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FTA 시대 HRD 전략 연구
No full textTherefore, HRD policies also need to address not only the enhancement of human resources competence within Korea, but also effective utilization of human resources outside Korea. For this reason, the 2013 study discussed globalization and labor mobility in general. Also, mutual recognition of degrees and qualifications was examined as a core systematic device required for facilitation of such labor mobility. As such, this report comprises 2 parts: Part I. Social Study of Creativity and Part II. Globalization and Labor Mobility. As continuous extensions of the 2013 study, the 2014 study and the 2015 study will be carried out with more subjects that span across the two main enhancement areas of human resources competence inside Korea and utilization of human resources outside Korea.
Four-Year College Graduates' Postponement of Graduation and Their Labor Market Outcome
No full text○ 대졸자의 17.9%가 졸업을 유예한 경험이 있으며, 남자(20.8%)가 여자(14.0%)보다 졸업유예율이 높음.
○ 상위 10개 대학의 졸업유예율은 31.0%로 11위 이하 대학(15.9%)보다 높고, 전공계열별로는 공학계열(22.2%)이 가장 높게 나타남.
○ 부모의 소득수준과 졸업유예율 간에는 U자형의 관계가 있어, 부모의 소득이 높을수록 그리고 빈곤층 자녀일수록 졸업유예율이 높음.
○ 졸업유예자의 토익 점수는 789점으로 일반졸업자(754점)보다 35점이 더 높고, 인턴 경험 비율도 졸업유예자(17.5%)가 일반졸업자(13.8%)보다 높음.
○ 졸업유예자의 선망직장 고용률은 31.3%, 월평균임금은 221만 원으로 일반졸업자보다 각각 5.9%p와 26만 원이 더 높고, 비정규직 비율은 27.7%로 5.7%p 더 낮아 졸업유예자의 취업의 질이 더 우수함.○ 17.9% of college graduates have experience of postponing their graduation, and a higher percentage of males (20.8%) delayed graduation than females (14.0%).
○ The ratio of graduation postponement was 31.0% for the top 10 colleges, which is higher than 15.9% for colleges ranked 11 or lower. In terms of academic majors, engineering fields had the highest postponement rate (22.2%).
○ A U-shaped relationship is observed between parents' income and graduation postponement rate. The graduation postponement rate tends to rise among students of high-income parents, as well as among students of the poor.
○ The average TOEIC score of those who postponed their graduation is 789 points, 35 points higher than that of general graduates (754 points). In addition, the internship experience rate of those who delayed graduation (17.5%) is also higher than that of general graduates (13.8%).
○ The rate of being employed in desired organization is 31.3% for graduates with delayed graduation and their average monthly wage is 2.21 million won. These figures are both higher than those of general graduates, by 5.9%p and 260,000 won, respectively. The ratio of irregular workers among those who delayed their graduation is 27.7%, which is 5.7%p lower than that of general graduates. The figures indicate that the employment quality of those who delayed their graduation is better
A Study on Strategies for Reestablishing Human Resource Policy System
No full text본 연구는 인적자원의 중요성이 새로운 관점에서 부각되고 있는 점을 고려하여 인적자원개발 체제를 재정립하는데 목적이 있다. 이 연구는 현재 기능을 상실한 인적자원개발기본법의 성과와 한계를 조망하여 미래의 관점에서 진단하여 인적자원개발기본법을 재정비할 방안을 모색함과 아울러 미래의 환경변화에 상응하는 인적자원정책 인프라를 재확립할 수 있는 방안을 찾고자 한다.The purpose of this study is to reset the basic law and the operating system for HR (human resources) policy in Korea. To fulfill this purpose, we reviewed the actual condition and the performance of the NHRD policy that was pursued by Ministry of Education and Human Resource Development from 2000 to 2007. At the same time, we examined new agendas of the human resources policy in relation to the social change in the future. And, based on past experience and new agendas, we extracted key elements to reestablish the new system of human resource policy on the ground of experts’ opinions. The main contents of this report are composed of four chapters: the experience and performance of HR policy, current status and future of human resource policy, experts opinions on HR policy, and strategies of resetting human resources policy system.
<The experience and performance of HR policy: Korea’s NHRD policy before 2008>In 2000, the president Kim Dae-Jung appointed the Ministryofeducation as the lead agency responsible for NHRD and promoted the education minister to deputy prime minister in order to facilitate NHRD policies among relevant ministries. As the chair of the NHRD Committee, the Deputy Prime Minister for Education and Human Resources was responsible for overseeing the implementation of the policy. Since the first release of NHRD basic plan in 2002, some 100 related action programs have been executed annually. An organizational infrastructure was erected to implement NHRD policies effectively. This infrastructure included the NHRD Basic Plan, the NHRD Basic Law, the NHRD Network, the national manpower supply and demand forecast, and the NHRD support center.
The NHRD Basic Law was passed by National Assembly of Korea in 2002. The basic act comprises of 13 articles that describe the NHRD committee, the basic plan and the implemented plan, the evaluation and investment analysis of the plans, and HRD support center and NHRD network. After then, according to the revision of the NHRD law in 2007, the NHRD Committee was expanded into a NHRD Council, and the Korean president became the chair of the Council. The evaluation method of NHRD policies changed self-from evaluation to a special evaluation, which forms the evaluation of the NHRD plans. These NHRD policies had been maintained until the regime of president Roh Mu-Hyun. However, in 2008, the NHRD basic act lost its real function for implementing the NHRD policy under the new regime of president Lee Myung-Bak. The function of the NHRD basic act still is not restored, and NHRD policy is operated separately by several ministries of the Korean government. Eventually, HR policy implementation, evaluation, and cooperation are no longer considered the role of the Ministry of Education and Human Resources Development.
The NHRD policy that was implemented during the two regimes of Kim Dae-Jung and Rho My-Hyun brought some positive results in policies regarding the cooperation between industry and educational institutions, the regional human resources development (RHRD), the human resource policy in the service sector, and the reorganization of knowledge management. However, NHRD policies revealed limitations in parts such as eliminating industrialized mindset, setting the clear scope of policies, capturing policies about labor market and health care and establishing global HR policies. Eventually, the operating system of NHRD policies in government organization was abolished by the regime of Lee Myung-Bak in 2008. After then, NHRD basic Act did not function as the device to pursue NHRD policies.
On the other hand, although the coordination function of NHRD policy faded away during the re-organization of government, the policy environments of the present and future value the importance of human resources more significantly. Especially, Korea has policy agendas that will be affected by mega-trends such as aging, polarizing, and globalizing. Most of these mega-trends are related to HR policies. Also, with the exception of NHRD basic law, there are 99 acts that focus on HR policy, and 75 acts about qualification system with relation to HR policy. These acts are managed by several ministries in Korea. This means that the scope of NHRD policy is very broad. Likewise, although the importance of HR policy has been growing, HR policy was implemented by individual ministers before Lee Myung-Bak government.
<The current status and future HR policy>The importance of HR policy is growing more and more as the Korean society is transitioning from industrialization age to knowledge- based economy age. We were able to divide the key elements of the future HR policy into four areas as following.
First, the most important problem is the form of formal education and learning evaluation. The learning society that will lead the creative economy is very important for the future HR policies in Korea. Social organizations like the learning group and the learning community upgrade individual competency as well as social competency by a spontaneous movement in the Korean society. On the other hand, the Korean society faces a low birthrate and aging society. Eventually, the population structure has been and will change into a structure in which the school-age population decreases, and the number of elderly people increases. This means that the demand for learning will shift from school age to elderly people. Thus, formal education institutions need to specialize their programs and particularly strengthen life-long learning programs or social education for adult learning.
Second, it is important to establish a delivery system that links interdependent policies such as education, employability, welfare, and social culture. This delivery system is related to workfare and learnfare. Workfare is a system that makes individuals realize welfare through the work. Learnfare refers to the situation in which people can get welfare and employment on the ground of learning. Thus, the relationship between learning, employability, and welfare is an important point of human resources policies. Eventually, the vision of human resource policies is to improve the quality of life through learning.
Third, another important aspect to consider in future human resources policy is to establish a system that manages national human resources based on competency or skill. The characteristic of the job and skill level (or qualification) will be insignificant in setting up the future HR policy. To manage competency or skill according to its level, the future HR policy needs to reestablish the signal function like national competency standards (NCS) and qualification system.
Finally, it is also important to establish global brain network. Korean government should manage the inflow and outflow of human resources such as expatriates, overseas employment, and immigration and emigration of students. The global movement of human resources has increasing influence in Korea. Policies regarding multi-cultural family will become more important in future human resource policy.
<Expert’s opinions on HR policy>We arranged Expert’s opinion based on the expert’s discussion and the survey of 30 experts . Expert’s opinion was summed by six types as following : First, the current NHRD Basic Act has to be implemented and be maintained for the HR policy. Second, policy goals and policydirection in the medium and long term is most important for the HR policy when policymakermake the HR basic plan. Third, the result of the survey about the detailed HR policy reveals the fact that human resources development in the frontier sector is most important. Fourth, in the survey, experts responded that the HR information like statistics, policy analysis, manpower projection, is important for the future HR policy. Fifth, experts suggested the education and training policy for the elderly people and the utilization of elderly people with the future HR policy to cope with aging society. Finally, to harmoniously pursue policies as above, thekey is to establish the governance system for the coordination and synthesis of HR policies.
Thus, according to expert’s opinion, it is most important to reestablish HR Basic Act for the future HR policy. Now, to rebuild the HR policy system rests on the will of Park Geun-Hye government.
<The strategies for the future HR policies>Korea faces several challenges for the national development. These challenges are (1) setting up a new relationship between school and society, (2) implementing the system of social capital accumulation to raise and utilize the human resources, (3) eradicating the old human resource development, (4) creating social value through the new learning system, and (5) enforcing social competency based on knowledge or cultural community. Korean government has difficulties coping with these challenges. Such difficult situations are caused by the following aspects: the broad scope of HR policy, the reestablishment of NHRD Basic Act, the separate coordination of HR policy in several ministries, and HR policy based on the future foresight. We suggested that future HR policies implement three strategies to overcome these challenges and difficulties.
All of first, the NHRD Basic Act should be renamed as HR Basic Act, and the NHRD basic Act should be reestablished following three points. First, the articles about the evaluation of HR policy (Article 8 and Article 9) should be eliminated in the new Act because this function was divested by Lee Myung-Bak government. Second, it is necessary to correct articles regarding HR basic plan, the center for HR policy, and the HR network in the new Act. Third, new articles should be added regarding the analysis function of HR policy, the system for national skill forecasting, the global HR policy, and regional human resource policy. The implementation of the new HR basic act will restart the HR policy in Korea.
Next, the operating system of the future HR policy should be reestablished by appointing HR committee and rebuilding the organization in the Ministry of Education. HR committee is a consultative body of ministries that administer the social policy and the HR policy. This committee can synthesize and coordinate all of the social policies that contains the HR policy. Also, we suggest that Ministry of Education designate a department or a section for administering future HR policy. This new organization will deal with policies such as life-long learning, the analysis and synthesis of HR policy, the global HR policy, and the information about HR policy. Also, the Ministry of Education could set up a center dedicated to HR policy, which would have a significant role in supporting HR policy.
Finally, we suggest establishing a think-tank organization to analyze HR policy, which will also serve as the main center for HRD policy. This center will collect data and information related to HR policy. Also, this center could set up HR network composed of experts in HR research. The role of HR network is to make agendas about HR policy through the discussion of experts. The center will play an important role in creating and propagating information related to HR policy. The purpose of this study is to reset the basic law and the operating system for HR (human resources) policy in Korea. To fulfill this purpose, we reviewed the actual condition and the performance of the NHRD policy that was pursued by Ministry of Education and Human Resource Development from 2000 to 2007. At the same time, we examined new agendas of the human resources policy in relation to the change of the environment in the future. And, based upon past experience and new agendas, we extracted the key elements to reestablish the new system of human resource policy on the ground of experts’ opinions. The main contents of this report are composed of four chapters: the experience and performance of HR policy, current status and future of human resource policy, expert’s opinions on HR policy, and strategies of resetting human resources policy system.요 약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 9
제3절 연구 추진 방법 10
제4절 연구 범위 및 한계 11
제2장 국가인적자원개발의 추진과 한계_13
제1절 국가인적자원개발의 배경과 성격 15
제2절 국가인적자원개발 관련 법령 22
제3절 국가인적자원개발의 추진 40
제4절 국가인적자원개발의 성과와 한계 50
제3장 인적자원정책의 현재와 미래_57
제1절 부처별 인적자원정책 추진 59
제2절 학습혁명과 인적자원정책 66
제3절 학습-고용-복지-문화 전달체계 73
제4절 특성별 인적자원 관리 79
제4장 전문가 조사결과_87
제1절 전문가 조사절차 89
제2절 기본법 관련 조사결과 91
제3절 인적자원정책 관련 조사결과 100
제4절 정책적 시사점 106
제5장 인적자원정책 인프라 정비 방안_109
제1절 도전과 쟁점: 새로운 방향 111
제2절 인적자원개발기본법의 개편 117
제3절 미래의 인적자원정책 추진체계 123
제4절 정책분석 기능의 확립 128
제6장 결론 및 향후 과제_133
제1절 결론 135
제2절 향후 과제 136
SUMMARY_139
참고문헌_149
부 록_157
<부록 1> 1차 전문가 조사지 159
<부록 2> 2차 전문가 조사지 169
<부록 3> 인적자원개발 관련 법령 소관 부처별 정리 18
Secondment of KRIVET researchers to UNESCO
No full text본 사업의 목적은 유네스코 방콕사무소에 전문가를 파견해서 유네스코 회원국들의 직업교육훈련제도를 통한 인적자원개발 동향을 파악하여 수원국의 자립역량을 배양하고 지속가능 발전을 지원하여 글로벌 사회에서의 우호관계를 증진해 나가도록 하는데 있음요약
제1장 사업의 개요_1
제1절 사업의 배경 및 목적 3
제2절 사업의 운영 4
제2장 국제기구에서의 인재개발협력 업무_9
제1절 주요 업무 내용 11
제2절 주요 업무 추진 실적 18
제3장 사업의 성과 및 향후 운영 방안_31
제1절 사업의 성과 33
제2절 향후 운영 방안(협력 방안) 제언 36
부 록_4
HRD-Index in Korea (2009~2013)
No full text본 연구는 HCCP 자료를 이용하여 기업의 인적자원개발 수준을 보여 줄 수 있는 HRD-Index를 구축하고, 이를 이용하여 산업이나 규모별 집계 수준에서 시계열 추이를 살펴보는 것이 목적이다.The purpose of this study is to develop the Human Resource Development Index(HRD-Index) in Korea by using the Human Capital Corporate Panel(HCCP) survey data of the Korea Research Institute for Vocational Education and Training(KRIVET).
HCCP survey started in 2005 to identify the actual status of corporate human resources and the achievements of knowledge and skill formation in Korea and has conducted in every two years. It surveyed 500 firms which employed 100 and over workers. At this study the 3rd (2009) to 5th (2013) wave data are used.
HRD-Index is a index to show how much each corporate invests for their workers’ skill developments in a year. It is composed of 8 sub-indexes and 34 indicators in three parts, that is, investment, activity and environment of the HRD.
From the HRD-Index in Korea we found 3 facts as follows.
First, the HRD activities of the sample firms increased in 2011 than in 2009, but decreased in 2013 than in 2011. HRD-Index increased by 1.0 point from 47.7 point/100 point in 2009 to 48.7 point in 2011 but decreased by 1.2 point to 47.5 point in 2013. It shows that because of the financial crisis of 2007~2008 and subsequent economic recession many firms have reduced their HRD investments and activities.
Second, firms of different sizes have different trends of the HRD activities. The HRD-Index of firms with less than 300 workers decreased continuously from 43.5 in 2009 to 40.5 in 2013, while that of firms with 300-999 workers increased by 2.7 from 48.1 in 2009 to 50.8 in 2011 and then stayed in 2013. In case of firms with 1,000 and over workers their HRD-Index in 2011 is similar to that in 2009, but HRD-Index in 2013 is 58.8 which is lower by about 2.0 point than that in 2011.
Third, the HRD Investments and activities in finance and banking industry were larger than in other industries, but these days those decreased in large scale. The HRD-Indexes of finance and banking industry were very higher than those of manufacturing or service industries. All the HRD-Indexes in three industries increased in 2011 and decreased in 2013 but the HRD-Index of finance and banking industry decreased more largely than thoes of other industries in 2013.요 약
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 주요 연구내용 6
제2장 선행연구 검토_7
제1절 인적자원개발의 개념과 영역 9
제2절 인적자원개발과 기업 성과 14
제3절 HRD-Index(인적자원개발지수) 관련 연구 18
제4절 기타 지수(Index) 관련 연구 31
제5절 논의 41
제3장 HRD-Index 구축_45
제1절 분석 자료: 인적자본기업패널조사(HCCP) 47
제2절 HRD-Index의 구성과 지표 51
제3절 결측 대체와 표준화, 가중치 부여 방법 60
제4장 HRD-Index 활용_67
제1절 주요 HRD 지표의 현황 71
제2절 HRD-Index의 현황 78
제3절 HRD-Index와 기업 성과 87
제5장 결 론_111
SUMMARY_119
참고문헌_123
부록_13
Embedding Vocational Skills Development Policy within the Employment and Welfare Linkages in Support for Self-sufficiency of Working Poor
No full text본 연구는 근로빈곤층 자립 지원 정책의 추이를 파악하고 직업능력개발정책을 효과적으로 연계하기 위한 방안을 모색하는 것을 그 목적으로 한다.Working poor, defined as those who are willing and able to work but have trouble in getting job and moving out of poverty, has drawn much attention from employment and welfare policy makers across the globe. This means that poverty is not only due to loss of job or inactivity in the labor market, but due to the quality and retention of jobs, signifying the increasing importance of social policy that aims to link employment and welfare in resolving the working poverty problem.
This study investigates the roles of vocational skills development policy in supporting self sufficiency of working poor. Focus is given to income maintenance, employment service, and employment incentives, and a critical assesment is made of the roles and positions of skills development policy in terms of the linkage to these policy packages. Delineating the concept, composition, and the roles of vocational skills development policy in supporting self-sufficiency of working poor, self-sufficiency is defined as ‘exiting poverty through labor market entry and staying ’out of poverty’ status by employment retention’. To achieve self sufficiency of working poor, the configuration of income maintenance, employment incentives, and employment services needs to be established in a more concrete manner. The roles of vocational skills development policy deserve scrutiny as the welfare benefits are being transformed into individually tailored benefits under the National Basic Living Security System.
Policy suggestions have been made for vocational skills development in supporting self-sufficiency of working poor in two aspects: 1) reform of skills development policy into an employment friendly system, 2) strengthening of the effectiveness of employment-welfare linkage services.
The former includes policy intervention for minimizing skills mismatches between supply of job seekers and demands of business in regard to initial and continuing skills development, launching locally based industry tailored human resource development system and fine-tuning of local demands and supply through continuous consultation and adjustment, and strengthening the lifelong employment-skills development-welfare linkages. The latter includes policy intervention for combining employment support and tailored social services, reducing blind spots of unemployment insurance and incentivizing reemployment for benefit claimants as well as for welfare beneficiaries, streamlining delivery services for social welfare and employment services, establishing a network-based administration system, and linking employment services information to human resources development database.
Finally, this study suggests that pilot projects be implemented to launch a case management system to better deliver vocational skills development programs for working poor in the newly opening employment welfare centers and to reshape the existing centers by specific functions the in-house partner agencies perform in delivering their employment and welfare services.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 방법 15
제2장 근로빈곤층 직업능력개발정책의 현황 및 성과_19
제1절 근로빈곤층 직업능력개발사업 21
제2절 고용-복지 통합 지원 사업 30
제3장 근로빈곤층 자립지원 정책과 직업능력개발_41
제1절 근로빈곤층 자립지원정책과 직업능력개발 연계 47
제2절 고용-복지 연계 서비스 61
제3절 직업능력개발정책 개편 방향 71
제4장 근로빈곤층 직업능력개발과 고용서비스의 연계_85
제1절 근로빈곤층 대상자 선정단계 현황 87
제2절 근로빈곤층 자립지원을 위한 취업지원 및 직업훈련 99
제3절 공공전달체계의 개선 113
제4절 현장 관계자 면담 결과 119
제5장 해외사례: 외국의 근로빈곤층 직업훈련정책_135
제1절 문제제기 137
제2절 각국의 근로빈곤층의 추이 139
제3절 각국 근로빈곤층 지원정책의 개편동향 150
제4절 각국의 노동시장정책과 직업훈련정책 159
제5절 각국의 근로빈곤층 직업훈련정책 개편동향 173
제6절 소결 179
제6장 결론_181
SUMMARY_197
참고문헌_20
Youth Labor Market Analysis through intangible demand analysis of firms and applicants
No full text본 연구는 우리나라 기업과 구직자의 무형적 요구분석을 통해 청년층 노동시장을 분석하고 청년고용 활성화를 위해 다음과 같은 내용을 연구하고자 한다.
○ 우리나라 청년 노동시장 현황을 파악하고 분석하려고 한다.
○ 기업 조직문화의 유형을 분류하고 유형별로 인적자원관리의 패턴을 파악하고자 한다.
○ 구직자에 대한 무형적 요구분석을 통해 니즈를 파악하고 이를 유형화할 것이다.
○ 기업의 조직문화와 구직자의 니즈와의 적합성 모색 및 비교분석을 실시할 것이다.This study explored youth labor market by intangible demand analysis from firms and applicants. The employment problems, especially for young generation, would be serious issues in the labor market since they would be related to over-education, loss of social capital, and skill discontinuity. The previous labor economic studies focused on tangible mismatch such as mismatch of information, skill, and income. However, this approach could not reflect the variety of companies in the labor market. To overcome this limitation of tangible labor market mismatch approach, marketing or human resource management approach based on internal and behavioral variables would be needed. The youth labor market of Korea has some unique characteristics compared to other developed countries like OECD countries. The Korean young generation has low employment, but it also has low employment rate too. This ostensibly conflicting labor market features would resulting from the late labor market entry of Korean young generation. The features and causes of NEET were also analyzed.
The previous research on organizational culture produced some research outcomes from some researchers such as Schein, Trompenaars, and Quinn. The competing value model proposed by Cameron &Quinn was frequently utilized to analyze the effect of organizational culture on various firm practices like human resource management practices. They made typology of organizational culture such as relationship culture, innovation culture, market culture, and hierarchy culture. To analyze demand of applicants, studies on the relationship between some variables like job value, career self-efficacy, personality and job search behaviors as well as studies on tangible labor market factors were reviewed and utilized to form the research framework of this study. In addition, studies on the fit between person and organizations such as the effect of person-organization fit on attraction, job offer acceptance, satisfaction, commitment, organizational citizenship behavior, and performance were also reviewed and utilized.
To test research question of this study, survey on HR managers and new entry employees were conducted. Even though The research question concerns the relationship between organizational culture and applicants' characteristics, job applicants rather than new entry employees were used for survey to provide information for the relationship between person-organization fit and job performance. To provide information on these variables, about 280 companies and 500 new entry employees were surveyed.
The relationship between person-organization fit and organizational characteristics and practices. However, the relationship between two variables was not clear possibly because the strong organizational culture would be associated with the better firm practices. The young generation put the high priority on income, status, and job security. The young employees considered skill and career as important factors while they searched for jobs. There are about 30 percent of young employees who felt that there was a discrepancy between skill level between school education and job qualification required by companies. As predicted by previous researches, the person- organization fit was related with the higher job satisfaction, organizational commitment, and organizational citizenship behaviors and the lower turnover intention. Some of interaction terms between organizational culture and individual employees characteristics such as self-efficacy, perceived organizational support, internal locus of control, and vacational perception were also statistically significant. In addition, some of difficulty of employment variables were associated with some individual characteristic variables, tangible labor market factors, job values, and organizational features. Through this labor market segmentation by intangible labor market factors, the more tailored polices would be developed based on results of analyses between organizational culture and employee characteristics.요 약
제1장 서론_1
제1절 연구의 목적 및 필요성 3
제2절 연구내용 4
제3절 연구방법 6
제2장 청년 노동시장 현황 및 분석_9
제1절 우리나라 청년 노동시장의 특성 11
제3장 선행연구 검토_25
제1절 기업문화 27
제2절 근로자 특성 34
제3절 근로자와 조직 적합성 46
제4장 설문조사 분석_51
제1절 연구방법 및 표본 특성 분석 53
제2절 조직특성 및 근로자 특성 분석 85
제3절 무형적 노동시장 인과분석 126
제5장 결론_173
제1절 요약 및 토의 175
제2절 정책방안 178
SUMMARY_183
참고문헌_187
부록_199
<부록 1> 인사 담당자용 설문지 201
<부록 2> 근로자용 설문지 21
evaluation linkages using the NCS
No full text본 연구에서는 NCS를 활용한 훈련과정 개발이 활발히 이루어지도록 훈련과정 개발 지원을 위한 방안과 더불어 NCS 기반 훈련과정을 활성화하고 이러한 훈련의 품질 유지 및 제고를 위해 직업능력개발훈련기관 평가 및 훈련과정 심사에 연계하는 방안을 도출하고자 한다.In this study, enabled the NCS-based training courses, with plans for training and development support so as to develop a training course using National Competency Standard(NCS) actively conducted. Aims to derive a plan to link the skills development training institutions evaluation and training to maintain and improve the quality of screening for such training.
Looking at the main NCS-based training and development support, and review the evaluation linkages derived from this study are as follows.
First, it is determined in the NCS-based training course development support needed to develop their own training institutions teaching the test system and recognition system. And the limited time that is deemed necessary to support the actual cost payment and settlement systems to ensure training facilities and equipment. And this is deemed necessary in the provision of corporate and institutional apparatus for providing equipment and training institutions free of charge subject.
In addition, staff capacity building, strengthening links with the review and evaluation to strengthen academic cooperation set as the screening criteria and evaluation criteria related to job training, and institutional strengthening for Cooperation incentive grant exemption for the industry, such as toiletries and training institutions the institutional unit is deemed necessary for the administration and legal obligations, including financial support, support for costs.
In addition, training institutions operating target enrichment courses, follow-up studies are deemed necessary for the specific measures provided for strengthening university-industry cooperation and capacity building of the customized consulting staff conducted in accordance with institutional type and size, depth and occupation.
Second, in conjunction with the NCS training for screening is preferably composed of a center-based training course on the NCS since 2016 that has developed over the entire job judging the NCS and completed training criteria based learning modules and training materials development.
Also, building a regional center system of regular review process, and is ready and institutional mechanisms deemed necessary to expand the national technical qualifications and other countries eligible for course evaluation form qualifications.
In addition, the classification created by NCS(857) based on the Unit Price Table for expenses paid to NCS standards. And it is desirable to provide each year as before consulting tailored according to the prior presentation and evaluation results of the screening process based on training.
Third, for evaluation of the linkage with training facility NCS is preferably set as a separate item in the evaluation and training institutions assess whether NCS applied since 2016 with the development and NCS are completed throughout the training standards and job-based learning modules and training materials development.
In addition, it is determined that you need to prepare for the training institutions and institutional arrangements, including the introduction of conformity assessment certification target of NCS-based curriculum.
In addition, the NCS-based training to build the operational DB equipped with such training, operations and performance, teaching and learning history of trainees. And it is desirable to provide each year as before consulting tailored according to the pre-training facility in the presentation and evaluation of the evaluation criteria.
If you set a linked system of NCS training, examination and assessment to improve the quality of vocational training in national competency standard(NCS) with the aim to enable the vocational training institutions apply Assessment Certification premise implemented as the following.
And, need to proceed step by step in harmony, as in the following, NCS-based training courses to support the development and deployment of training evaluation and assessment associated with the NCS-based training courses. And if find a problem and seek to improve through the inspection and diagnosis in the promotion process is believed to be reliable and effective settlement.요약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 5
제3절 연구의 방법 6
제4절 연구의 범위 10
제2장 NCS 기반 훈련과정 개발 및 심사·평가 연계 관련 제도와 체계 고찰_11
제1절 NCS의 구성 및 특징, 관련 법규 13
제2절 NCS 기반 학습모듈/훈련기준의 구성 및 특징 33
제3절 NCS 기반 훈련과정의 영역 및 구성 38
제4절 직업훈련 심사·평가의 내용 및 방법 44
제5절 시사점과 함의 61
제3장 국내외 NCS 기반 훈련과정 개발 및 심사·평가 연계 사례 분석_63
제1절 국내 사례 65
제2절 해외 사례 81
제3절 시사점과 함의 119
제4장 NCS 기반 훈련과정 개발 지원 및 심사·평가 연계에 대한 인식과 요구 분 석_125
제1절 설문조사 및 인터뷰 조사의 개요 127
제2절 훈련기관 대상 설문조사 결과 129
제3절 훈련기관 관계자 인터뷰 조사 결과 159
제4절 관련 전문가 인터뷰 조사 결과 165
제5절 시사점과 함의 174
제5장 NCS 기반 훈련과정 개발 지원 및 심사·평가 연계방안_179
제1절 NCS 기반 훈련과정 개발 지원방안 181
제2절 NCS의 훈련과정 심사 연계방안 189
제3절 NCS의 훈련기관 평가 연계방안 197
제6장 결론 및 정책방향_203
제1절 결론 205
제2절 향후 정책방향 207
SUMMARY_211
참고문헌_217
부 록_221
1. 훈련기관 관계자 인터뷰 조사지 223
2. 관련 전문가 인터뷰 조사지 225
3. 훈련기관 대상 설문조사지 227
4. 현장 타당성 조사 체크리스트 24
Ageing-friendly Occupations with Good Prospects
No full text○ 베이비부머가 은퇴 후 도전해 볼 만한 직업으로는 경영 지도 및 진단 전문가, 시민단체 활동가, 청소년지도사 및 기타 상담 전문가, 김치 및 밑반찬 제조 종사원, 간병인 등이 있음.
○ 고령친화적인 직업 중 10년 후 보수가 높은 직업은 판사 및 검사, 수의사, 경영 지도 및 진단 전문가 등이고, 현재 보상 수준은 낮지만 10년 후에 향상될 직업은 방문 판매원, 소방 설비 설계 및 감리 기술자, 패턴사, 청소년지도사 및 기타 상담전문가 등임.
○ 고령친화적인 직업 중 10년 후 일자리 수요가 많아질 직업은 간병인, 경영 지도 및 진단 전문가, 김치 및 밑반찬 제조 종사원, 방문 판매원, 수의사 등임.○ Occupations that baby boomers could consider after retirement include management guidance/consultation specialists, civil society activists, youth counselors, and other types of counselors, makers ofkimchi and side dishes, and caregivers.
○ Among ageing-friendly occupations for the next 10 years, those with high wagesinclude judges, prosecutors, veterinarians, management guidance/consultation specialists, while occupations that are currently offering low remuneration but will improve in 10 years' time are door-to-doorsalespeople,technicians who specialize in designing/supervising firefighting equipment, pattern designers, youth counselors, and other types of counselors.
○ Occupations suitable for older people that will be in high demand in the next 10 years include caregivers, management guidance/consultation specialists, workers in the manufacturing of kimchi and side dishes, door-to-door salesmen, and veterinarians
Characteristics of Happy Young People
No full text○ 행복한 청년의 비율은 장래 희망 직업을 결정한 집단에서는 69.9%, 결정하지 못한 집단에서는 59.9%이며, 구체적인 진로계획을 실천하는 집단에서는 73.1%, 그렇지 않은 집단에서는 58.0%에 그침.
○ 성격별로는 외향적(71.6%)이고 정서적으로 안정(75.2%)되어 있으며, 친화적(72.7%)이고 성실(70.9%)하며 개방적(68.4%)인 성격을 가진 사람이 더 행복함.
○ 본인의 월평균 소득이 200만 원 미만일 때는 행복한 청년의 비율이 61.0%이나 200만 원~300만 원 구간에서는 70.2%로 증가함. 그러나 300만 원 이상(68.9%)이 되면 행복 수준이 소폭 감소함.
○ 고등학교 이하 졸업자 중 행복한 청년의 비율은 58.7%, 전문대학 졸업자는 63.6%, 4년제 대학 졸업자 65.9%, 상위 30위권 4년제 대학 졸업자는 71.9%로 학력과 학벌이 높을수록 더 행복함.
○ 남자는 마르거나(53.8%), 비만인 사람(57.5%)보다 과체중(68.5%)인 경우 행복한 사람이 더 많은 반면, 여자는 마를수록 행복 수준이 높음.○ Of the group ofyoung people who have decided on their future occupation, 69.9% feel that they are happy, while the respective figure for the group of those without decided future occupation is 59.9%. In addition, of the young people who are taking actions to carry out their concrete career plans, 73.1% feel they are happy, while the respective figure for those not taking actions is only 58.0%.
○ In terms of personal characteristics, those who are extroverted (71.6%), emotionally stable (75.2%), friendly (72.7%), diligent (70.9%), and open-minded (68.4%) are happier.
○ In terms of income, 61.0% of young people whose average monthly wage is less than 2 million won are happy. This figure increases to 70.2% for those with income in the 2 to 3 million won level. However, among those with an income level of 3 million won or higher, the level of happiness decrease somewhat (68.9%).
○ In terms of education, 58.7% of young people with high school diplomas or lower are happy, while 63.6% of those who graduated from two-year colleges, 65.9% of those who graduated from four-year colleges, and 71.9% of those who graduated from the top 30 four-year colleges are happy. The figures indicate that happiness levels are proportional to education levels as well as to the ranking of the college attended. Young, overweight males are happier (68.5%) than slim (63.8%) or obese (57.5%) young males; however, among young females, the lighter the body weight, the higher the level of happiness