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The employment policy for youth in low birth rate and aging society
No full text본 연구에서는 저출산 고령화라는 인구구조의 급격한 변화 속에서 청년고용정책이 어떻게 이루어져야 할 것인가를 모색해 보고자 한다. 먼저 청년 고용의 추이와 향후 전개를 살펴보고, 고용없는 경제성장의 가능성을 검토한다. 다음으로 청년 고용과 고령자 고용과의 관계를 신규입직자 분석, 직종별 격리지수 분석으로 살펴볼 것이다. 고용없는 경제성장의 가능성, 고령자 고용의 증가 등 청년 고용과 고령층 고용의 상충 가능성이 있으므로 청년고용정책은 갈등 해소 및 사회통합의 차원에서 논의가 진전될 필요가 있다. 이에 본고에서는 한국 사회의 청년 고용 문제를 분석하기 위한 이론체계로서 이행노동시장이론을 선택하고 그에 근거하여 기존의 청년고용정책을 평가하고 개선점을 찾아 볼 것이다. 아울러 이행노동시장이론에 따른 모범적인 외국사례를 소개하고, 청년고용정책의 향후 발전 방향을 짚어 보고자 한다.In Korea, the population of youth is decreasing, but the employment of youth has not been improved. The old people’s economic activities are growing more and more, so the probability of the conflict between youth and old people to get the jobs becomes bigger and bigger.
So we wanted to search the appropriate youth employment policies in terms of transition labor market theory(afterwards, we will call it as TLMT) in which the conflicts for employment should be managed for the social cohesion in the rule of justice.
First, we analyzed the youth labor market theory and the trend of youth employment. We also examined the phenomenon of so called ‘economic growth without employment’ in Korea. Then We compared the trends of new hires of youth and old people by industries and occupations, and calculate the index for dissimilarity in occupations between youth and old people. We found the potential existence of conflict between youth and old people for getting the jobs.
Then we assessed the youth employment policies in Korea based on the TLMT. We established the evaluation indicators along with the principles of good transition in the TLMT and calculated the weights of each indicators. After the assessment of the youth employment policies, we suggested directions for the appropriate employment policies for youth.
Below, we brief the contents of the report.
While the unemployment rate remains high, the normal employment relations are eroding, and various abnormal employment relations are spreading in the labor market. So the social system to promote transition from one status to another status should be required urgently, TLMT especially focuses on the managing the risks which appear in transitions, not to exclude anyone from society. We thought that TLMT is the most appropriate labor market theory to explain and establish the right youth employment policies in the low birth rate and aging society like Korea.
In Korea, the participation rate and employment rate of youth are persistently decreasing, the employment rate of youth is only 40% in 2012. And the speed of aging is very high, the employment rate of old people is increasing. This low birth rate and speedy aging mechanism changed the structure of the population, plus the voluminous baby boomers started to retire, then these phenomena impact the economic development of Korea in bad direction. Many scholars have pointed out the minus effect of the society’s aging and low birth rate in Korea.
And there are many symptoms of so called ‘economic growth without employment’ in Korea. The results of articles which dealt with the relation between output growth and employment growth are not consistent on that phenomenon. We analyzed the relation between cyclical component and employment in each economic cycles. First we tested the existence of unit root in the two variables by ADF test. We found that the cyclical component has the unit root, but employment does not have the unit root. So we used the first difference of cyclical component as the explaining variable. Only in sixth circulation, the relation between cyclical component and employment appears significantly, there are no significant relations among other circulations. So we concluded that there exists ‘growth without employment’ in Korea.
We analyzed the relation between youth employment and old people employment. First, we compared the youth new hires and the old new hires by the industry and occupations. We found that the portion of youth in new hires is decreasing, but the portion of old people in new hires is increasing. The occupations in which youth employment is growing are different from the occupations in which old people employment is growing. But in many occupations, the weights of youth in new hires are receding. We nocticed that in the elementary jobs of low skill industries, there might be conflicts to get the jobs between youth and old people. Second, we extracted the youth advantage occupations and the old people advantage occupations, and compared the changes among them. We found that the number of old people advantage occupations is growing from 15 to 20, and the number of youth advantage occupations is dwindling from 16 to 14. And we also found that the number of competing occupations is increasing from 9 to 12, and guessed the possibility of conflicting for getting jobs between youth and old people. Third, we calculated the index for dissimilarity in occupations between youth and old people. The index for dissimilarity in occupations between youth and old people decreased from 0.528 in 2008 to 0.486 in 2012. This size of the index is bigger than the size of the index for dissimilarity in occupations between male and female. The number of industries in which the index decreased is 14 over half, so we concluded that the substitutability between youth and old people is actualizing.
We assessed the youth employment policy in Korea. We chose each object from the five type of youth employment policies. We chose ‘youth internship for SMEs’ from the direct creating employment type, ‘National basic strategy occupation training’ from the training type, ‘youth job experience program’ from the employment services, ‘youth work internship for SMEs’ from the employment subsidy, ‘assistance for entrepreneur’ from the establishing company. We borrowed the principles for the assessment from the TLMT, and produced indicators by the aid of experts on youth employment policy. The following <table 1>shows you the principles and indicators for the assessment of youth employment policies.
We calculated the important weights of the principles and indicators by AHP, then in the importance in principles, empowerment is the first, sustainable employment and income is the second, generality and risk-sharing is the third, effective and efficient governance is the last. Among indicators, the empowering by the law or the labor agreement, the probability of getting full-time job, the appropriateness of choosing the program targets, the system of stakeholders’ agreement got highest scores among their group.
The assessment results revealed that youth work internship for SMEs got the best score, and National basic strategy occupation training got the second place, youth internship for SMEs got the third place, assistance for entrepreneur got the forth place, youth job experience program got the last place. But experts in youth employment policy pointed that the dead loss should be prevented, job training should be strengthened, the experience of job program should bo extended to the career development, assistant of entrepreneur should be complemented with the education for entrepreneur.
We suggested that youth employment should be promoted as a social management for the transition risk. Among social management for risk, there are prevention strategy and mitigation strategy, and recovery strategy. Prevention strategy focuses to prevent the risk in advance, emphasizes the learning and cumulation of human capital. Mitigation strategy purposes to absorb the result of the bad impact by the safety net, provides the initial training or job opportunities. Recovery strategy guarantees the second opportunities for the education and training by the active labor market policy. The good example of prevention strategy is the ‘Swiss Job Diagnosis’ which provide the lower academic achievement students with two years standardized initial training. The example of mitigation strategy is the Dutch ‘Life-course Saving Plan’ in which individuals save a part of income and after can manage to confront many risks. The example of recovery strategy is the Swedish ‘Knowledge Lift’ which provide low educated skill workers with training to improve their status in labor market.
In Korea, people need to equip the ability of life employment for the skill-biased technology development and employment flexibility. The transition from to school to work should be administrated systematically as a social management for the transition risks, because the entering labor market is delayed and the various methods of transition appear. Korean youth employment policies are mainly composed of mitigation strategy and recovery strategy. We suggested that the prevention strategy has to be fortified by providing poor academic achievement students in high schools with initial training. There are so many policies in mitigation and recovery strategies, the policies in mitigation strategy are not enough effective, the policies in recovery strategy usually derogate the human capital or lead to dead weight losses. The policies in mitigation and recovery strategies have to be rearranged effectively. Because the employer associations are very weak, the school-company partnership like France Nord Pas de Calais have to be activated for the school-industry cooperation.
The mismatch between education and industry induces eventually the youth employment problem. So Korea has to make efforts of reforming to match the contents of education with the need from industries, and Korea also has to reform strenuously the structure of industry toward highly added value industries in order to provide high educated youth with jobs needed skill. In terms of school to work transition, we suggested that Korea must enlarge the prevention strategy, and provide poor academic achievement students with initial training for them not to become vulnerable. For the rearranging youth employment policies, it should be required to install so called ‘Council for the Promotion of Youth Employment’ under the president. This council has to decide prolongation or abolition of each youth policies after the assessment. For the assessment, the principles and the indicators based on the TLMT have to be used because the youth employment problem should be solved for the social integration. Then the youth policies could be evaluated to check whether to provide empowerment, sustainable employment and income, how to guarantee the generality and risk-sharing, how effective and efficient they are.제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구내용 7
제3절 연구방법 11
제2장 선행연구 및 청년고용이론_13
제1절 선행연구 검토 15
제2절 청년고용에 관한 이론적 검토-이행노동시장이론 20
제3장 인구구조 변화와 고용_29
제1절 인구구조 및 취업의 변화 31
제2절 인구구조 변화와 경제성장 43
제4장 청년고용과 고령층 고용_63
제1절 신규일자리의 청년과 고령층 분포 65
제2절 세대간직종격리지수 76
제5장 청년고용정책 평가와 발전 방향_103
제1절 청년고용정책평가 105
제2절 청년고용정책의 발전 방향 118
제6장 결 론_133
제1절 요약 135
제2절 정책 제언 138
SUMMARY_143
참고문
A Study on Enhancing Policy Effectiveness for Youth Start-ups
No full text본 연구는 우리나라 청년창업 실태 등을 포함한 청년창업 생태계를 분석하고, 청년창업 지원정책의 추진 실태와 문제점을 파악하며, 창업선진국의 우수사례를 벤치마킹하여 현시점에서 가장 필요한 개선 방안을 도출하고자 하였다.
이를 통하여 청년창업 지원정책의 효과를 높일 수 있는 구체적인 실천 방안을 제시함으로써 청년 일자리 확대는 물론, 장기적으로 산업계에 젊은 피를 수혈하여 경제 전반의 활성화와 경제성장의 기반 마련에 기여하고자 한다. 또한 청년창업을 장려하고 창업 성공률을 높여, 과도하게 안정 지향적인 청년들의 취업 방향이나 취업준비 문화에도 변화의 실마리를 제공하고자 한다.Recently, Korea has paid more attention to settle a virtuous economic cycle where economic growth results in more jobs as a solution to address increasing youth unemployment and falling youth employment rate. The newly inaugurated Park Geunhye administration reflected this situation by including to its policy agenda ‘job creation through stimulated venture start-ups’. And for its implementation, the administration established measures as nurturing talented young entrepreneurs and promoting environment friendly to re-challenge to help support youth start-ups and employment.
This research, to support such government efforts, has compiled numerous opinions and research findings that had been suggested so far on stimulating youth start-ups and job creation to find out the current situation of young entrepreneurial assistant policies and their problems while employing many research methods to find a way of improvement. Based on these research activities, we drew four different suggestions for policy upgrade. The four suggestions are to establish a solid foundation for youth business activity, an education system for youth business activity, a system assisting youth business start and investment collection and a system helping business closure and rechallenge.
As a more concrete way of establishing a sound foundation for youth business activity, to enhance people’s awareness on start-up, more active public promotion should be conducted about young people’s business foundation and the policy systems assisting business establishment should be reorganized to be more consistent to each other. More tax breaks for youth’s enterprises to attract more activities. The domestic market related to youth business should be stimulated for more voluntary participation of young generation. Also, additional punishment can be imposed on any illegal or evasive attempts including unfair market trading practice, viewed as an obstacle to youth start-ups.
To nurture an educational system for young generation’s business engagement, long-term and systematic business education should be reinforced from the elementary, middle and high schools as well as a more specialized occupational capacity development program. Schools present more opportunities and experiences to present new ideas and realize them and expand education programs on problem solving, reorganizing themselves in line with creativity nurturing.
For business foundation and investment collection, more investment, than loan, should be involved in youth businesses. Appropriated funds should be injected according to different business phases. Technology assessment needs to be reinforced. Assistants should base on demand. Youth business areas need to b diversified. Female youth business also needs to get more assistance. M&A activities should be stimulated.
For safe business closure and active re-challenging efforts, any youth with unsuccessful businesses should be granted with an opportunity to challenge again. And as for business with slim chance of success, assistance will also be necessary to make a bold and reasonable decision to close up and the assisted funds should be collected back, preventing possible moral hazard regarding this assistance system.
Some of the proposed policy agenda herein should be pursued long-term and some others were already proposed by the government to implement but they still need further implementation for their low effectiveness. If the proposed policy tasks in this research are followed as expected, Korea’s youth business activities and start-ups will be largely stimulated. Youth business stimulation will help realize the administration’s goal of creative economy and add more jobs for the youth to improve employment rate. Higher youth employment in the country is expected to bringing in domestic demand activation favorable for the virtuous economic cycle where the national economy can escape from a trap of USD 20,000 GDP.제1장 서 론_1
제1절 연구 목적과 필요성3
제2절 연구 내용6
제3절 연구 방법8
제4절 기대 효과10
제2장 청년층 노동시장 이행과 청년창업_13
제1절 청년층 노동시장 이행15
제2절 청년층 창업 실태22
제3절 청년창업에 대한 쟁점52
제4절 소결65
제3장 청년창업 지원정책 추진현황_67
제1절 교육훈련 단계69
제2절 아이디어 창출 단계77
제3절 사업화 및 사업 확장 단계79
제4절 재도전 단계99
제5절 소결101
제4장 청년창업 지원정책 관련자 조사 분석_109
제1절 지원정책 참가자 조사111
제2절 창업성공자 등 집중면담140
제3절 소결151
제5장 청년창업 지원정책 해외 사례_153
제1절 이스라엘155
제2절 미국168
제3절 핀란드184
제4절 주요국 사례의 정책적 시사점190
제6장 청년창업 지원정책 효과성 개선 방안_195
제1절 청년창업 기반 조성197
제2절 창업교육훈련 생태계 조성210
제3절 사업화 및 투자회수 지원217
제4절 재도전 보장과 정리 촉진228
제5절 소결232
SUMMARY_235
참고문헌_239
부 록_249 설문지25
A Study on Skilled Manpower of Baby Boomers
No full text본 연구는 규모면에서 노후빈곤이 가장 많이 발생할 것으로 예상되는 베이비붐세대 기능인력의 퇴직과 퇴직 이후의 제2인생설계를 지원하는 방안을 모색하고 이들 기능인력의 사회적 활용을 극대화하는 정책방안을 제시하는 것을 목적으로 한다. 즉 기능인력의 노동시장 특성, 퇴직규모 추정, 기업 측의 기능인력 활용에 대한 인식, 기능인력의 퇴직 후 진로계획 등을 분석하여 이를 토대로 기능인력을 지원하는 정책을 제안하고자 한다.1. Overview
This study aims to explore the retirement and second life plan for skilled manpower in baby boomer generation. They charges a large portion of population cohort, however, also likely to be vulnerable social group after their retirement. Therefore, it is a very important task to find plan to support the second life for them and to suggest policy plans for effective utilization of these skilled manpower.
For this, literature review, statistics analysis and case study were used to realize the general situation of retirement and career paths of skilled manpower of baby boomers. Several times of experts’ meetings and on-the-spot visits were held to collect opinions and voices from the parties concerned. In addition, as a summary of research, policy seminar was held to gather the opinions about the possibility to apply systems and strategies in practice.
2. The Characteristics and Current State of Labor Market of Skilled Manpower
The volume of skilled manpower is about 900,000 and it is about 32% of proportion among the paid worker in baby boomers.
It is found that they have common problem of poor working condition and anxiety of job security through study. Also, polarization is happened in the labor market. Skilled manpower is working for smaller business than large companies. Many of them want to continue working after retirement and the major reason is for living. These findings give an implication that careful policy design is necessary for the retirement and career path of skilled manpower.
3. Policy Analysis on Retirement and Career Path for Baby Boomers
The existing policies for baby boomers tended to approach without a consideration of individual variation in this population. Several kinds of points were founded through policy analysis focused on the skilled manpower. First, there are not particular policy or plan for skilled manpower. It is distinct that the customized policies is set for the retired from professional occupation. Second is exclusion of skilled manpower on the process of policy operation whether it is intended or not. Actually, the portion of skilled manpower who participated in the programs for the retired baby boomers were relatively a few. Also, regarding the career paths after retirement, the consideration of the possibility that skilled manpower can enter the field is required.
4. The Second Life Design of the Retired Skilled Manpower
To find issues and solutions for the second life design of the retired skilled manpower, 2012 HCCP(Human Capital Corporate Panel) statistics data of KRIVET was used. The results of analysis are like as follow.
At first, policy development is inevitable to support gradual retirement and employment extension for middle-aged workers. Secondly, there are clear differences between utilization of middle-aged workers and employment of young workers according to types of industry. In other words, rate of utilization of the retired tend to be low in some industry that is preferred by young workers. Therefore, this kind of industry and government need to prepare the outplacement service for the retired as soon as possible. On the contrast, it is necessary to develop environment for gradual retirement, like employment support service and retirement age extension, in the industries that depends on the aged labour force. Also, it is shown that the retirement of skilled manpower can be more serious problem to company and the intention to use them is more higher than white collar job.
In addition, case study of shipbuilding industry was done to find some practical issues from retirement and the second life design of baby boomer skilled manpower. From this case study, skill discontinuity is discussed mainly. It is showed that skill discontinuity cannot be generalized but differentiated by types of job. In other words, skill discontinuity is likely to be occurred in direct manufacturing jobs, like welding, plating and assembling. Manufacturing and technical job in shipbuilding industry is physically hard and needed to have some level of skills. Also, skill for these jobs is likely to be company-specific, so it can be obtained by training for many years. Therefore, it is hard to recruit for these fields and there would be a great skill gap when baby boomers are retired.
In conclusion, political intervention that focused on the manufacturing and technical job would be needed. Retirement age extension is one of the solutions, and part-time job for aged workers should be considered seriously because of the health condition of them. The survey also showed that labor forces of manufacturing and technical job prefer part-time job after retirement.
The career paths after retirement of baby boomer can be classified by four types. At first, there are cases that want to continue working or not after retirement and each cases can be divided two types. In other words, there are four career paths after retirement1) continuing working in the current workplace, 2) continuing working in the another workplace, 3) leaving workplace and having their own business, 4) leaving workplace and enjoying the leisure life.
Therefore, the development of policy for retirement and second life design should consider the characteristics of these types to increase the satisfaction and effectiveness of policy.제1장 서 론_1
제1절 연구의 필요성과 목적3
제2절 연구 내용 및 방법6
제3절 선행연구 분석과 용어의 정의11
제2장 베이비붐세대 기능인력의 노동시장 특성_23
제1절 베이비붐세대 기능인력 노동시장 현황25
제2절 베이비붐세대 기능인력 퇴직규모 추정42
제3절 요약 및 시사점58
제3장 베이비붐세대 기능인력 퇴직과 진로정책의 현황과 문제점_61
제1절 베이비붐세대 지원정책63
제2절 퇴직 및 퇴직 이후 지원정책72
제3절 시사점93
제4장 베이비붐세대 기능인력의 퇴직과 진로실태_97
제1절 기업의 베이비붐세대 기능인력 활용실태와 인식99
제2절 근로자의 퇴직준비와 인식: 조선산업 사례112
제3절 결론 및 시사점143
제5장 정책의 방향과 과제_151
제1절 정책방향153
제2절 정책과제157
SUMMARY_175
참고문헌_183
부 록_187
1. 베이비붐세대 기능인력의 일과 노후준비 설문지189
2. 인적자본기업패널조사(HCCP) 설문지20
Construction of Manpower Demand and Supply Forecasts System for Establishment of Higher Education Talent Policies (Ⅲ)
No full textProjection Period
○Annual average potential growth rate of 3.6%
○Additional part-time job openings resulting from efforts made to realize ‘Roadmap to 70% employment rate’
□ Projection Model
○KRIVET Workforce Demand &Supply Projection Model, based on BLS stock approach for aggregate projection and ROA flow approach for new workforce demand &supply projection
□ Projection Procedure
○Workforce Supply Projection
-Civilian, non-institutional working age population was calculated on the basis of population projections published by Statistics Korea.
-Yearly economic activity rates were projected based on long-term projections.
-Economically active population, i.e. the total labor force, was drawn using working age population and economic activity rate.
○Workforce Demand Projection
-Gross domestic product by industry was projected by using potential growth rate and KRIVET Macro-Econometric Model developed in the 1st-year study. Yearly employment was estimated using gross domestic product by industry and employment to GDP Ratio. Employment to GDP Ratio: the number of employees input to generate 1 billion won of GDP. Lower employment to GDP ratio is translated to technical advancement &enhanced productivity.
-Employment by occupation was calculated from the industry- occupation matrix and then employment by educational attainment was drawn from the results.
○New Labor Force Supply Projection
-New labor force supply (job seekers) was estimated with economic activity rate by major &the number of graduates with associate degree or more projected from Basic Statistics on Schools.
-New labor force supply by occupation was drawn from the major-occupation matrix.
○New Labor Force Demand Projection
-New labor force demand consists of employment growth Additional jobs in a particular occupation that are added to the workforce over and above the existing workforce. (employment growth=total employment of the assessment year-total employment of the previous year)
and replacement demand The number of job openings required to replace workers who change occupations or leave the labor force for such reasons as retirement, marriage, education, military service, and emigration. (replacement demand=workforce demand projection ×replacement demand rate)
-Employment growth was drawn from changes in annual total employment and replacement demand was calculated with occupational dropout rates.
□Main projection Outcomes
○Total population is forecast to have a stunted growth, while civilian, non institutional working age population is projected to rise from 41.58 mil. in 2012 to 44.01 mil. in 2022.
○Working age population is to increase, and economically active population to rise from 25.50 mil. in 2012 to 27.89 mil. in 2022.
-economic activity rate: 2.1%p increase from 61.3% in 2012 to 63.4% in 2022
○With the projected potent growth rate of 3.6%, the total employment is projected to rise about 28 thousands annually over the projection period, from 24.68 mil in 2012 to 27.46 mil. in 2022.
-An annual average growth rate of 1.3% in the former half of the projection period (2012~2017) and a slower growth rate of 0.9% in the latter half (2017~2022)
○Employment rate is going to go up with the employment growth rate passing over working age population growth rate.
-employment rate: a 3.0%p growth from 59.4% in 2012 to 62.4% in 2022.
2. Workforce Supply Projection
□Working Age Population Projection
○Working age population is projected to increase by 2.42 million, an average annual growth rate of 0.6%, over the projection period.
○By age, with the declining fertility rate and ageing babyboomers, the share of core working population group aged 25-49 is going to fall, while those of the 50-55 population and the 55 and older population are going to rise.
○By educational attainment, due to “Rush to higher education,” the share of graduates with associate degree or more will have a whopping 11.3%p growth, from 41.0% in 2012 to 52.3% in 2022.
□ Economic Activity Rate Projection
○Over the 2012-2022 projection period, economic activity rate is projected to rise 2.1%p.
○Female economic activity rate is going to continue its growth, leading the total economic activity rate, while male economic activity rate is going to have a slight growth.
-male economic activity rate: a 0.9%p rise from 73.3% in 2012 to 74.2% in 2022
-female economic activity rate: a 2.1%p rise from 49.9% in 2012 to 52.0% in 2022
□ Economically Active Population Projection
○Over the projection period, economically active population is forecast to grow 2.41 mil. at an average annual growth rate of 0.9%.
○Economic activity rate of prime working age group, workers aged 35-39, is going to drop.
○Economic activity rate of people with high school diploma or less will continue to fall at an average annual rate of 1.0%, while that of people with associate degree or more will keep growing at an average annual rate of 3.2%.
3. Workforce Demand Projections
□ Workforce Demand Projection by Industry
○Workforce demand is expected to increase at an average annual growth rate of 1.1%, by 2.78 mil. over the projection period 2012~2022.
○Employment in farming and fishing is going to continue to decrease from 15.3 mil. in 2012 to 10.9 mil. in 2022, and employment in mining is projected to fall from 15 thousands in 2012 to 12 thousands in 2022.
○Employment in manufacturing is going to grow at an average rate of 0.2%, from 4.11 mil. in 2012 to 4.17 mil. in 2022.
○Service industry is going to hire more employees at an average growth rate of 1.5%, from 19.03 mil. in 2012 to 22.19 mil. in 2022.
○The share of manufacturing industry in the total employment is going to drop, while that of service industry is going to rise
-Share of manufacturing industry: 16.6% in 2012 to 15.2% in 2022, a 1.4%p drop
-Share of service industry: 69.3% in 2012 to 73.9% in 2022, a 4.6%p rise.
□ Workforce Demand Projection by Occupation
○Over the 2012-2022 decade the most rapid growth at the major occupational group level is expected to occur among management and professional &related occupations, while the fastest decline in the farming &supply projection is conducive to effective human planning and a maximized national economic growth potential, and ultimately to the long-term national economic growth.
○Multi-year, collaborative researches and studies have been conducted to secure a consistent, reliable and favorable projection system, develope a long-term workforce demand &supply projection system is critical to develop effective and practical policies for higher education workforce, which shall lead a continued economic growth.
-The long-term workforce demand &Supply Projection System as a Reliable Source for Workforce Planning
○Establishing a long-term workforce demand &supply projection, including base statistical data and a functional classification system, has yet to be in order.
2. Goal
□Workforce Demand &supply projections on the basis of current status and future prospects of the human capital development and utilization shall be in place for an effective human capital development. But in reality, infrastructure for a reliable workforce demand &information, and creativity, respectively.
-Specifically, the focus on the main resources has shifted from hardware in Industrial Economy, software in Knowledge Economy and now to wetware (human brain) in Creative Economy. Developed countries, well aware of the impotance of human capital in determining national competitiveness, have fostered, alloted and utilized human resources at a national level.
□Importance of Human Capital Development in the “Creative Economy” Era
○An increasingly greater emphasis has been placed on human capital development in Korea, with its population rapidly ageing and fertility rate continuing to fall, and also with the current government’s focus on “Creative Economy.”
-Workforce demand &supply were made on the basis of the 1st and 2nd-year study results. Over the 2012~2022 projection period, higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from the low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅰ. Outline of the Study
1. Background
□ Paradigm Shift in the Global Economy
○Global economy has witnessed the rapid paradigm shifts from Industrial Economy, Knowledge Economy and now to Creative Economy, which emphasize on physical things such as commodities, knowledges &○Projections on higher education workforce demand &본 연구는 전망체제의 일관성 및 신뢰성 확보와 활용도의 제고를 위하고, 또한 고등교육의 인재정책을 수립하기 위한 중장기 인력수급 전망체제 구축과 전망결과의 신뢰성 제고를 위한 통계인프라의 구축, 그리고 핵심부문별 인력수급 전망 등의 목적을 달성하기 위하여 다년도 연구수행과 함께 관련 연구기관 및 전문가가 연구에 참여하는 협동연구 방식의 연구수행이 필요하다.supply projectionsupply projection
○Continued improvement in statistical infrastructure for workforce demand &supply projection
○Statistical infrastructure development to strengthen the link between higher education market and labor market
○Statistical infrastructure development and extension of surveys for workforce demand &supply projection system
□ Assumptions &supply projection system for higher education workforce planning, build a statistical infrastructure for reliable projections, and project workforce demand and supply by different factors.
Ⅱ. Main Results
1.Overview of the long-term higher education workforce demand &forestry occupational group.
-average annual growth rate: management occupations(2.8%), professional and related occupations(2.7%), farming &forestry occupations(-3.3%)
○At the sub-major occupational group level, public sector &corporate executives will see the fastest average annual growth rate of 5.5%, followed by legal and administrative professionals (4.1%), office and administrative support occupations (4.0%), and healthcare, social assistance &religion related occupations (3.8%).
□Workforce Demand Projection by Educational Attainment
○Employment of those with high school diploma or less is projected to decline at an average annual rate of 0.5%, while employment of those with associate degree or more is going to rise at an average annual rate of 3.0%.
○Higher education group’s share in total employment will rise 8.5%p from 41.0% in 2012 to 49.5% in 2022.
-Despite the strong demand for the higher educated, demand for graduates with high school diploma or less is projected to remain high.
4. New Workforce Demand and Supply Gap Projection
□ New Workforce Supply Projection
○The number of graduates with associate degree or more is forecast to fall about 2.3 thousands annually, an average drop rate of 0.4%, from 584 thousands in 2012 to 561 thousands in 2022.
-average annual growth rate of graduates: associate degree (-1.9%), bachelor’s degree (-0.2%), master’s degree (1.6%)
○New labor supply from higher education is expected to grow slightly from 482 thousands in 2012 to 486 thousands in 2017 owing to the higher education rush, but to slight drop to 479 thousands in 2022 due to the falling fertility rate.
○Over the projection period, less of associate and bachelor’s degree completers are going to join the job market, while more from the master’s degree or more group are going to gain a job.
□ New Workforce Demand and Supply Gap projection
○Over the 2012-2022 projection period higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅲ. Recommendations
□ Addressing Demographic Changes
○Enhancing productivity to offset the decline of core working population
-Boosting productivity of the existing labor force through increased investment in human capital and vocational competencies development, including life-long learning of employees and promoting senior employability.
○Developing measures to secure additional workforce supply
-Preparation of various job preparation programs for the young adults
-Facilitating senior workers'' employability through life-long learning programs
-Introduction of foreign talents and revision of the immigrant policy tenor
○Stimulating female participation for the sustainable economic growth
-Efforts to tackle with female-discriminatory systems and practices in labor market and to help childcare
□ Dealing with structural changes in Labor market
○Fostering core creative scientific brains to lead economic growth
-Development of high-skilled scientific and technical talents to head new “growth engine” and converging industries in the Creative Economy era
○Keeping up employment in conventional industries with higher employment capacity
-Promoting technical competitiveness in parts and material industries
-Employment retention through an active investment in trade, food-service, SOC industries and competitiveness enhancement in accommodation and food industries.
□ Narrowing workforce demand &supply gap
○Excess demand for associate degree mid and low-skilled workers
-Introducing foreign talents needs to be considered in occupations with the projected supply shortage.
-Driving out the least competitive businesses needs to be considered.
○ Demand &supply gap in the bachelor’s degree group
-Generally, a slight surplus in demand is regarded as a desirable balance. For the continued balance, efforts shall be made to generate more job openings for mid to high skilled workers, a transition from low to mid skilled occupational structure.
-Measures are to be sought to relocate surplus labor supply to occupations with surplus demand.
○ Demand &supply gap in the master’s degree or more group
-System development for and long-sighted, consistent investment in building up of high-skilled workforce
-Considering time requirement for degree completion, measures need to be considered to attract foreign talents.
□ Improving infrastructure for higher education workforce demand &제1장 서 론_1
제1절 협동연구의 필요성과 목적 3
제2절 연구 내용 7
제2장 고등교육시장의 환경변화_15
제1절 고등교육시장의 변화 현황 17
제2절 고등교육시장의 과제 29
제3절 고등교육시장의 정책환경 변화 48
제3장 중장기 고등교육 인력수급 전망_57
제1절 인력공급 전망 60
제2절 인력수요 전망 82
제3절 신규인력 수급차 전망 112
제4장 국정과제 핵심 정책분야 전문인력 분석과 전망_141
제1절 창조경제 부문의 지식재산 전문인력 수급전망 144
제2절 복지분야 인력수급전망 175
제5장 정책 제언_221
제1절 전망결과의 시사점 223
제2절 정책 과제 228
SUMMARY_237
참고문헌_25
A Study on Methods to Evaluate and Certify Course Completion-Based Private Accredited Qualifications
No full text본 연구는 자격기본법에서 정한 바에 따라 국가공인 민간자격 교육훈련과정을 승인하는데 필요한 평가인증 방안을 마련하기 위하여 수행되었다. 이를 위해 이 연구에서는 자격제도 관련 법령과 문헌 연구를 바탕으로 국내외 유관 사례를 분석하고 설문조사를 통해 공인민간자격관리자의 수요를 조사하였다. 그리고 이를 바탕으로 국가공인 민간자격 교육훈련과정 심사를 위한 기준과 절차를 마련하여 관련 전문가협의회를 거쳐 최종적인 연구 결과를 제시하였다.Ⅰ. 연구 배경 2
Ⅱ. 국가공인 민간자격 운영 현황 3
Ⅲ. 국내외 과정이수형 자격 인증 사례 5
Ⅳ. 공인민간자격관리자 설문조사 결과 12
Ⅴ. 심사 기준, 방법 및 절차 19
Ⅵ. 추진 일정 및 정책 제언 27
참고문헌 30
[부록] 3
An Exploratory Study on Korean Workers'' Cognition of Career Success : Basic Research for International Comparison
No full textVolmer, 2011). Also ‘success’ means descriptive explanations of goal-oriented progress and also positive evaluation of results and development(Abele et al., 2011). In this study, therefore, ‘career success’ means work-relevant products and positive mentality accumulated from individual work experience (Seibert &Kraimer, 2001).
Generally, the concept of career success is divided into objective career success and subjective career success(Arnold and Cohen, 2008Arthur, Khapova and Wilderom, 2005). The objective career success means outcomes such as rise in income and promotion, easy to be measured from outside(Ituma, Simpson, Ovadje, Cornelius and Mordi, 2011) while the subjective career success includes personal experiences such as job satisfaction, satisfaction with life and belief in job(Arnold &Cohen, 2008Choi &Mun, 2012).
2. Conceptual Framework
In this study, the analysis framework of the concept of career success is based on four levels of career success suggested by Mayrhofer, Briscoe and Hall(2012) through the research on people’s cognition of career in each state and cultural area. The first level means achievement and satisfaction in work, and learning and self-realization through organizational life. The second level means economic reward. The third level includes employment stability, and job characteristics and results, and the fourth is related to work environment and interactions.
3. Antecedents of Career Success Cognition
Since the cognition of career success is influenced by complex factors, various preceding factors have been considered by many scholars. In order to establish the Korean concept of career success, the research by Rasdi et al(2011) showing relatively comprehensive approach to preceding factors of career success divided preceding factors having influence on cognition of career success into ‘sociodemographic factor’, ‘human resource factor’, ‘personal factor’, ‘structural factor’, and ‘behavioral factor’. This study recomposed the preceding factors reviewed by Rasdi et al(2011) into ‘sociodemographic factor’, ‘human resource factor’, ‘structural factor’, and ‘behavioral factor’.
The sociodemographic factor includes sex, age, health condition and family environment(Dries et al., 2009Ng et al., 2005Rasdi et al., 2011), and generally, there were differences in cognition of career success, career path, and results of career success in accordance with sex(Kim &Jung, 2013Blickle, Witzki &Schneider, 2009). Things like degree, employment type and job experience are the human resource factor having influence on career success(Kim, Bo-Kyoung, Jung, Cheol-Young, 2013Chen, 2011Rasdi, 2011). The personality characteristics have been studied as a factor that has significant influence on career satisfaction and career success(Jung, Mun-Young, Lee, Gyu-Man, 2011Ng et al., 2005), and especially, sincerity and extroversion among personality type showed relatively big influence on career success(Lounsbury et al., 2004Seibert &Kraimer, 2001). The preceding factor in structural level includes the size and form of organization, and organizational and bosses’ support of organization members’ career development(Abele, Spurk &Volmer, 2011). Lastly, the career plan for career development, as a behavioral factor, was analyzed to have positive influence on both individuals'' career success and major outcomes in organization(Crant, 2000본 연구는 한국형 경력성공에 대한 개념 정의를 통해 한국 직장인들의 경력성공에 대한 인식 차이를 성별, 세대별, 직종별로 규명하는 것을 일차적 목적으로 한다. 이를 위해 한국 직장인들을 대상으로 경력성공에 대한 인식 및 관련요인을 조사하고, 이를 통하여 한국 직장인들의 ‘경력성공’ 인식에 차이를 가져오는 선행요인(antecedent)은 무엇이며, ‘경력성공’의 세부 차원들이 어떤 결과요인(outcome)들과 연관되는지를 규명하고자 한다. 또 향후 5C project의 국제연구 결과가 발표되면 한국인을 대상으로 한 본 연구의 분석 결과와 총체적 비교가 이루어질 수 있을 것으로 기대한다. 이 연구 결과는 취업 대상자들의 직업선택 및 직장인들의 경력상담에 의미 있는 시사점을 제시하고, 아울러 정부의 인적자원개발 및 경력개발 프로그램을 위해 필요한 정책들을 수립하는 데 필요한 기초자료로 활용될 수 있을 것이다.
구체적인 연구문제는 다음과 같다.
첫째, 한국 직장인들은 경력성공을 어떻게 정의하는가?
둘째, 성별, 세대별, 직종별로 경력성공 인식에 차이가 있는가? 있다면 어떠한 차이가 있는가?
셋째, 경력성공 인식에 영향을 주는 요소들은 무엇인가?
넷째, 경력성공 인식이 ‘개인의 행복’과 ‘조직유효성’에 어떠한 영향을 주는가?Hwang, Ae-Young, Tak, Jin-Guk, 2011).
4. Outcomes of Career Success Cognition
The result factors led by cognition of career success include satisfaction with life, work engagement, employment possibility, organizational engagement and turnover intention.
The satisfaction with life was influenced by every experience through changes in career, important state and relevant mental conditions(Lounsbury et al., 2004) while the career-oriented behavior and personality which were the preceding factors of career success had positive influence on vitality and engagement at work(Christian, Garza, &Slaughter, 2011). Therefore, it is expected that career success and relevant elements would have significant influence on satisfaction with life and work engagement as much as objective life conditions. The cognition of career success increased the level of organizational engagement while it had negative(-) relationship with turnover intention(Nam, Kim, &Yang, 2008Choi, &Mun, 2012).
III. Method
1. Subject
This study selected 1,000 office worker samples out of the whole Korean office workers. Through sampling based on ‘Population and Housing Census(Statistics Korea, 2010)’ and ‘Survey on Labor Conditions by Employment Type(Ministry of Employment and Labor, 2012)’, we aimed to have equal distributions of job type, age and region. Through proportionate quota sampling considering the international comparative guidelines, we selected total 1,000 subjects including 200 managerial workers, 200 professionals, 350 office workers/ service workers/sales workers, and 250 blue collars. The international comparative guidelines such as simple laborers, office workers with experience less than two years after completing the final education, housewives and unemployed people were excluded from the research subjects. The characteristics of respondents were shown in <Table 3-5>in Chapter 3.
2. Measurement and Procedure
For the survey of this study, we conducted web-panel research for more than 3,000 office workers targeting 1,000 from September 15th 2013 to October 15th 2013. When necessary, we also carried out research through mail and visiting companies. Through the survey, the preceding factors and result factors were analysed to understand factors related to Korean office workers’ cognition of career success. The detailed research contents were comprised of employment type &characteristics of company, characteristics related to job and position, career success, career path, turnover intention, work/ organizational engagement, career development in organizational level, satisfaction with life, support by boss, respondents’ sociodemographic characteristics. The whole questionnaire used for the survey is shown in <Wilderom, 2005)’, and ‘understanding of his/her own vocational development’(Abele, Spurk, &Fernandez, 2011)’, ‘rise from a career ladder(Arthur, Khapova, &Lee, Hyoung-Ryong, Park, Seul-Gi, 2009).
Recently, Prof. Jon Brisco, Douglas Hall, and Wolfgang Mayrhofer are performing 5C project as an international-level development regarding career success, to establish the differences depending on each state and cultural area. In the results of the primary research through 5C project, the concept of career success can be set up variously depending on historical/cultural process, socioeconomic background, degree of individuals’ socialization and life stages (Briscoe et al., 2012). Thus, there is a problem rising that the conceptual framework measuring career success cannot be equally applied to diverse cultural areas.
The primary objective of this study is to establish the differences in Korean office workers’ cognition in each sex, generation, and job type through defining the Korean concept of career success. By researching Korean office workers’ cognition of career success and the relevant factors, we aim to determine what causes the differences in Korean office workers’ cognition of ‘career success’, and also what result variables are related to sub-factors of ‘career success’. The results of this study will be suggesting significant implications for job seekers’ job selection and office workers’ career counseling. Futhermore, it can be used as basic data necessary for establishing policies related to government human resource development and career development programs.
Detailed research questions can be summarized like following.
First, how do Korean office workers define career success?
Second, are there any differences in cognition of career success depending on sex, generation and job type?
Third, what elements have influence on cognition of career success?
Fourth, what is the influence of cognition of career success on ‘personal happiness’ and ‘organizational effectiveness’?
II. Literature Review
1. Concept of Career Success
‘Career’ means accumulated ‘individual job path(Enache, Sallan, Simo, &Mallon, 2004). The protean career referring to individuals’ self-directed career management behaviors indicates that individuals’ cognition of career is an important factor that composes career success, together with objective elements such as wage and promotion. Contrary to traditional society in which objective elements such as high wage and promotion explain career success, in modern society, subjective career success cognized by individuals is considered as an important factor that explains office workers’ career success(Heslin, 2005Walton &I. Introduction
1. Objective and Necessities of Study
In 2013, the Park, Geun-hye Administration aimed to expand job opportunities for young people by supporting their entrance to foreign countries and vitalizing job creation, in order to build up the base of job expansion for young people. Not only the central government but also local governments are promoting office workers’ self-directed career development by creating new jobs and supporting entrance to foreign countries. Moreover, the recent changes in corporate environment such as internationalization, intense corporate competition, aging, youth unemployment and early retirement have changed not only organizational structure, but also viewpoint on office workers’ career management, which is the reason why office workers have paid attention to self-directed activities for career development(Yun, Ha-Na, Tak, Jin-Guk, 2006Appendix 2>. The collected data was analyzed by using IBM SPSS(Statistical Package for Social Science) 19.0 program and SAS program.
IV. Result
1. Validity Analysis of Career Success Concept
By conducting factor analysis on 47 questions about the concept of career success based on the discussions in 5C project, this study extracted five factors such as ‘stable life’, ‘self-realization’, ‘wealth and fame’, ‘lifelong workplace’, and ‘private business’.
In average, Korean office workers cognized ‘stable life’ and ‘wealth and fame’ as importance. In the results of comparing the importance and achievement of the level of career success, every concept level showed less achievement than importance.
2. Relationship between Cognition of Career Success and
Antecedents
In the results of examining the relation between sociodemographic factor and cognition of career success, first, men rather than women, older generation and people whose spouses were employed and fathers were unemployed highly cognized the importance of career success level while people in 20s had relatively high cognition of the importance of ‘stable life’ and ‘wealth and fame’.
In the results of examining the relation between human resource factor and cognition of career success, second, among personality characteristics, people with extroverted personality highly cognized the importance of career success. In case of academic background, overall, college graduates rather than high school graduates, and graduate school graduates rather than university graduates more highly cognized the importance of each level of career success. The importance of career success levels cognized by workers in technical position with working period for 5-15 years was low.
In the results of examining the relation between structural factor and cognition of career success, third, The importance of career success levels evaluated by members of public agencies and service/ charity groups was higher, than members of private companies. The support by boss(overall) and organizational support (partially) had positive influence on cognition of the importance of career success levels. Compared to employees of multinational enterprises, employees of domestic companies put emphasis on ‘lifelong workplace’ and ‘stable life’. Fourth, workers who were active in career planning, a behavioral factor cognized career success levels as more important.
3. Relationship between Cognition of Career Success and
Outcomes
First, the satisfaction with life was low when putting low emphasis on the level ‘self-realization’ and ‘lifelong workplace’ of career success, and also the importance of ‘stable life’ and ‘wealth and fame’ was cognized very low. In other words, the satisfaction with life was more related to having opportunities to show competence in stable workplace, rather than comfortable life and material success.
Second, the work engagement was high when ‘self-realization’ was cognized as important, and also cognition of the importance of ‘stable life’ was low. When work was cognized as the level of ‘self-realization’ instead of a way for ‘stable life’, in other words, its engagement level was also high.
When the cognition of the importance of ‘lifelong workplace’ was low, third, they saw high possibility of employment in other organizations. Fourth, the engagement in the current organization was low when ‘stable life’ and ‘private business’ were considered as important. In case of cognizing ‘self-realization’ and ''lifelong workplace’ as important, the degree of organizational engagement was high.
Fifth, the turnover intention was high when putting emphasis on ‘private business’ and evaluating achievement in the level of ‘lifelong workplace’ as low, which shows the accordance between cognition of the importance of sub-levels of career success and cognition of their own future career.
In general, ‘self-realization’ showed positive influence on not only satisfaction with life, but also work engagement, so that it should be essentially dealt with in the contents of career development and career counseling. When ‘private business’ was cognized as important, the level of organizational engagement was lowered and the turnover intention was increased. When the cognition of the importance and achievement of ‘lifelong workplace’ was low, the possibility of employment was highly evaluated with high turnover intention.
V. Implications and Policy Measures
The implications of this study are like following.
First, Korean workers recognizes ‘stable life’ and ‘wealth and honor’ as the most important factors among all the dimensions of the career success, and this implies that social, economic, and cultural aspects such as the rapid economic growth in Korea and the IMF crisis affects the form of career success recognition.
Second, in the concept of career success, ‘self-realization’ was analyzed to be strongly related to not only satisfaction with life, but also work engagement and organizational engagement, which means that forming a place for communication between organization and individuals, and also providing members with opportunities to show their competence would be measures to improve individuals’ self- realization and organizational effectiveness.
Third, the degree of organizational engagement was high when men put emphasis on the value of ‘self-realization’, and women put emphasis on the level of ‘lifelong workplace’, which means that human resource development should be differently applied depending on sex.
Fourth, the desire for self-realization and employment instability of the current workplace became factors of considering changing jobs, which suggests that it would be necessary to build up organizational environment that guarantees autonomy and creativity when organizations aim to decrease members’ turnover intention.
In order to contribute to institutional improvement for the future human resource development policies, office workers’ career counseling and career development, this study drew policy measures like following.
First, it is needed to provide various opportunities of career development suitable for women''s career desires.
Second, it is necessary to provide more jobs to young people in 20s and also to educate them various values of career success besides ‘wealth and fame’.
Third, it is required to reinforce the career development education for high school and university graduates in the level of academic background.
Fourth, it is needed to strengthen the opportunities of career development for office workers with experience for 5-15 years.
Fifth, organizations with intense competition should support career development.
Sixth, companies should design and provide career development support programs focusing on bosses, rather than extensive organizational support.
Seventh, employees should be motivated to be actively engaged in career planning, by establishing social support system and organizational culture that can support individual career plans.제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 7
제3절 연구 방법 및 절차 8
제4절 용어의 정의 12
제2장 경력성공 개념 및 관련 문헌 분석_15
제1절 경력성공의 개념17
제2절 경력성공 인식과 선행요인 26
제3절 경력성공 인식과 결과요인 39
제4절 소결 44
제3장 연구방법_47
제1절 연구모형 및 변수 정의 49
제2절 모집단 및 표본 56
제3절 조사 및 분석 방법 62
제4장 경력성공 개념 타당성 분석_67
제1절 경력성공 개념 타당도 분석 70
제2절 경력성공 개념 신뢰도 분석 82
제3절 경력성공 차원의 중요도와 성취 정도에 대한 한국인의 인식86
제4절 소결 88
제5장 경력성공 인식과 선행요인 간의 관계 분석_91
제1절 사회인구학적 요인 93
제2절 인적자본 요인 104
제3절 구조적 요인 110
제4절 행동요인 114
제5절 소결 118
제6장 경력성공 인식과 결과요인 간의 관계 분석_121
제1절 삶의 만족 및 업무몰입과의 관계 123
제2절 고용가능성과의 관계 137
제3절 조직몰입 및 이직의도와의 관계 144
제4절 소결 156
제7장 결론 및 정책방안_159
제1절 결론 161
제2절 시사점 및 정책방안 164
SUMMARY_173
참고문헌_189
부 록_205
1. 영문 설문지 207
2. 국문 번역 설문지 22
An Analysis of HRD Trends in 2013: A Research Project
No full text인재개발 동향분석 연구사업(2013)은 인재정책 수립에 필요한 기초 정보의 제공과 더불어 관련 분야의 주요 이슈를 발굴하여 실증적으로 분석하고 이에 근거한 실효성 있는 정책적 제언을 시의적절하게 제공하고자 함.
그리고 이러한 동향 정보와 분석 산출물, 이에 대한 정책 제언 제공 기능을 강화하기 위해 격주간 및 격월간 동향 발간물과 이슈 브리프, 인적자원개발 지표집 등을 다양한 형태로 발간？배포하고자 함.제1장 사업 개요_1
제1절 사업의 필요성과 목적 3
제2절 사업의 주요 내용과 방법 4
제2장 사업 추진 실적_17
제1절 동향 정보 및 현안 이슈 발굴, 분석 및 제공 19
제2절 원내외 통계 업무 52
제3장 사업 평가 및 향후 추진 방향_61
제1절 사업 평가 63
제2절 향후 추진 방향 68
참고문헌_73
부 록_75
<부록 1> 『한국의 인적자원개발지표 2013』 목록 및 내용 77
<부록 2> 원내 과제 관련 설문조사 목록(2013) 82
<부록 3> 취합 원자료 수(2013. 11. 20. 현재) 8
A Survey on Doctoral Degree Holders(2013)
No full text○ 박사급 고급 인적자원 정책을 수립하기 위한 기초자료 수집 및 제공
- 장기간에 걸친 전수조사로 박사의 양성-배분-활용에 대한 신뢰성 있고 시의
적절한 통계 데이터 생성
- 국가 고급인재 정책을 수립하기 위한 기초자료 제공
○ 최근 배출되는 국내 박사 인력에 대한 실태 분석 및 비교
- 성별, 지역별, 전공계열별 등으로 박사 인력 양성 및 공급 실태를 분석
- 국내 박사의 장기간 조사를 통해 박사 인력의 경제활동 상태 등을 분석제1장 서론_1
제1절 사업의 필요성 및 목적3
제2절 사업의 주요 내용5
제2장 국내외 박사조사 사례_13
제1절 한국직업능력개발원의 기존 박사조사15
제2절 KISTEP 이공계 인력 실태조사25
제3절 STEPI 박사인력활동조사28
제4절 국외 조사 사례30
제5절 박사조사(2013)와 타 조사와의 차별점33
제3장 실사 및 DB 구축_37
제1절 조사 설계39
제2절 조사 준비 및 실사45
제3절 데이터 클리닝 및 DB 구축53
제4장 2차년도 사업성과_63
제1절 국가승인통계 취득65
제2절 자료 활용 및 언론보도67
제5장 박사조사(2013) 기초분석_71
제1절 조사 결과 개요73
제2절 박사학위 과정 및 연구 성과80
제3절 노동시장 이행 성과96
제4절 박사후과정(Post-doc) 및 시간강사115
제6장 향후 계획 및 정책 과제_125
제1절 3차년도 조사 준비127
제2절 정책 과제131
참고문헌_137
부 록_139
1. 박사조사(2013)에 대한 협조 공문141
2. 2013년도 박사조사 시행 계획(안)142
3. 박사조사(2013) 설문지146
4. 변수 레이아웃157
5. 국가승인통계취득 보도자료162
6. THE HRD Review 패널브리프165
7. KRIVET Issue Brief17
Validity analysis on actuality of patent information use for the future skills needs outlook
No full text본 연구에서는 특허를 이용한 미래숙련수요 전망의 현실적합성을 경험적으로 검증하고, 숙련수요 전망방법론을 발전시키고자 한다. 특히 근래에 많은 관심을 받고 있는 정보보안 부문을 대상으로 하여 특허분석을 활용한 미래숙련수요 분석방법론의 현실적합성에 대한 분석을 수행하고자 한다. 연구의 목표는 다음의 세 가지이다.
첫째, 특허를 이용한 미래숙련수요 전망체계를 구축한다.
둘째, 전망된 요구숙련에 대하여, 그 이전 시점에서 전망된 숙련전망치와 비교하여 전망결과의 현실적합성을 검토한다.
셋째, 특허를 이용한 미래숙련수요전망 방법론을 제시하고, 이의 확장을 도모한다.1. Study purpose
The purpose of this study is to verify the validity of future skills needs outlook to actuality empirically by using patent and to develop the forecast methodology for skills needs. In particular, recently spotlighted information security area was targeted for verifying the validity of future skills needs outlook analysis method to actuality by utilizing the patent analysis. This study entails the following 3 goals.
First, it builds a future skills needs forecast methodology by using patent for information security.
Second, it examines the validity of forecast result to actuality by comparing the realized skills with the expected skills based on the previous information.
Third, it presents the methodology of future skill needs outlook in general by using patent analysis.
2. Study scheme &method
This study selected information security field within ICT(Information Communication Technology: hereafter ICT), which had considerable technological advancement in recent years and is relatively well organized field for required skills needs through job analysis at present point of view after pilot analysis.
This study is configured in five large schemes: (1) Patent extraction and IPC(IPC, International Patent Classification: hereafter IPC) analysis(2) extraction of skills unit based on job analysis(3) correspondence of skills and IPC(4) skills trend analysis and skills needs forecasting(5) validity verification of skills needs forecast.제1장 서 론_1
제1절 연구 필요성 3
제2절 연구 목적 4
제3절 연구 체계 및 방법 5
제2장 기술과 미래숙련수요_9
제1절 기술과 숙련 11
제2절 미래숙련수요 23
제3장 분석대상으로의 정보보안 기술_29
제1절 정보보안 범위 31
제2절 정보보안 기술변화 37
제4장 정보보안 부문 직무구성과 요구숙련_49
제1절 직무구성 51
제2절 정보보안 관련 숙련 63
제3절 소결 79
제5장 특허분석에 의한 숙련수요 전망_83
제1절 정보보안 관련 특허 추이85
제2절 특허정보로부터 보안직무의 숙련수요 추이99
제3절 보안직무의 숙련수요 전망 117
제6장 결론: 특허분석을 통한 숙련전망 방법 활용_121
제1절 특허분석을 통한 숙련전망 방법론123
제2절 연구의 한계와 타 부문으로의 확장 126
SUMMARY_129
참고문헌_143
부 록_151
제1절 정보보안 기술 153
제2절 정보보안산업 현황 156
제3절 정보보안 인력 현황과 전망 16
A Study on Education and Employment Linkage for Master''s Degree Course of General Graduate Schools
No full text일반대학원 교육의 수준과 질, 나아가 교육과 고용의 연계를 위해서는 석사과정에서 좋은 교육이란 무엇이고, 좋은 교육의 목적은 무엇인가에 대한 진지한 고민이 필요하다. 좀 더 구체적으로, 주요 당사자인 교수 차원, 학과 차원, 대학 차원의 고민(bottom-up)에서 비롯된 정책이 제안되고 활용되어야 한다. 이들 정책이 효율적으로 기능할 때 교육？고용의 원활한 연계를 포함하는 대학원교육의 선순환적 구조가 형성될 수 있다.
따라서 이 연구에서는 일반대학원 석사과정의 교육·고용 연계 실태 파악을 선행한다. 이를 바탕으로 일반대학원 석사졸업생의 진학과 취업을 포함하는 향후 진로에 대한 체계적인 준비와 제고된 고용가능성을 바탕으로 노동시장으로의 원활한 이행을 지원할 수 있는 정책과제의 마련을 목적으로 한다.The purpose of this research is to examine linkage between education and employment for a master’s degree course of general graduate schools and to suggest thereby practical policy plans to support effective entering to labor market for graduates with a master’s degree.
This research is organized as follows. The first section is to set a theoretical framework and deals with recent theories of linkage between education and employment. The second section conducts a survey on career and education for graduates with a general graduate school master’s degree and is to analyze employment status and wage effect to apply statistical method. The third section analyzes 5 countries advanced graduate school system and graduate school programs(Germany, France, Japan, England, and United states of America). The final section is to suggest practical policy plans to improve employability of graduates with a master''s degree in several aspects.
The findings and discussion for each section is summarized as follows.
In the first section, we find not only that the proportion of graduate students in master course has decreased, but Also nowadays master degree’s educational function that the bridge to a doctoral course is weakened more than the past. Moreover, analyzing preceding researches, we find several deterrent factors causing some problems for the quality of graduate education. Therefore, we know that it could negatively influence diversities of career path for graduates with a master’s degree. Based on above-mentioned discussion and findings, we suggest the theoretical framework and it is as follows table:
input(education)
process(transition)
output(employment)
？educational contents
？job field experience
？tranferable skills, employability
？educational satisfaction
？support system(programs)
？job information, carrer guiadance
？accessibility
？cooperation between firms and Universityes
？employment
？human resources(wege, promotion)
？competence
？continuing education
<Research Framework>On the other hand, analyzing preceding researches that are related to government financial programs for graduate schools, we find that direct support programs for master courses students are 5(worth 4,370 billion). Most programs expenditure, however, are mainly focusing on research and development, not to support the graduates with a master''s degree who seeking to enter labor market. In addition to, there are few specialized career support programs for the graduates except thesis guidance and supervision.
In the second section, according to the factors determining analysis results, the entrance ratio of university graduates is 13.7%. By department, the entrance ratio of department of natural science, and department of art and physical is generally high. Meanwhile, the entrance ratio of department of engineering and social science is generally low. By region, the entrance ratio of graduates from the university in capital area is higher than other regions. The graduates with a master''s degree in workplace generally have temporary position than permanent position, especially in public sector such as public research institute. A monthly average wage of the graduates with a master''s degree is less than university graduates. Also, the proportion of entrance ratio to graduate school of capital area is more than other regions and the most reason to advance to master courses is academic purpose.
The graduates with a master''s degree in labor market, in employee performance review, have generally higher assessment than university graduates. However, job positions and wage are less or generally same as university graduates. Moreover, reviewing the survey on satisfaction of master courses students for their school experience, we know that master courses are needed to develop more specialized internship programs for both the graduates and firms. Also, we suggest that master courses should improve courses of study with career perspective, not only academic purpose.
In the third section, reviewing overseas case studies, we find that some countries have competitive graduate educational system for linkage between education and employment. For instance, in Germany, most of master degrees are proper treatment in there fields and they have effective linkage program between government and graduate schools. In France, past 10 years employment rate for graduate school students with a master''s degree is higher than university graduates and they generally have higher position and wage in their job position than university students.
In the final section, we suggest the practical policy plans which can be drawn from the findings and discussion.제1장 서 론_1
제1절 연구의 필요성과 목적3
제2절 연구의 내용과 방법7 제3절 연구의 범위와 제한점17
제2장 이론적 배경과 일반대학원 석사과정 지원 현황_19
제1절 일반대학원의 석사졸업자 배출21
제2절 교육고용 연계의 이론적 배경33
제3절 일반대학원 석사과정의 교육고용 연계 분석틀42
제4절 일반대학원의 교육고용 연계 지원 현황56 제5절 요약 및 시사점73
제3장 일반대학원 석사졸업자의 교육고용 이행 실태_79
제1절 석사과정으로의 진학82
제2절 석사과정에서 학업생활100
제3절 석사졸업 후 취업119
제4절 석사인력과 석사교육에 대한 요구138 제5절 요약 및 시사점154
제4장 해외의 대학원 석사과정 교육고용 연계 지원_157
제1절 해외사례 분석 개요159
제2절 독일160
제3절 미국175
제4절 프랑스190
제5절 영국199
제6절 일본207 제7절 요약 및 시사점215
제5장 일반대학원 석사과정의 교육고용 연계를 위한 정책 제언_221
제1절 정책 제언의 기본 방향223 제2절 정책 제언224
SUMMARY_239
참고문헌_243
부 록_259
<부록1> 일반대학원 석사재직자의 교육 및 직장생활 실태 조사지261
<부록2> 기업의 일반대학원 석사인력 활용 실태 조사지27