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시설 청소년의 자립지원을 위한 직업훈련
No full textThe aim of this research is to develop a self-reliance support system for the youth in the residential care. To accomplish the aim, complementary qualitative and quantitative research through analysis on relevant literatures and materials focusing on self-reliance of the youth in the residential care, investigation(FGI and survey) focusing on the current state and bottlenecks of self-reliance support policy, and case studies to grasp success factors of vocational training was carried out. Based on precedent studies and related laws(Child Welfare Act and Framework Act on Juveniles, etc.), this research defined the youth with self-sufficiency support in residential care as those “who are between the ages of 12 and 25 and who lives temporarily or in long-term in a child welfare institution due to their parents who are not able or do not want to take the role of parenting their children.
직업능력개발의 비전과 과제
No full textThe vision of ‘establishment of high skill economic system for common growth’ to overcome difficulties faced by the Korean economy has set and four strategies to achieve the vision are 1) Strengthening supports for execution of the labor market, 2) Strengthening vocational capacity development of organizations(company), 3) Strengthening vocational capacity development of employees(individuals), and 4) Strengthening vocational capacity development infrastructure(social foundation). The detailed policies to achieve the vision are suggested by strategy.
중년 (재)취업 여성의 직장 적응 실태와 정책과제
No full textThe purpose of this study is to analyze the job adjustment situation of middle-aged women who are (re-)entering the labor market after a long break of job career and may be experiencing conflicts in the process of their settlement in the new workplace. Most of previous studies about female labor market have focused on the causes and the impact of ‘career interruptions’ of female workers pointing out the social and personal problems caused by the withdrawal of married female workers due to burden of housekeeping and child-raising. However, another important issue except preventing such withdrawal of female workers is how to encourage the return or new entrance of middle-aged female workers who are out of the labor market for a while and to help them smoothly settling down in new working environments. In this respect, this study was conducted to gather basic information on workplace adaptation status of middle-aged (re-)employed women. Based on that information, several policy proposals were suggested as the ways of improving the labor market adaptation process of middle-aged female workers.
An Analysis on the Social Mobility in Korea using KEEP
No full text본 연구에서는 한국교육고용패널(KEEP) 자료로 출생시점 대비 고졸시점, 고졸시점 대비 대졸 이후 취업시점의 사회계층 이동성을 살펴보고, 그 결정요인과 수능성적 및 취업 이후 소득결정요인을 추정하였다. 주요 분석 결과는 첫째, 고졸시점과 취업시점의 사회계층간 이동성 추이가 출생시점과 고졸시점 간 패턴과 유사하였다. 둘째, 중등교육은 사회이동성에 도움을 주지만, 대학교육은 그렇지 못한 것으로 나타났다. 셋째, 수능점수 결정요인 추정결과, 부모교육수준, 학습 관련 변수, 개인적인 요인들이 수능성적에 영향을 주었고, 출생시점과 고졸시점간의 계층 이동성 결정요인 추정결과와 유사하였다. 넷째, 직장규모가 클수록, 근무기간이 길수록, 정규직일수록 그리고 개인적 요인과 인턴경험이 통계적으로 유의하게 취업 이후 소득을 높이는 것으로 추정되었다. 다섯째, 남자일수록, 근무기간이 길수록, 직장규모가 클수록, 정규직일수록 고졸시점과 취업시점간의 계층의 상향이동에 통계적으로 유의하게 양(+)의 효과를 주는 것으로 나타났다. 이상의 분석 결과에서 개인의 사회적 이동성 결정에는 주어진 환경요인보다 자신의 노력과 같은 후천적인 요인이 더 중요함을 시사해준다.We examined the social mobility of social classes between a birth and a high school graduation, and between a high school graduation and an employment before estimating determinants of Korean SAT score and income after getting a job, using KEEP. Empirical findings are as follows: first, a similar pattern is found in the trend of social mobility between a birth and a high school graduation, and between a high school graduation and an employment after college. Second, the secondary education exerts a positive influence on social mobility, but the higher education does not. Third, with respect to determinants of SAT score, the education level of parents, learning related variables, and personal factors impact on the SAT score, and this is similar to those determinants identified as affecting social mobility between a birth and a high school graduation. Fourth, it is found that income increases with a company size, a working period, a regular employment, personal factors, as well as an internship experience with a statistical significance. Especially, the coefficient for a regular status influences the greatest. Fifth, estimation of determinants for an upward movement in social mobility shows that a positive impact is had when it is a male, the working period is long, the company size is big, and when in regular employment with a statistical significance. These findings imply that acquired factors, like efforts made by individuals, are more important than exogenous environmental components in determining individuals’ social mobility
Analysis on labor market outcomes of natural science and engineering majors in 4-year universities
No full text○ 전공 대분류별로 보면, 공학계열(취업률 81.4%, 월평균 임금 225.3만 원)은 의약계열 다음으로 노동시장 성과가 좋지만, 자연계열은 공학계열에 비해 취업률과 임금이 크게 낮음(73.8%, 179.4만 원).
○ 이공계 학과별로는 기계, 전기전자 분야가 취업 성과가 좋고, 자연계열은 전공 불문 공학계열에 비해 취업 상황이 좋지 못함. 공학계열 중에서는 건축, 토목, 자연계열 중에서는 특히 생물학 분야가 취약
○ 2008년에 비해 2011년의 취업률이 더 높은 편이지만 취업의 질(정규직, 괜찮은 일자리 취업, 하향취업 비율)은 오히려 악화되어 노동시장의 공정성 확보와 양질의 일자리 창출을 위한 정책적 노력이 시급
○ 자연계열의 취업 성과가 낮은 것은 이 분야의 국가경쟁력이 상대적으로 취약한 것과 더불어 인력의 공급 과잉에도 기인하므로 자연계열에 대한 재정지원 확대와 함께 적정 수준의 구조조정이 필요○ The labor market outcomes of the graduates with engineering majors (81.4% employment rate and average monthly wage of 2.253 million won) were second most favorable after those with medical majors, but the students with natural science majors (73.8%, 1.794 million won) were much lower in employment rate and wage compared to those with engineering majors
○ Among engineering majors, mechanical engineering, and electronics and electrical engineering majors performed well in terms of employment, while employment outcomes were poor across all majors in natural sciences compared to their engineering counterparts; particularly weak in employment performances were construction and civil engineering majors in the engineering field, and biology major in natural sciences
○ The employment rate was higher in 2011 compared to that of 2008, but the quality of employment (ratios of permanent jobs, decent jobs and downgraded employment) have deteriorated, giving rise to the need for policy efforts towards realizing fairness in the labor market and creating quality jobs
○ The poor employment outcomes among graduates of natural sciences are attributed to the relatively low level of national competitiveness of the field and over-supply of manpower, making it important to increase financial assistance for natural sciences, and to carry out a reasonable level of restructurin
대졸자의 병역이행 실태와 노동시장 성과
No full text○ 부모의 학력이 높을수록 현역 제대 비율이 낮고 보충역 제대 비율이 높음. 현역 제대 비율은 아버지 학력이 고졸인 경우 87.5%, 대졸이상인 경우 84.1%이고, 보충역 제대 비율은 각각 5.5%, 7.5%임.
○ 아버지가 보건∙의료 관련직에 종사하면 81.6%만이 현역으로 제대하여 평균보다 4.7%p 낮음.
○ 현역 제대 대졸자의 월평균임금은 보충역 제대 대졸자보다 12만원 낮음.
○ 현역 제대 대졸자는 보충역 제대 대졸자보다 고용률은 3.9%p, 선망직장 취업률은 3.7%p 높음
Workplace Bullying in South Korea: An exploratory study
No full textThe role of national culture on the manifestation of workplace bullying has been illustrated by a limited body of literature (e.g., bully status in the UK and Scandinavia). Considering the difference that exists even amongst the Western countries, a question is raised over how bullying may manifest in a culture that is completely different from Western culture (South Korea, in specific). Korean employees with a minimum tenure of three months and from various occupational backgrounds were recruited and 193 employees completed the Negative Acts Questionnaire-Revised(NAQ-R). The overall prevalence rates of bullying (both subjective and operational) were not particularly high with Korean sample. A significant difference was observed between age-groups in their operational victim status, but not self-reported victim status. It was also found that peers were most frequently reported as ‘bullies’ followed by superiors and subordinates. Finally, a significant association was found between school bullying experience and self-reported workplace bullying. The results were explained based on Korean culture and history and their implications were discussed. This study revealed how culture and history were embedded in workplace bullying in South Korea.
■？Key Words: workplace bullying, national culture, South Korea, prevalence, bully status, school bullyingⅠ. Introduction 3
Ⅱ. Methods 7
Ⅲ. Results 9
Ⅳ. Discussion 12
References 1
UNESCO Regional Center Project in 2013
No full text○ UNESCO Regional Center 사업(2013)의 목적은 다음과 같음.
첫째, UNESCO에서 위탁한 아프리카 직업교육 발전 사업인 BEAR Project 담당자 역량개발 워크숍 개최. BEAR 프로젝트에 참여하는 아프리카 5개국 전문가들을 초청하여 직업교육훈련 교육과정을 개발하고 노동시장을 분석하여 경제발전과 연계된 직업교육훈련발전을 지원하고자 함.
둘째, UNESCO-UNEVOC에서 요청한 아시아 지역 TVET 총괄기관으로서 회원국들을 초청하여 TVET 발전을 위한 지역포럼을 개최함. UNEVOC과의 긴밀한 협의를 통하여 아시아 국가 등 많은 국가들의 공통적 이슈인 청년 취업과 녹색산업 인력양성 정책과 사례에 대한 논의의 장을 마련하여 아시아 지역 회원 국가들의 우수한 직업기술교육훈련 (TVET)의 제도와 정책 현황과 사례를 공유하고 선진사례의 시사점을 논의함으로써 아시아지역의 경제발전에 기여하고자 함.
셋째, 한국에서 경제발전에 기여한 TVET의 성공적 사례를 개발도상국 및 해외에 효율적으로 전수하고 보급하기 위하여 직업교육훈련에 대한 분야별 내용을 집필하여 “한국의 직업교육훈련” 책자를 국문과 영문으로 발간함. 이를 통해 아시아 아프리카 등 개발도상국의 직업기술교육훈련 발전을 위하여 한국의 최근 동향과 정보를 공유함으로써 그들의 발전에 기여하고자 함.제1장 사업의 개요_1
제1절 사업의 배경과 목적 3
제2절 사업의 내용 및 방법 8
제2장 BEAR Project 실무자 역량강화 워크숍_15
제1절 BEAR Project 실무자 역량강화 워크숍 개관 17
제2절 전문가 현장학습 주요 내용 31
제3절 주제 논의 세션40
제4절 국가별 TVET 아젠다 46
제3장 UNEVOC-KIRVET 아태지역 포럼_53
제1절 UNEVOC-KRIVET 아태지역 포럼의 개관 55
제2절 전문가 발표와 논의의 주요 내용 66
제3절 포럼 평가 및 평가결과 80
제4장 “한국의 직업교육훈련(VET in Korea)” 국·영문 책자발간_83
제1절 “한국의 직업교육훈련” 책자 발간의 배경과 목적 85
제2절 집필 내용과 방법 86
제3절 목차 및 집필진91
제4절 기대효과 및 활용방안 92
제5장 사업의 평가 및 향후 추진 방향_95
제1절 사업의 평가 97
제2절 향후 추진 방향101
[부록]
[부록 1] BEAR 프로젝트 역량강화 워크숍 프로그램 111
[부록 2] 아프리카 5개국의 배경 및 현황 115
[부록 3] UNESCO Regional Center 사업 연혁(2001~2013) 127
[부록 4] UNEVOC-KRIVET 아태지역 포럼 평가 양식 13
A Research on Model for Development and Operating System of Training Courses within the Vocational Competency Development Account System
No full text직업훈련과정의 품질관리를 위해 수행되고 있는 이와 같은 심사절차에서 매년 최종 적합률이 30% 내외임에도 불구하고, 직업능력개발계좌제 적합훈련과정의 질적 수준에 대한 의문이 관련 이해당사자로부터 제기되고 있다. 이는 실업자 직업훈련시장의 진입장벽이 낮아지면서 직업훈련에 대한 이해나 경험이 부족한 신규훈련기관이 직업능력개발계좌제 심사 및 훈련에 많이 참여하고, 기존 훈련기관들도 훈련과정 개발능력이나 실시능력에 관계없이 심사 통과만을 위한 훈련과정 개발 행태를 보이고 있기 때문으로 여겨진다. 또한, 적합훈련과정 심사에 통과했다 하더라도 직업훈련에 대한 특수성을 고려하지 않은 채 자신들의 수익을 올리는 데만 급급한 일부 훈련기관에서 훈련과정 개발 및 운영을 비체계적으로 소홀히 다루고 있기 때문이라고 판단된다. 이로 인해 직업능력개발계좌제 시행 6년차인 2013년 현재까지 적합훈련과정의 수준에 대해 논란이 거듭되고 있다. 그러나 이제는 직업능력개발계좌제 훈련과정에 대한 개발·활용·사후관리 등 훈련과정 개발 및 운영체계 모델을 개발하여 직업훈련기관에 제공하고 적합훈련과정 심사에 활용함으로써, 직업능력개발계좌제 훈련과정의 전반적인 수준을 향상시키고, 훈련생들에게 질 높은 직업훈련을 제공하며, 더 나아가 직업훈련 전반의 질적 수준을 개선해야 할 시점이 되었다. 특히, 산업현장의 직무를 수행하기 위해 요구되는 지식·기술·소양 등의 내용을 국가가 산업부문별·수준별로 체계화한 국가직무능력표준(NCS)을 훈련과정 개발 등에 반영하는 것도 바람직하다고 여겨진다.
본 연구에서는 이러한 차원에서 직업능력개발계좌제 훈련과정 개발 및 운영체계 관련 이론 고찰과 훈련과정의 현황 및 운영실태, 그리고 우수한 훈련과정과 그것을 운영하는 훈련기관을 일정 기준에 따라 선정？분석하여 ‘훈련과정 개발을 위한 수요조사에서 수료생의 취업 및 사후관리에 이르기까지’의 훈련과정 개발 및 운영체계 모델을 개발하여 제시함으로써, 향후 직업능력개발계좌제에 참여하는 훈련기관들의 훈련과정 개발 및 운영에 도움을 주고자 하는 데 목적이 있다.Now in 2013, when Vocational Competency Development Account System(VCDAS) has been practiced for six years, the controversy over the level of Eligible Training Process(ETP) has continued. Therefore, we need to develop training process and operating system of VCDAS by designing its development, application and follow-up management. Then, we can provide them to vocational training institutions and use them to screen ETP. In other words, we should improve overall level of VCDAS training process, provide trainees with decent-quality vocational training, and further enhance overall standard of vocational training.
For these reasons, we develop VCDAS training process, consider relevant theories of its operating system, and select and analyze excellent training processes and its training institutions based on certain level. Afterwards, we develop training process and operating system through from demand survey of training process development to trainees’ employment and follow-up management, and we suggest relevant policy proposals. The purpose of the research is to help training institutions, which participate in VCDAS in the future, to develop and operate training processes properly.
A model for VCDASs training process and operating system designed by the research is below.
Relevant policy directions based on the model above which are in need of improvements are as follows.
First, for development and operation of training process in the future, it is desired that the model presented in chapter 5 be manualized with details of orders, levels, and methods. These must be helpful for members of training institutions to do organizational activities smoothly, understand tasks systemically, and reach proper level of training process certainly.
Second, VCDAS training process must show its essential elements which are planning, implementation, and assessment stage - training purpose, training targets, teachers？instructors, facilities？equipments, training contents, teaching-learning methods, subject completion system, assessment tool for training achievement, etc - on training implementation plan or teaching-learning plan. Currently, assessment items of subject completion system and assessment tool for training achievement are missing at the assessment stage for ETP content suitability. Therefore, subject completion system and assessment tool for training achievement also need to be included in essential elements of training process, and it needs to be checked at the assessment stage for ETP content suitability if they are really included and composed properly.
Third, it seems quite hard in reality for a training institution to properly analyze industry and labor market and to grasp demand of industrial manpower. Therefore, the government and local governments are desired to do it autonomously by region and by industry. Ultimately, it is desired for them to provide the data to training institutions for their applications, or to develop NCS by job types or learning module immediately.
Fourth, now it is not able to be checked if the quality of training process authorized in ETP assessment is maintained same as its initial assessment. Thus, training institutions need to assess its quality management on their own during the operation of training process. For this, training institutions are desired to present their own assessment plan for quality management at ETP assessment stage. Also it can be considered to include it in suitability judgement stage.
Fifth, in the United States and Australia, training institution and training process sponsored by government are under the government’s management and supervision through on-line and off-line records and tracks. It helps to see if it has been operated same as its initial assessment. Therefore, it is desirable for each local government office to have training monitoring system, in order to collect and analyze DB for training institution’s operation and accomplishment and trainee’s teaching-learning history. Training institutions as well as local government offices need be required to have this kind of monitoring tools. In other words, it is desired to check training operation frequently by collecting data for training operation, training accomplishment, and teaching-learning history in real time.
Sixth, training process developers and teachers are required to take the vocational training process manual which uses NCS, and to have experience and ability to develop NCS education training process and learning module. It helps to verify validity of process development and operating system model. Training programs for training institution operators and teachers in the future should be prepared, and it should be introduced as one of evaluation index at ETS assessment stage.
Seventh, current procedure of acknowledgement and appointment for NCS Account System is as follows. Promotion procedure for NCS Account System consists of NCS and learning module development, Account System training process development and assessment, Account System training process acknowledgement？appointment, Account System operation, operation assessment and follow-up management(overall feedback for improvements) in order. Therefore, NCS Account System development and acknowledgement should be promoted in connection with NCS and learning module development and application policies. In other words, it is desired that only acknowledged institutions as VCDAS training process operating institutions or training institutions whose training process is approved at ETP assessment can operate verified programs.제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 5
제3절 연구의 방법 6
제4절 선행연구 분석 10
제5절 연구의 기대효과 및 한계13
제2장 직업능력개발계좌제 훈련과정 개발 및 운영체계 관련 이론 고찰_15
제1절 훈련과정 개발과 체계적 운영의 의의 17
제2절 훈련과정 개발 모델 관련 이론적 논의 24
제3절 훈련과정 운영 모델 관련 이론적 논의 35
제4절 시사점과 함의 41
제3장 직업능력개발계좌제 훈련과정의 현황 및 운영실태_45
제1절 훈련기관 및 훈련과정의 유형 및 특성 47
제2절 훈련과정 심사 기준 및 결과 분석52
제3절 훈련과정 운영 현황 및 결과 분석59
제4절 시사점과 함의 65
제4장 국내외 직업훈련과정 개발 및 운영 사례 분석_67
제1절 우수사례 선정기준(안) 69
제2절 국내 우수사례 조사결과 72
제3절 해외 우수사례 조사결과 107
제4절 시사점과 함의 130
제5장 직업능력개발계좌제 훈련과정 개발 및 운영체계 모델_139
제1절 훈련과정 개발 및 운영체계 개발방향 141
제2절 훈련과정 개발 및 운영체계 모델(안) 144
제3절 훈련기관 현장 타당성 검토 결과 173
제6장 정책 제언 : 관련 정책 개선방향_179
SUMMARY_185
참고문헌_191
부 록_195
1. 우수사례 조사지 197
2. HRD-Net 자료 요청서 199
3. 현장 타당성 검토 체크리스트 20
Study on Enhancing Competency for Employability of North Korean Refugees
No full text본 연구는 북한이탈주민의 경력경로를 분석하고, 구직과 직장 적응의 성공·실패 요인을 추출하여 이들의 경력개발 요구와 산업계의 필요에 적합한 취업역량을 지원하는 국가·산업·개인 수준의 정책 방안을 제안하고자 한다.
구체적인 연구 목표는 다음과 같다.
첫째, 생애사 분석을 통한 경력경로 및 경력유형을 분석한다.
둘째, 경력개발의 성공과 실패 요인을 추출한다.
셋째, 성공을 강화하고 실패를 극복할 수 있는 정책 대안을 모색한다1. Overview
This study analyzes career paths of North Korean refugees and extracts success and failure factors for job search and adaptation. Policy measures are suggested to support their career development and employability.
The contents of this study are as follows.
First, theories on career path, career types, career development, and previous research related competencies development of North Korean refugees were analyzed.
Second, employment-related laws and policies, employment situation and trends were examined.
Third, career paths and career types were analyzed through life history analysis.
Fourth, competency level related to employability of North Korean refugees was analyzed by questionnaire survey of employers and helpers.
Finally, the strengthening measures for employment of North Korean refugees were proposed.
The methods and procedures adopted for the study were literature review, questionnaire survey, qualitative life history analysis, experts consultations and seminars.
2. Related policies review
There are variety of resettlement support-related laws and regulations so that North Korean refugees can settle into a stable community in South Korea. South Korean society is providing general settlement needed in the early stages as well as support for a stable job training required for employment assistance: job placement, employment institutions officer, employment subsidies, education and the recognition of qualifications, entrepreneurship support, social business operations support and other related policies.
In addition to legal assistance and government policy, many private groups operate a variety of programs for North Korean refugees. Private sector is a growing trend in the program, however, support the employment of North Korean refugees and professional programs for capacity building for employment is still lacking.
3. Life history analysis
Most of the North Korean refugees are coming to South Korea without stacking enough experience to form a career. Motives of North Korean refugees are mainly due to economic hardship, adaptation problems in North Korea, the constraints of professional freedom, and uncertainty of success.
First impression of South Korea for the North Korean refugees is frustration and disappointment in contrast to expectations. At this time they spend a lot of worry and hard times alone, and feel much emotional alienation. After completion of Hanawon, governmental settlement support institute for North Korean refugees, refugees showed a different career path. The biggest difficulty in the initial settlement phase is language discrepancy between North and South. The language problem is one of the barriers that inhibit an effort to occupational settlement.
Refugees get their first job through referrals and tend to attend vocational education and training related to the job. North Korean refugees have accounted for 70% of the women. Women are initially have their job as waitress, janitor, and maid in preparation for moving into better job. It is important to understand the value of money through the work in the early stage of adaptation. Many North Korean refugees show disappointment for their first job. This is due to not enough information about the job and not taking into account the experience of their aptitude, interest, working conditions and work environment of the North Korea.
Major cases of career growth stage are termination of three years employment subsidies, work-family balance, continuation of study, and awareness of inequalities for work life. Occupations associated with government subsidies tend not highly relate with an individual''s career development after training. Accreditation of education and experience in the North is institutionally provided, but the progress is not easy.
4. Career Path analysis and typology
A. Career paths of North Korean refugees
The career types of North Korean refugees are very diverse. The first of these, who has career of the military or public sector in North Korea now has the job of government officials or in public institutions in South Korea. Second, to be a government official in South Korea. Third, to have a job related to the job in North Korea. Fourth, most of interviewees have their job unrelated to that of North Korea’s. Fifth, to have the same or a related occupation in the North.
The most effective policy for North Korean refugees’ career path is subsidy for settlement and employment. Recognition of education and qualifications of North Korea, job training and employment support policies, expansion of opportunity to be government officials are also important policy. Most common acquaintances affected the career movement. South Koreans who North Korean refugees meet with have very important implications during the course of the early settlers, and stage of career movement.
The path of the current occupation of refugees is largely a business, bonds, employment through the recommendation or introduction by acquaintances, employment by their own will, employment by providing information of Hanawon, and career connection based on the experience of North Korea.
B. Typology of career paths
Types of career path can be classified into largely career-linked, career pioneering, and career break. Depending on the career path, career-linked type are re-classified into four such as professional type, the same type, a public institution type, and some connection type. Career pioneering type is mostly North Korean refugees have different types of jobs in the South such as employment type and business type. Career break type is almost inconsistent career path during migration of North Korea → the third countries → South Korea and job status and satisfaction gradually decline.
5. Success factors and barriers of career development
Success factors of career development are good social network formation, abandoning own position, attitudes of challenges and learning, work adjustment as social adjustment, understanding of South Korea, and stable home. Barriers are different speech style between North and South Korea, lack of opportunity according to the social structural discrimination, one-sided support system, lack of attention and love, interpersonal problems, South Korea''s impoverished affection, disconnected career, lack of information of jobs and education and training, the barriers of age, lack of systematic career support, and lacking of work experience.
6. Policy recommendations
Policy suggestions are as following based on the study.
First, job skills assessment tool should be developed and regularly assess the competency the refugees to boost employability and to reflect employment vocational education and training programs and policies.
Second, step-by-step achievement standards need to be established for career development and to be rearranged support programs.
Third, at an early stage, it is need to spend more time to understand South Korean society rather than prematurely induced employment and senior refugees to serve as a mentor to enhance the effectiveness of the support.
Fourth, employment incentives and subsidies need to be linked with employment counseling, vocational education and training completion, and the individual''s career development.
Fifth, the scope of waiver of national technical qualifications is also need to be expanded qualifications as well as work experience through the recognition system.
Sixth, it is need to strength the follow-up measures after getting job.제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 6
제3절 연구의 방법 및 절차 7
제2장 관련 이론 및 정책 분석_13
제1절 북한이탈주민 지원 제도 15
제2절 경력경로 관련 이론 37
제3절 취업역량 55
제4절 생애사 연구 81
제5절 북한이탈주민의 경력경로 및 취업역량 91
제3장 북한이탈주민 경력경로 분석_111
제1절 사례의 선정 113
제2절