수렴 등을 통해 핵심 인력을 도출하며, 국가직무능력표준(NCS)과 연계한 핵심 인력 양성 및 활용 방안을 마련함으로써 유망서비스산업의 경쟁력을 강화하기 위한 실질적 인력정책 방안을 제시하는 것을 목적으로 한다.1. Outline of Research
The importance of service industry as a new growth engine and a source of new jobs for youth has been increasing. However, the competitiveness of Korea’s service industry consistently ranks as one of the lowest among Organization for Economic Cooperation and Development(OECD) countries and the productivity of service industry relative to manufacturing is very poor compared to major countries. To strengthen the competitiveness of the service industry, more research is clearly necessary with regard to how to train and utilize core manpower who may be the foundation of the improved productivity through innovation in the promising high-tech service industry that has a great capacity to create jobs and improve growth potential.
This study aims to provide practical manpower policy measures in order to strengthen the competitiveness of the promising service industry. Accordingly, we selected promising high-tech service industry, that has a great capacity to create jobs and improve growth potential, based on the Korean government’s Medium- and Long-term Manpower Supply and Demand Forecast in promising service industry. The core manpower was extracted through an investigation on actual conditions of and expert opinions about the promising service industry. A plan for core manpower training was suggested using the National Competency Standards(NCS).
This study is composed of as follows:
First of all, the promising service industry fields were selected and the definition of “core manpower” was drawn up. Based on the Medium- and Long-term Manpower Supply and Demand Forecast of the promising service industries that the Korean government selected in 2014, this study set the promising service industry as high-tech industry that has a great capacity to raise growth potential and create jobs. The selected promising service industries were software and contents industries, including publishing activities(including software)motion picture, video and television programme production, sound recording and music publishing activitiesbroadcastingcomputer programming, system integration and management servicescreative, arts and recreation related services. Through experts advisory meetings and investigation of enterprises, the term “core manpower” was defined as “skilled manpower, from higher education sector, that is equipped with a network of people from all walks of life including R&D masters and doctors and an ability to create new useful products and services.”
Next, an international comparison analysis was conducted using the labor productivity index for the promising service industries. Data was matched for the international comparison analysis based on the OECD STAN DB. The result showed that the productivity of most industries in Korea was significantly lower than comparable countries. In particular, Korea was ranked as the lowest labor productivities of computer programming, system integration and management services and information service activities among OECD comparable countries.
Also, the market and manpower status of “software” and “contents” industries, which were selected as the promising service industries in this study, was examined and the governmental policies for those industries were investigated. The Korean government expects to see a shortfall in development-related manpower of approximately 80,000 in the software field. It is also urgent for the contents field to construct a system for training creative human resources and developing sustainable careers.
We examined a plan for reorganization of the curriculum for the purpose of training core manpower for the promising service industries. Considering the definition of core manpower in promising service industries - the skilled manpower with an ability to lead and expand the related market - the massive manpower training requires the standardized professional technologies to be equipped. Aware of the necessity of using the NCS for training the standardized manpower, the present study investigated the current states of the NCS introduction and the core manpower training in the software and contents fields, and thereby, provided useful policy implications.
An investigation was conducted to find policy measures for enhancing the overall competitiveness of the promising service industries, and then, the result was analyzed. As such, we attempted to provide important policy implications for the development of Korea’s promising service industries.
Lastly, practical manpower policy measures for enhancing the competitiveness of the promising service industries were provided, including manpower policies for training core manpower and creating jobs in the promising service fields, a higher education reform for advancement in the service field and the improvement of governmental policies.
2. Main Findings
This study analyzed surveys of enterprises so as to prepare ways to train core manpower for an improved competitiveness of the promising service industries. Based on the findings, we obtained several important implications as follows:
First, the loss of manpower was not properly compensated, with the promising service fields including software and contents fields having general backwardness compared to OECD countries. In Korea, the software field has long been degraded into so-called “3D jobs.” Problems that Korean employees experience such as low wages, poor working conditions and long hours of labor are the greatest obstacles to the advancement in the promising service industries.
Second, the promising service industries had met several difficulties due to the rapid technological changes and had a very high turnover rate due to their vulnerable industrial ecosystem. As rapid technological changes require active responses to new technologies, the necessity for related educational training has been realized.
Third, it is difficult for new college graduates to secure the opportunity to systematically build their career since the preferential employment for experienced individuals appear more commonplace in the promising service industries than any others. The result showed the perception that the preferential employment for experienced individuals prevails was higher by 28.6 percentage point than otherwise. Nevertheless, in terms of routes for career enrichment, 46.0 percent of respondents answered that it is desired for new employees including new college graduates to build their career during their employment, displaying an ambivalent attitude. Therefore, it is urgent to find systematic ways to ensure the career enrichment of new college graduates in order to improve the youth employment rate.
Fourth, it was confirmed that Korea has a poor level of training system for creative human resources. Among a total of 150 respondent enterprises in the promising service industries, 56.0 percent answered that Korea does not foster creative human resources. On the other hand, only 7.3 percent answered positively. The negative views were eight times more than the positive opinions. This shows the cause for Korea’s repeated failures in training creative human resources. In other words, it implies how dysfunctional the Korean college education has become in reinforcing the students’ creative capabilities.
Fifth, it was confirmed that college education does not reflect the needs of industry. The opinion that it does reflect the needs of industry and the opinion that it does not are 11.3% and 38.6% respectively. This can be seen that negative opinions are more than 3 times higher than positive opinions. As a result, the opinion that the new college graduates’ business ability is low is 46.7% whereas the opinion that it is high is only 2.7%. The opinion that the new college graduates’ adaptation to workplace is high is only 8.0%, whereas the opinion that it is low is 34.0%, which is more than 4 times its opposite. This shows the reason why enterprises avoid hiring new college graduates.
Lastly, it was confirmed that governmental policies for promoting the promising service industries do not function properly. As for the question of whether governmental intervention is useful for the development of the promising service industries, 41.4 percent answered “No, it is not.”, which was a 20.1-percentage point higher than the opposite(21.3%). This shows that opinions against governmental intervention for the development of such industries are dominant. Especially, the opinions that government projects for creative industry promotion are useful for the industry development are 7.4%, whereas the opinion that it is not is 50.7%, indicating that government projects for creative industry promotion are not helpful in the development of such industries.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용과 방법 7
제2장 유망서비스산업의 선정과 핵심 인력의 정의_13
제1절 우리나라 서비스산업의 고용 현황과 문제점 15
제2절 유망서비스산업의 선정과 핵심 인력의 정의 27
제3절 유망서비스산업의 인력수요 전망 44
제4절 분석의 시사점 56
제3장 유망서비스산업 국제 비교 분석_59
제1절 유망서비스산업의 국제 비교를 위한 자료 매칭 61
제2절 유망서비스산업 국제 비교 결과 분석 64
제3절 분석의 시사점 82
제4장 유망서비스산업 노동시장 현황 및 정부정책 분석_85
제1절 유망서비스산업별 현황 87
제2절 유망서비스산업별 노동시장 현황과 전망 114
제3절 정부의 유망서비스산업 지원 정책 현황 120
제4절 분석의 시사점 132
제5장 유망서비스산업 핵심 인력 양성을 위한 교육과정 개편_135
제1절 유망서비스산업 핵심 인력 양성을 위한 NCS 활용 필요성 137
제2절 유망서비스산업 선정 분야의 NCS 개발 현황 141
제3절 NCS 수준 체계를 활용한 핵심 인력 양성 144
제4절 분석의 시사점 157
제6장 유망서비스 사업체 실태조사 분석_161
제1절 조사 개요 163
제2절 실태조사 결과 분석 164
제3절 분석의 시사점 202
제7장 정책 제언_207
SUMMARY_217
부록_23
Study on National Skills Outlook
No full text국가숙련전망조사 연구의 목적은 인적자원의 양성과 효율적 활용을 숙련의 관점에서 조망할 수 있는 정보 생성의 틀을 마련하고, 생성된 숙련정보를 바탕으로 숙련전망의 틀을 마련하는 것이다. 금년도의 연구는 고용주 조사라는 숙련수요조사의 타당성을 재점검하고, 이와 관련된 정보를 생성하며, 향후 조사의 개선방향을 살펴보는 것을 중요한 목적으로 한다. 또 고용주 조사와 기존의 데이터들을 활용하여 향후 국가숙련전망의 결과물로서 어떠한 정보들을 생성할 것인지 그 방향을 설정하는 것을 중요한 목적으로 한다. 이를 위하여 국가의 인력수급전망체계를 검토하고 숙련전망체계를 구축하기 위한 환경을 살펴보았다. 또 인력수급전망 이외의 숙련수요전망 사례를 검토하였다.The purpose of the Research on National Skills Projection Survey is to develop an information frame through the development of human resource and effective use in terms of skills and to develop a frame for skills projection based on the information frame. In the past, continuous results came from a frame called development of skills information, through surveying employershowever, after the research ended in the tenth year, the direction regarding what type of results to produce became ambiguous. This year, the research will focus on reexamine the validity of the skill demand survey from the employers, develop information regarding the skill demand, and provide ways to improve in future researches. Another important purpose of the research is to set a direction on what information should be produced as the result of the research on National Skills Projection. This will be initiated through the use of employers’ survey and initial data. In order to achieve this purpose, human resource supply and demand projection system was reviewed and the environment which skills projection system will be used on was examined. Also, case studies on human resource demand projection was reviewed.
First, reexamine topics on skills and skill mismatch through literature review. Through this process, reinspect the direction for skills projection information production,
Second, improve the existing employers’ survey, conduct a survey on manufacturing companies, and present the survey result. Also, assuming the Korean companies environmental characteristics will affect skills demand, conduct additional research regarding the relationship of social responsibility and main contract and subcontract of the company, and present the result.
Third, set a future direction for skills projection survey. For this purpose, examine the possibility of improving the human resource supply and demand projection using skills projection information, and examine the Korean environment for skills projection.
Lastly, summarize the research result and propose a policy for future skills projection.
The range of skill can be categorized as skills related to task or skills unrelated to task based on OECD’s core competence, skills related to task can be divided into cognitive skill, functional or technical skill, and cooperative skill. First, cognitive skill is learned through general work related training. It is the ability to use theory, logic (or concept), and knowledge. Second, functional skill is a technical skill required by workers to perform a specific task. Third, cooperative skill is the ability to work with other people.요 약
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 연구의 내용 5
제3절 연구 추진 방법 8
제2장 숙련과 숙련불일치에 관한 기존 연구 검토_9
제1절 숙련과 숙련불일치의 개념 13
제2절 숙련불일치의 원인과 개념들 간의 관계 25
제3절 숙련불일치와 거시경제 30
제3장 숙련조사 및 기초통계_35
제1절 모집단 구축과 표본설계 38
제2절 조사내용의 구성 59
제3절 고용주 조사의 기초통계 73
제4절 부가조사의 기초통계 99
제4장 숙련전망모형 검토_123
제1절 국내의 인력수급전망모형 126
제2절 해외의 숙련수요전망 134
제3절 숙련전망환경 141
제4절 숙련전망모형의 방향 161
제5장 결론과 정책 제언_181
제1절 연구 결과 요약 183
제2절 정책 제언 190
SUMMARY_195
참고문헌_209
부 록_21