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한국의 직업지표 연구(2013)
No full textThe KOI will be utilized as fundamental data for developing policies regarding to finding employments, promotions and job transitions. In addition, the appendix book, “2013 Korean Natural Science and Engineering Occupational Index”, that was published based on this research will enhance dissemination and availability of the study, as a career guidebook for teachers, students and parents.
The Project for Publication of Career Information for Students with Special Educational Needs (2013-2017)
No full text본 사업은 특수교육대상학생을 위한 신뢰롭고 정확한 진로정보의 생성·보급·확산을 목적으로 한다. 5개년(2013-2017)에 걸친 연속 사업으로, 연차적으로 한국고용직업분류(KECO) 6개 대분류 직업별 30개 직업을 선정하여 진로정보를 생성하고 특수학교 및 일반학교에 보급·확산한다. 2014년은 2차년도 사업으로서 한국고용직업분류(KECO) 6개 대분류(① 관리직, ② 경영·재무직, ③ 사회 서비스직, ④ 판매 및 개인 서비스직, ⑤ 엔지니어·건설·생산직, ⑥ 농림어업직) 중「판매 및 개인 서비스직」의 30개 직업을 선정하고, 교사와 학부모 대상의 진로정보서, 교사 대상의「진로정보서를 활용한 교사용 진로지도 프로그램 매뉴얼」5차시 및 학생용「스토리텔링 있는 직업이야기①,②」를 개발하고 보급·확산하는 것을 핵심 목적으로 한다.This is the second year project for the Publication of Career Information for Students with Special Educational Needs, which is expected to be conducted from 2013 to 2017. Throughout the five years of the research, career information about thirty occupations will be developed year by year, based on the six major classifications of KECO(Korean Employment Classification of Occupation) and consequently, career information of total 150 occupations will be chosen and developed.
The main purposes of this year were to develop the accurate and reliable career information to publish three kinds of career information related productsthe easy job seeking occupations, the desirable occupations, and the challengeable but achievable occupations in the future from the view of students.
The Career Information Book covers both qualitative and quantitative information. Several data processing was conducted in order to create quantitative information. For creating qualitative information such as required competences and current status of each occupation, task analysis, the interview and visitation were conducted with workers of thirty occupations.
In addition to the 2014 Career Information Book, career guidance manual for teachers and two volumes of“career storytelling book” for students were published in this year in order to enhance the understanding and the utility of the Career Information Books. All the products will be published both in paper and e-book.
Lastly, several policy suggestions were recommended for providing better career information to the students, parents and teachers of special schools based on the experience of long term research. In addition, research directions and guidelines for conducting next year project of 2015 were also discussed.a Career Information Book of 2014 for teachers and parents, a career guidance program manual for teachers which utilizes the Career Information Book of 2012 to 2014 as the main sources, and two storytelling posters for students. In addition, for dissemination and diffusion of the research outcomes, a seminar was held on 30th of October, 2014 with more than 200 teachers and researchers at the field of special education.
For the selection of occupation to be included in 2014 Career Information Book, surveys were conducted with students, parents and teachers of all special schools. Based on the survey results, total thirty occupations were chosen in the area of‘Sales and Personal Service’, and they were finally confirmed through researchers’ workshops and experts advisory meeting. Thirty occupations which 2014 Career Information Book includes were chosen according to following criteria요 약
제1장 사업 개요_1
제1절 사업 필요성 및 목적 3
제2절 사업 내용 및 방법 8
제2장 특수교육의 진로교육실태 및 직업요구 조사 결과_19
제1절 목적 및 방법 21
제2절 학생 조사 결과 31
제3절 학부모 조사 결과 41
제4절 교사 조사 결과 51
제5절 2014년 진로정보 개발에 주는 함의 66
제3장 2014 사업 콘텐츠 개발 과정_71
제1절 2014년 진로정보 개발 접근 틀 73
제2절 2014년 진로정보서 개발 과정 81
제3절 「진로정보서를 활용한 교사용 진로지도 프로그램 매뉴얼」개발 과정94
제4절 학생용「스토리텔링이 있는 직업이야기 ①,②」개발 과정 100
제4장 2014 사업 결과물 발간_109
제1절 진로정보서 발간 111
제2절「진로정보서를 활용한 교사용 진로지도 프로그램 매뉴얼」발간123
제3절 학생용「스토리텔링이 있는 직업이야기 ①,②」 124
제5장 사업평가 및 정책제언_129
제1절 사업평가 및 향후 추진방향 131
제2절 정책제언 141
SUMMARY_159
참고문헌_161
부 록_167
1. 2014년 진로정보서 포함 직업 및 조사 대상 직업인 특징 169
2. 2014년 진로정보서 표지 170
3.「진로정보서를 활용한 교사용 진로지도 프로그램 매뉴얼」표지 171
4. 학생용「스토리텔링이 있는 직업이야기 ①,②」 172
5. 보도자료 2건 174
6. 인터뷰 동의서 184
7. 특수교육대상학생·학부모·교사 대상 설문지 18
Firm's Knowledge and Good Job
No full text본 연구는 기업의 지식에 주목하고자 한다. 즉, 기업의 지식축적 행위와 좋은 일자리 제공 행위가 어떠한 상보성을 가지는지 분석하려고 한다. 기업의 지식투자가 좋은 일자리 제고로 이어지는지, 또는 그 반대 경로가 작동하는지, 더 나아가 기업 지식과 좋은 일자리가 제도적 상보성을 가지고 기업 성과에 어떠한 영향을 미치는지 확인해 보고자 한다. 이는 한국경제의 고용문제가 기업의 지식축적 문제로 환원될 수 있는지 확인해 보는 작업이기도 하다. 기업의 지식에 대한 투자, 즉 연구개발과 교육훈련, 지식경영 활동 등은 기업이 경쟁력 제고를 위해 필수적인 경영행위로 인식하고 있기 때문에 직접적인 일자리 질 규제에 비해 기업의 저항감이 낮다는 점에서도 본 연구의 의의를 찾을 수 있다.Currently, the most important issue of the Korean economy is employment. Hereupon, while employment rate which means the problem related to amount of employment has been the subject of social and political considerable interest, the problem of the quality of employment has been a target to be relatively marginalized from policy and research. However, in the Korean economy where the polarization of the labor market is becoming even more serious, the labor market policy’s research project must be oriented with the goal of improvement of both the amount of employment and its quality.
As the main agents which offer a job are companies, it is more important than anything to allow companies to offer a good job. In this study, I tried to provide analysis on how the act of accumulation of knowledge and the act of offering a good job have mutual complementaries. It is also a work which helps to make sure if the problem of employment can be a same problem of knowledge accumulation of a company.
Good job and knowledge of the company is an important concept of this study, so we have developed the theory framework of the mutual complementarity of these two concepts. This complementarity is working beyond each individual company. Namely, our theory framework covers the firm’s relations.
Empirically this paper analyzes relationships between the knowledge and good job at the firm level. If the introduction of technology increases the demands of skilled labor by companies, and if the companies improve the custom of working condition for the supply and the maintenance of skilled labor, the companies knowledge will create good jobs with skilled labor. Or, the improvement of the jobs quality can stimulate the accumulation of human capital of the employees within the companies. This paper empirically proved these paths. It is possible to say the quality of work and knowledge of the company has an associated in any way. Firm’s balance knowledge investment of education&training and research&development creates more high skilled and higher-paid good jobs.
And this article analyzes the spillover effect of firm’s knowledge on firm’s job quality focused on high skilled and higher paid jobs between chaebol large sized firms, other large sized firms, and small&medium sized firms. Empirically I found that trickle-up effect and trickle-down effect both are not working. This means that the relation among firms is very short-term in Korean economy. And I conclude that chaebol firms’ strategy to exploit the value from small firms are more strengthened after the 1997-98 financial crisis.요 약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 및 방법 6
제2장 기업의 지식과 좋은 일자리 상보성 분석을 위한 이론틀 _13
제1절 문제제기 15
제2절 기업의 지식, 숙련노동 수요, 좋은 일자리의 관계 16
제3절 제도 간 상보성과 임계점이 도입된 이론틀 40
제4절 소결 51
제3장 지식, 숙련수요, 좋은 일자리에 관한 기업차원 지표_55
제1절 문제제기 57
제2절 지식에 대한 기존연구 검토 및 기업차원의 지표 추출 57
제3절 좋은 일자리에 대한 기업차원의 지표 78
제4절 숙련노동 수요에 대한 기업차원의 지표 100
제5절 소결 105
제4장 기업의 지식, 숙련노동 수요, 좋은 일자리의 상보성실증분석_109
제1절 문제제기 111
제2절 노사공동의 사회적 책임 지수(UCSR)를 활용한 실증분석 111
제3절 사업체패널조사(WPS)를 활용한 실증분석 127
제4절 소결 143
제5장 기업의 지식과 숙련노동 수요의 기업 간 파급효과 실증분석_145
제1절 문제제기 147
제2절 지식과 숙련의 기업 간 파급효과 실증분석 모형 149
제3절 지식과 숙련의 기업 간 파급효과 실증분석 결과 161
제4절 소결 176
제6장 결 론_179
제1절 분석결과 종합 181
제2절 정책적 함의 186
SUMMARY_195
참고문헌_197
부 록_21
The Actual Condition Analysis and the Measures for Substantiality of the College of Further Education of High School Workers
No full text본 연구의 목적은 이러한 정책들의 필요성과 정당성에 기초하여 후진학 계속교육의 실태와 문제점을 정밀 진단하고, 후진학 계속교육 제도의 운영 내실화 및 정책적 개선 방안을 모색하고자 하였다. 구체적인 연구 목적을 제시하면, 다음과 같다.
첫째, 후진학 계속교육이 어떠한 개념적 의미를 가지고 있고, 어떠한 유형으로 운영될 수 있는가를 파악하고자 하였다.
둘째, 후진학 계속교육의 운영 현황 및 사례를 분석하여 후진학 계속교육의 문제점을 진단하고자 하였다.
셋째, 후진학 계속교육의 유형별 운영기관을 중심으로 실태 및 운영의 내실화를 위한 문제점 및 개선에 대한 인식, 참여 학생에 대한 교육 인식과 효과 및 요구점, 개선점 등을 파악하고자 하였다.
넷째, 주요국의 후진학 계속교육 운영 실태 분석을 통한 후진학 계속교육 제도 및 후진학 계속교육의 운영 현황 분석과 후진학 계속교육 운영의 사례 분석을 통해 우리나라 후진학 계속교육 운영 내실화 방안에 주는 시사점은 무엇인가를 파악하고자 하였다.
다섯째, 고졸 취업자의 후진학 계속교육 내실화를 위한 개선 방안을 제시하고자 하였다.The employment rate has increased with the pre-employment post-entrance into a college support policy of the last MB government to invigorate employment of a high school graduates. Although there is a difference by type of the College of further education targeting in-service workers, the number of participating colleges is sharply increasing. However, the quantitative expansion of department establishment of college of further education at the education supply level doesn''''t result from reflection of exact survey results or industries educational needs by region or industry of college of further education demand of high school workers. The problems of the entrance quota securement and the quality of education are serious because most of the colleges expand the department establishment for the student securement. It needs to come up with plans for construction of operation support system, amendment and improvement of the related laws, substantiality of curriculum operation, invigoration of the system operation, and support for participating subjects to normalize the college of further education and substantialize operation. The aim of the research is to implement the precise diagnosis on the actual condition and the problems of the college of further educational operation and seek the substantial, political plans of further educational operation. The research also used the following methods: literature review, field interviews, experts conferences, and actual condition surveys to draw objective, valid results요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 8
제3절 연구 방법 11
제2장 이론적 배경: 후진학 계속교육 개념 정립과 제도 분석_19
제1절 후진학 계속교육의 개념 정립과 유형 특성 21
제2절 후진학 계속교육 관련 법ㆍ제도적 분석 38
제3절 논의와 시사점 44
제3장 후진학 계속교육 운영 현황 및 사례 분석_49
제1절 후진학 계속교육 운영 현황과 문제점 51
제2절 후진학 계속교육 운영사례 분석 84
제3절 논의와 시사점 111
제4장 후진학 계속교육 운영실태 조사 분석_117
제1절 후진학 계속교육 운영기관 조사 분석 119
제2절 후진학 계속교육 참여 학생 조사 분석 190
제3절 후진학 계속교육 참여 산업체의 심층면담 조사 분석 265
제4절 논의와 시사점 275
제5장 후진학 계속교육 운영의 내실화 방안_285
제1절 후진학 계속교육 운영의 내실화 기본 방향과 전략 287
제2절 후진학 계속교육 운영의 내실화 및 개선 방안 293
제3절 추진 주체별 정책 방안 313
제4절 결론 및 제언 314
SUMMARY_317
참고문헌_325
부록_329
1. 후진학 계속교육 운영기관에 대한 조사 설문지 331
2. 후진학 계속교육 참여 학생에 대한 조사 설문지 341
3. 후진학 계속교육 참여 산업체 면담 조사 355
4. 후진학 계속교육 운영기관 조사 분석 35
Policy Agenda to Reorganize Qualification System Based on National Competency Standards
No full text본 연구는 자격제도를 개편할 때 고려해야 할 요소들인 개편의 원칙과 방향, 자격제도 개편에 수반되는 쟁점을 분석하고 NCS를 활용하여 자격제도를 개편할 수 있는 방안을 제시하는 것을 목적으로 하고 있다.Qualification system in Korea has been developed to be more important and prevalent as an objective tool to measure ones ability in work place. According to the drastic changes of the era, however, qualification system also undergoes new change driven by national and international factors. Therefore, this study aims to analyze and reorganize the direction of the qualification system in Korea based on National Competency Standards (NCS) in order to propose agenda to reform current qualification system.
Chapter 1 introduces the research purpose, methods, and contents of the study. As for the research methods, questionnaire was conducted and several expert meetings were held for the discussion.
Second chapter identifies the rationale and the issues presented in previous studies. In addition, this chapter examined the theoretical concepts related to qualification system through various literatures. Based on these analyses, It summarizes the current status of qualification system and derives the specific issues to be addressed in Chapter 3. To tackle main issues in new qualification system, analysis associated with existing qualification was done within NCS-based qualification system.
Chapter 3 analyses the issues and proposes policy agenda. It largely divides key concepts related to reorganization of the qualification system by NCS into 3 fields: the reorganization principlesthe reorganization directionsand the reorganization content. The reorganization principles of the qualification system are the important theories which should always be considered to reorganize it. They can be defined as the principles of equity and efficiency. The reorganization directions of the qualification suggested issues related to the ways which should be sought in reorganization. They are based on connectivity, flexibility, and comparability. The reorganization contents of the qualification system are related to the details which achieve recognition of its value and are properly utilized in industries. The first step of the reorganization contents of the qualification system is industrial analyses and is to find out the career pathway. Next, required qualification should be identified and qualification types should be decided. And then, the awarding methods of each qualification should be determined by designing qualification types utilizing NCS unit or its element. In the
final step, methods to maintain quality of qualification system is discussed.
Chapter 4 tries to apply the findings from chapter 3 to selected sectors, chemical and accommodation sector. The purpose of this chapter is to refine the proposal by testing the reorganization principles and proposals suggested in chapter 3. The Korean National Technical Qualification is largely divided into technology and service part. The chemical field was selected as the qualification related to technologies and the accommodation field was done as the service part.
Chapter 5 proposes 15 policy agenda and conclusion of this study to reorganize the qualification system based on NCS.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구내용 5
제3절 연구방법 7
제4절 연구절차 12
제5절 연구의 한계 및 향후 과제 13
제2장 NCS 기반 자격제도 개편의 이론적 분석_15
제1절 자격제도 개편 관련 선행연구 17
제2절 자격제도 관련 개념 29
제3절 NCS 기반 자격제도 개편의 배경 및 제도화 39
제4절 소결 43
제3장 NCS 기반 자격제도 개편의 쟁점 분석_47
제1절 자격제도의 개편원칙 49
제2절 자격제도의 개편방향 53
제3절 자격제도의 개편내용 76
제4절 소결 116
제4장 NCS 기반 자격제도 개편을 위한 산업분야별 검토_123
제1절 자격제도 개편의 검토대상 선정 125
제2절 화학분야 126
제3절 숙박분야 162
제4절 소결 191
제5장 NCS 기반 자격제도 개편 방안_197
Summary 213
참고문헌_217
부 록_223
1. NCS 기반 자격제도 개편 관련 조사 설문지 225
2. 설문 결과 요약정리 테이블 240
3. 영국의 숙박 관련 경력경로개발 274
4. 화학분야의 분류별 능력단위 현황 27
Transformation Plan of Vocational Education and Training System according with Competency-oriented Society
No full text본 연구는 능력중심사회의 개념과 특징을 구명하고, 능력중심사회에 부합하는 직업교육훈련체제 개편 방안을 도출하는 데 목적을 두었다. 구체적인 목표는 다음과 같다.
첫째, 능력중심사회의 개념과 특징(구성요소)을 구명하였다.
둘째, 능력중심사회의 구성요소 관점에서 현행 직업교육훈련체제 관련 정책 및 제도를 분석하여 추진과제를 도출하였다.
셋째, 선진국의 능력중심 직업교육훈련체제를 분석하여 우리나라 직업교육훈련체제에 주는 시사점을 도출하였다.
넷째, 능력중심사회에 부합하는 직업교육훈련체제로의 개편을 위한 추진 방향 및 과제를 도출하였다.1. Overview
The 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.
2. Research Method
To achieve those aims, internal and external preceding studies were analyzed and international case studies, Delphi survey, and policy seminar were implemented. Literature review was conducted in dividing into three parts: a background to emergence and definition of a competency- oriented society, system and policy involving VET System, and VET system of advanced countries. International case studies of selected countries which have constructed and operated competency-oriented VET system such as Swaziland, Germany, and Australia to benchmark were analyzed based on analysis framework developed by researchers. Delphi survey was implemented three rounds with VET experts, manpower policy makers and policy-making practitioners, manpower policy practitioners, and industrial practitioners to deduct the definition and components of a competency-oriented society and formulating project of VET system by components, and for prioritizing working projects deducted, Analytic Hierarchy Process (AHP) was applied. Policy seminar was hold for sharing the result of study, gathering opinions about improvement directions identified, and resolving differences among government departments.
3. Main Results
1) The Definition and Components of a Competency-oriented Society
This study defined a competency-oriented society as a society of being able to perform one's ability without distinction by offering fair opportunities to develop competency for everyone and implementing competency-based hiring, VET, personnel management practices, etc. by constructing national system recognizing one's ability with utilizing comprehensively various components without limiting specific components such as educational background and academic ability, etc. The components of a competency-oriented society were identified based on the theory &quotin four dimensions: socioeconomic security, social cohesion, social inclusion, and social empowerment.
2) Diagnosis of Current VET System
From analyzing VET system, some questions were suggested in respect of socioeconomic security, social cohesion, social inclusion, and social empowerment. First, in terms of socioeconomic security, three issues were diagnosed: if 1) career guidance is offered in accordance with one's talent and aptitude, 2) the opportunities to participate in a high-quality VET are assured, and 3) there is any support to work equably entering on a career in accordance with one's competency. Second, in respect of social cohesion, three topics were examined: if 1) the value of work is recognized without distinction of rank, 2) the value of competency for vocation and education and training for the competency is recognized, and 3) social discrimination exists against jobs. Third, with regard to social inclusion, two issues were discussed: whether 1) the equivalent value depending on competency is accepted comprehensively considering one's various job experience and educational experience, qualifications, etc. and 2) according to competency recognized, hiring, personnel management, and education and training are fairly conducted. Fourth, in terms of social empowerment, two topics were diagnosed: whether 1) establishing lifelong vocational competency development system, the opportunities to develop various vocational competencies are offered and 2) career interruption is minimized and there is any support for the career-interrupted.
3) Analysis in Competency-oriented VET System of Advanced Countries
To devise a transformation plan of VET System to fulfill a competency-oriented society, international cases in Switzerland, Germany, and Australia which implement competency-oriented VET System were analyzed.
Switzerland can be seen as a society recognizing competency more than educational background of which over 70 percents of high school students choose vocational education and after most students graduate high school, they get a job, so there is no big difference in their salary between high school graduate and college graduate. Germany is referred to a typical country implementing dual system because Germany attains industrial competitive advantage and excellent employment performance based on dual system which is company-led manpower system linking education with vocation/work. Australia has their own education system dividing into VET sector and higher education sector within Australian Qualification Framework (AQF). Australia issues 14 AQF qualification types in 10 levels, thereby they have through competency-oriented assessment to such an extent as that if students who have even Master's or doctoral degree want to work in relevant technical (skill) field, and they have to attain education and training qualifications again. Furthermore, the participations of industrial field are very active from education and training program development to dispatching instructors.
4) A Transformation Plan of VET System in Accordance with a Competency-oriented Society
To fulfill the definition and components of a competency-oriented society deducted in advance, this study approached in respect of how to transform VET system to realize a competency-oriented society, and consequently formulating directions and formulating project were established to transform VET system.
VET system has four functions in a competency-oriented society. First, socioeconomic security is assured through systematic career guidance service, vocational education for lifelong working, and continuous employment service. Second, with spreading a reasonable view of occupation and work ethic, easing and preventing social discrimination, and spreading the value of vocational competency development, social cohesion is ensured. Third, social inclusion is guaranteed with diversification of assessment and recognition, and diffusing competency- oriented personnel management system. Fourth, through establishing lifelong vocational competency development system and minimizing career interruption, social empowerment is ensured.
In such a competency-oriented society, 27 formulating directions were set with regard to which roles and functions VET system perform concretely and how to improve and transform in future.
5) Policy Proposal
Follow-up study for setting specific policy and system seem to be needed focusing on formulating directions and formulating project of a transformation plan of VET System, and relating to Governmental Agenda, agendas as below will formulate in priority. First, the main point of a competency-oriented society is “how to recognize one's various competencies”, so National Qualification Framework (NQF) should be established in the near future. Second, systematic career guidance service should be offered more than experience-oriented in an adolescent period. Third, adolescent should foster their right view of occupation and work ethic. Fourth, vocational education institutions should grow mindset and improve competency of entire communities to realize manpower associating jobs. Fifth, systematic efforts by government are required not to let social discrimination against academic ability occur. Sixth, better treatment should be given to skilled workers. Finally, to overcome discrimination against academic ability, qualification system is required to be set beyond the level of school.Social Quality&요 약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 7
제3절 연구의 방법 8
제4절 용어의 정의 16
제5절 연구의 제한 18
제2장 능력중심사회의 개념과 구성요소_19
제1절 능력중심사회의 개념 21
제2절 능력중심사회의 구성요소 27
제3절 소결 43
제3장 직업교육훈련체제 관련 정책 분석_45
제1절 직업교육훈련체제의 개념 47
제2절 직업교육훈련체제 관련 제도 및 정책 분석 49
제3절 현행 직업교육훈련체제의 문제점 진단 69
제4절 소결 83
제4장 선진국의 능력중심 직업교육훈련체제 분석_85
제1절 직업교육훈련체제 분석 틀 87
제2절 스위스의 직업교육훈련체제 89
제3절 독일의 직업교육훈련체제 124
제4절 호주의 직업교육훈련체제 166
제5절 소결 232
제5장 직업교육훈련체제 개편을 위한 추진과제 분석_235
제1절 추진 방향 및 과제의 도출 237
제2절 추진방향의 우선순위 결정 260
제3절 추진과제의 적절성 및 효과성 분석 267
제4절 소결 284
제6장 능력중심사회에 부합하는 직업교육훈련체제 개편 방안_289
제1절 직업교육훈련체제 개편의 기본 방향 291
제2절 직업교육훈련체제 개편을 위한 추진과제 295
제3절 결론 및 정책제언 332
SUMMARY_339
참고문헌_347
부 록_361
<부록 1> 델파이조사 1차 조사지 363
<부록 2> 델파이조사 2차 조사지 370
<부록 3> 델파이조사 3차 조사지 38
Role of trade unions for employment promotion : theories and cases
No full text노동조합은 고용에 직간접적으로 영향을 미치는 임금이나 노동시간 등의 결정에 중요한 역할을 하기 때문에 고용확대를 위해서도 중요한 역할을 할 수밖에 없다. 따라서 이 글에서는 이론적 검토와 사례연구를 통해 노동조합이 고용확대를 위해 어떤 역할을 할 수 있는지를 살펴보고자 한다.This paper aims to investigate the role of trade unions in employment promotion and the relevant policies of government under the recent employment crisis. For this purpose I examined firstly the theories on the employment effect of wage increase by trade unions. Then I investigated three cases that trade unions made efforts to promote employment, i.e. the reduction in legal working time in Korea, the reduction in working time through the spread of part-time jobs in the Netherlands and the high road strategy through skill promotion in Wisconsin, the USA.
Based on this theoretical examination and the case studies I suggested as the strategies of trade unions for employment promotion ① solidarity wage policy, ② reduction in working time, especially in overtime, ③ high-road strategies through skill promotion and as governments’policies ① wage increase, ② guarantee of basic labor rights, ③ job sharing ④ encouragement of social dialogue.Ⅰ. 서론 2
Ⅱ. 노동조합의 고용효과 5
Ⅲ. 노동조합의 고용확대 노력 사례 9
Ⅳ. 노동조합의 고용확대 전략 15
Ⅴ. 정책 제언 19
Ⅵ. 기대 효과 23
참고문헌 2
Workers' Perception on Success and the Implications
No full text○ 전체 직장인의 69.2%가 직장 성공에 있어서 일∙가정 양립을 중요하게 여기고 있으며, 안정된 직장은 66.4%, 경제적 안정은 61.9%, 승진은 53.5% 순임.
○ 성별로는 여자는 경제적 안정(남자: 56.5%, 여자: 72.2%)을, 남자는 승진(남자: 56.6%, 여자: 47.5%)을 상대적으로 중요하게 인식함.
○ 학력별로는 일∙가정 양립은 고졸 이하 66.9%, 대학원졸이 73.7%이며, 승진은 고졸 이하가 53.6%, 대학원졸은 57.9%로 학력이 높을수록 일∙가정 양립과 승진을 직장 성공에 중요한 요인으로 인식함.
○ 적은 스트레스는 성별로는 여자(64.2%), 연령별로는 20대(58.3%), 직종별로는 사무∙서비스직(61.1%)이 다른 집단에 비해서 중요하게 생각함.
○ 사회적 기여에서는 50대 이상이 59.0%로 다른 연령층보다 중시하는 것으로 나타남.○ 69.2% of all workers place importance on work-family compatibility in being successful at work while 66.4% place importance on career stability, 61.9% on financial stability, and 53.5%on getting a promotion.
○ With respect to gender, females consider financial stability relatively more important (males, 56.5% and females, 72.2%) while males consider getting a promotion relatively more important (males, 56.6% and females, 47.5%).
○ In terms of levels of education, 66.9% of workers with a high school diploma or lower regard work-family compatibility as an important factor for success at work while the respective figure stands at 73.7% for workers who finished graduate school. Among workers with a high school level of education or lower,53.6% regard getting a promotion as an important factor for success at work while the respective figure is 57.9%for workers who finished graduate school. The figures indicate that the higher the level of education attained, the greater the importance placed on work-family compatibility and promotion.
○ With respect to stress, 64.2% of female workers place more importance on achieving lower stress levels, while workers in their twenties place more importance on achieving lower stress levels (58.3%). By occupation type, clerical and service workers put more importance on achieving lower stress levels than others occupation groups (61.1%). With respect to social contributions, workers aged 50 or older place more importance on social contributions (59.0%) than other age groups do
청년창업지원정책 참여자의 창업 인식
No full text○ 창업을 결심하는 데에 가장 직접적으로 영향을 주는 요인은‘창업정신(46.8%)’이며, ‘창업 성공에 따른 보상’은 19.9%, ‘가족이나 자신의 재산’은 11.8%임.
○ 청년창업지원정책 참여자 중 31.9%는 본인의 창업 성공 가능성을 긍정적으로 보고, 24.8%는 부정적으로 보며, 43.3%는 유보적인 입장을 취함.
○ 청년창업 환경에 대해서는 부정적인 평가가 58.6%, 보통 31.6%, 긍정적인 평가는 9.7%로 창업 환경이 열악하다고 인식함.
○ 청년창업이 활성화되지 못하는 이유로‘창업 실패 후 재기의 어려움(25.6%)’과‘초기 창업자금 조달의 어려움(23.3%)’을 가장 많이 지적하고 있음.
○ 정부가 집중적으로 지원해야 하는 청년창업 활성화 방향으로는‘창업 후 운영단계에 대한 지원 강화(23.8%)’를, 개선되어야 할 창업 인프라는‘아이디어만으로 창업이 가능한 시스템 구축(52.5%)’을 꼽음
[이슈분석] 산업 분야별 역량체계 도입 추진 전략
No full text능력중심사회 구현을 위해 국가직무능력표준(NCS)의 개발 국가역량체계(NQF)의 구축이 이루어지고 있으나 이러한 일련의 과정이 효력을 발휘하기 위해서는 산업 분야별 역량체계(SQF)의 도입이 우선되어야 함을 강조하고 있다