Korea Research Institute for Vocational Education and Training
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Extending the Retirement Age and Skills Development of Company
Get PDFThe purpose of the study is to suggest what direction skills development for elderly workers should be realized in companies and in what direction skill development policies should be developed in response to making the extension of the retirement age mandatory. This study’s results are as follows:
First, the participation ratio for the vocational training of the elderly workers was lower than that of young and middle-aged workers. Moreover, voluntary participation rate of the elderly workers themselves was very low.
Second, the execution of the elderly worker’s vocational training did have an effect on the increase in productivity. However, its effect is lower than that of young and middle-aged workers.
Third, the companies were recognizing different problems that arose due to the extension of the retirement age. The main concerns were the increase in cost of labor, followed by skills obsolescence, mismatch between the competence demanded by the firm and the performance of the elderly workers, and lack of duties that could be accomplished by the elderly workers. Recognition of these problems confirmed that expanding vocational training investment in companies and relating these investments to the increase in productivity are the long-term goal for both government and companies to prevent the decrease in competence and performance of the elderly workers.
Fourth, after the extension of the retirement age, companies had dominant consensus on the fact that there needs to be equal or more vocational training investments for the elderly workers than the past. At the same time, the companies were asking the government to provide: supports for the training fee of employment insurance; consulting of human resources management in companies; development and supply of vocational training program specialized for the elderly workers.
Fifth, despite the long-term characteristics of extending the retirement age, companies were just concerned with cutting down short-term cost of labor and as a result, the wage peak system was being considered as the major countermeasure for the extension of retirement age. On the other hand, there were limited opportunities to participate in the vocational training specialized for the elderly workers, which clearly showed the fact that there is a desperate need to reinforce the preparation for extending the retirement age.
Sixth, as of vocational training needed for the elderly workers, the following were mentioned: training about the new technology trend; training to prepare for reemployment after retirement; moral education to improve attitudes. ..
Work Values and Work Ethics of Korean(2014)
Get PDFEvery 4 years since 1998, Korean Research Institute for Vocational Education and Training(KRIVET) has been conducting a survey targeting the people in Korea on Korean’s occupational consciousness. The research of 2014 is the 5th study. The purpose of this research is to observe the occupational consciousness of Koreans of 2014, and the reality of the work ethics and the aspects of transition through the time series analysis of 2006 and 2010.
Also, with the socio？？economic change, the newest issues that are closely related to the occupational world and the aspects of the labor market, such as job and happiness, vocation, maladjustment of the new employees, the recognition on unfairness, the competency centered society, and on the Work Smart, have been investigated.
By applying Multi？？Stage Stratified Clusters Sampling method, the household survey was conducted of 1,500 people and the age range was 16？？64.
Based on the World Values Survey (WVS: 2010？？2014), the occupational consciousness of 5 different countries that include Korea, U.S.A., Germany, Japan, and China, was compared and analyzed. The importance of work in life was the highest (extremely important + very important)in Korea (90.6%) and then Japan came in the 2nd place (84.2%), U.S.A., Germany, and China was 79.9%, 79.9%, 79.6% respectively. In general, people in Korea and Japan consider that work is important in life more than the people in the US, Germany, and China
Embedding Vocational Skills Development Policy within the Employment and Welfare Linkages in Support for Self-sufficiency of Working Poor
Get PDFWorking 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
다전공자의 특성과 노동시장 성과 분석
Get PDF다전공자의 월평균 임금은 207만 원으로, 단일전공자 205만 9천 원보다 다소 높음.
인문계열의 경우 다전공자의 월 평균 임금은 201만 4천 원으로, 단일전공자 180만 9천 원보다 약 20만 5천 원 더 많음.
전체 4년제 대졸자의 20%가 다전공을 하였으며, 여자(26.2%)가 남자(14.6%)보다, 인문계열(42.1%)이 타 계열보다, 수도권 대학(25.8%)이 지방대학(14.9%)보다 다전공 비율이 높음.
인문계열은 입학 당시 가구 소득이 월 200만 원 미만인 경우 다전공 비율이 29.9%로, 500만 원 이상인 경우(49.9%)보다 20.0%p 낮음.
수도권 대학 인문계열 대졸자의 다전공 비율은 49.9%로, 지방 광역시 소재 대학 38.3%, 그 외 지방대학 30.8%보다 각각 11.6%p, 19.1%p 높음.The average monthly salary of people with multiple majors was KRW2.07 million, slightly higher than that of people with a single major (KRW2.059 million).
The average monthly salary of people with multiple majors in humanities was KRW2.014 million, higher than that of people with a single major (KRW1.809 million) by about KRW205,000.
20% of all people who graduated from 4-year colleges had multiple majors, and the percentage of people with multiple majors was higher in females (26.2%) than in males (14.6%), higher in people with humanities majors (42.1%) than people with other majors, and higher in metropolitan college graduates (25.8%) than in provincial non-metropolitan college graduates (14.9%).
29.9% of the people with humanities majors whose household income was less than KRW2 million when they entered college had multiple majors, 20.0pp lower than if their household income was KRW5 million or more (49.9%).
49.9% of metropolitan college graduates had multiple majors, 11.6pp higher than provincial metropolitan college graduates (38.3%) and 19.1pp higher than other provincial non-metropolitan college graduates (30.8%)
신입사원의 소명의식과 직장 적응
Get PDF신입사원의 소명의식이 높을수록 직무만족도는 높고 이직의도는 낮음.
신입사원 중 소명의식이 높은 직원은 17.4%, 직무에 만족하는 직원은 12.4%, 이직의도가 높은 직원은 13.8%로 나타남.
남자 신입사원이 여자 신입사원보다 소명의식(남자: 23.4%, 여자: 10.9%)과 직무 만족도(남자: 13.8%, 여자: 10.9%)가 높고, 이직의도(남자: 10.8%, 여자: 17.0%)는 더 낮음.
중소기업과 대기업 신입사원의 소명의식은 큰 차이가 없으나 직무만족도는 중소기업(12.9%)이 대기업(9.6%)보다 더 높고, 이직의도는 더 낮음(중소기업: 13.1%, 대기업: 17.8%).
제조업 신입사원의 소명의식(18.1%)과 직무만족도(15.3%)는 서비스업(각각 17.5%, 11.5%)보다 높고, 이직의도는 약간 낮음(제조업:13.9%, 서비스업: 13.7%).
교육훈련을 실시ㆍ지원하는 기업에서는 신입사원의 소명의식(18.7%)과 직무만족도(13.3%)가 실시하지 않는 기업 (각각 13.6%, 9.7%)보다 높고 이직의도는 낮음(실시ㆍ지원 기업: 11.1%, 미실시ㆍ미지원 기업: 24.3%).New employees with a higher level of a sense of vocation have a higher level of job satisfaction and a lower intention to change jobs.
Among new employees, 17.4% have a high level of a sense of vocation, 12.4% are satisfied with their current jobs, and 13.8% have a high intention to change jobs.
Male new employees' sense of vocation (23.4%) and job satisfaction (13.8%) are higher than female new employees' sense of vocation (10.9%) and job satisfaction (10.9%). In addition, male new employees' intention to change jobs (10.8%) is lower than that of their female counterparts (17.0%).
There is no significant difference in the sense of vocation between new employees at small and medium-sized companies and those at large companies. However, those at small and medium-sized companies have a higher level of job satisfaction (12.9%) than those at large companies (9.6%). Also, those at small and medium-sized companies (13.1%) have a lower intention to change jobs than those at large companies (17.8%).
New employees in the manufacturing industry have higher levels of a sense of vocation (18.1%) and job satisfaction (15.3%) than those in the service industry (17.5% and 11.5% respectively). Moreover, new employees in the manufacturing industry have a slightly lower intention to change jobs (13.9%) than those in the service industry (13.7%).
New employees at companies that provide and support education and training have higher levels of a sense of vocation (18.7%) and job satisfaction (13.3%) than those at companies that do not (13.6% and 9.7% respectively). However, new employees at companies that provide and support education and training have a lower intention to change jobs (11.1%) than those at companies that do not (24.3%)
The Strategy and Policy Recommendation for Society needs matched
No full text본 연구는 본격적인 저성장 시대로의 진입, 저생산성 서비스업의 팽창에 따른 소득불평등 심화, 그리고 저출산에 따른 학령인구 급감 등 사회 환경이 급변함에 따라 새 교육 패러다임으로의 전환이 필요하다는 문제의식하에 사회수요에 맞는 고등교육개혁을 위한 추진전략과 정책 방안을 모색하고자 하였다. 이를 위해 사회수요 변화에 대한 개념 정의 및 우리의 고등교육개혁 추진 현황과 문제점 검토, 주요국의 고등교육개혁 추진 현황과 시사점 분석, 현 정부의 고등교육개혁 추진 현황 분석 등을 수행하였다. 현재 우리는 본격적인 산업화 이후 한 번도 경험하지 못한 저성장 시대를 맞이하여 과거 양적 팽창기에 구축된 교육 패러다임에 대한 변화를 모색해야만 하는 실정이다. 이에 정부에서는 사회수요 맞춤형 고등교육개혁 방안을 추진하고 있으나, 교육 패러다임의 근본적인 변화에는 미치지 못하는 것으로 평가되고 있다. 이에 따라 과거 양적 팽창 위주의 교육 패러다임에서 여하히 질적 패러다임으로의 전환을 이루어 낼 것인가 하는 문제가 시급한 시대적 과제로 부각되고 있다. 이 연구는 이에 대한 정책적 대응 방안을 찾는 데 초점을 맞추었다.This study aims to explore the strategy and policy recommendation for society needs matched higher education reform in Korea. Recently Korean society faces a lot of social environment changes such as entering a low growth era, widening of the income inequality according to the expansion of low productivity service industry, school-age population decline due to the low birth rate. Accordingly we need to transform the whole education paradigm.
For this purpose, we analyze the concept of society needs change, status and problems of Korean higher education reform, higher education reforms in major countries, the current government’s higher education reform. The government is pursuing several society needs matched policies. But many experts assess that those policies can not reach fundamental paradigm changes.
As a result of this, it appears as an urgent task to convert existing system into a new system. This study focuses on the policy alternatives to respond to this task.Ⅰ. 연구의 필요성과 목적 2
Ⅱ. 사회수요 변화와 고등교육 패러다임의 전환 3
Ⅲ. 주요국의 고등교육개혁 추진 현황과 시사점 13
Ⅳ. 정부의 고등교육개혁 추진 현황과 문제점 18
Ⅴ. 사회수요에 맞는 고등교육개혁을 위한 정책제언 23
참고문헌 26
Abstract 28
부록 2
A Study on the Improvement Direction for the Post-secondary Vocational Program for Students with Special Education Needs
No full text본 연구의 목적은 장애학생의 자립적인 생활과 원활한 취업으로의 연계를 도모하기 위해 특수학교 및 일반학교에 설치된 전공과의 내실 있는 운영방안을 제안하고, 전공과 운영의 활성화를 위한 구체적인 정책방안을 모색하는 데 있다. 이를 위한 연구 목표는 다음과 같다.
첫째, 현재 시점에서의 전공과 운영 모형을 진단하고, 문제점 및 시사점을 도출한다.
둘째, 내실 있는 전공과 운영을 위한 특수학교 및 일반학교 전공과의 운영 실태를 살펴보고, 관련 이해관계자의 요구의견을 수렴한다.
셋째, 현재 전공과 운영 모형에 기초하여 운영상의 문제점에 대응하며, 전공과의 역할과 목적에 부합한 방안을 제안한다.
넷째, 전공과 운영의 활성화를 위한 구체적 전략과 지원체계 방안을 제안한다.The purpose of this research was to suggest the improvement directions for the post-secondary vocational program for the students with special education needs both in special and general school.
For the purpose, quantitative and qualitative research methodology were used. For quantitative methodology, the survey instruments were developed for school administrators, teachers and parents in three factors; input, process, and output based on the related legislation. The input factor was divided into five categories, and the process and output factors were consisted with two and four categories respectively. This survey were conducted during 2 weeks(from September 2 to September 16, 2015) through e-mail and post with the support of the Ministry of Special Education Policy division to all schools both in special and general school where post-secondary vocational program for the students with special education needs were running. A total number of 1,051(158 school administrators, 367 teachers, and 526 parents) from 88 schools were responded. For qualitative methodology, school visiting and face to face interview were conducted with four special schools and teachers for getting more detail information about how to improve the post-secondary vocational program for the future.
This research suggests four improvement of basic directions as follows. First, the identity of post-secondary vocational program for students with special education needs is to provide the vocational rehabilitation training. Secondly, the core curriculum of post-secondary vocational program should be focus on the employability of students on the specific job training, career management skill, successful job-seeking skill, and follow-up management after graduation. Thirdly, the criteria of selection of student in post-secondary vocational program should be focus on the personal who have higher degree of the motivation and desire for worker. Lastly, local government and community should provide the strong life-long education program including the independent living training for individual who could not be included on post-secondary vocational program. In addition, finally this research suggested the directions on the various improvement of the program based on the survey results, interview with teachers, and consulting with professional person with input, process, and output of the post -secondary vocational program accordingly.
The post-secondary vocational program for students with special education needs must be have the clear identity for vocational rehabilitation training, and provide the curriculum to be the independent quality of life after graduation as the last stage of the post-secondary educational level. It must be the ultimate purpose of the post-secondary vocational program for the success and effective education.요 약
제1장 서 론_1
제1절 연구의 필요성 3
제2절 연구의 목적 8
제3절 연구의 내용 및 방법 9
제4절 용어의 정의 14
제5절 연구의 제한점 17
제2장 특수학교 및 일반학교 전공과 운영의 개요_19
제1절 전공과 설치의 법적 근거 및 정체성 21
제2절 전공과 현황 25
제3절 전공과 운영의 문제점과 개선방안 관련 선행연구 42
제4절 전공과 운영의 활성화를 위한 시사점 52
제3장 특수학교 및 일반학교 전공과 운영의 실태 분석_57
제1절 설문조사 개요 59
제2절 설문조사 분석 결과 69
제3절 현장방문 및 인터뷰 결과 109
제4절 시사점 121
제4장 특수교육대상학생을 위한 전공과 운영 활성화 방안_125
제1절 전공과 운영 활성화를 위한 기본 방향 127
제2절 전공과 운영 활성화 방안 132
제3절 제언 148
SUMMARY_154
참고문헌_157
부 록_161
1. 전공과 운영에 관한 법령 분류표 163
2. 학교관리자 설문지 171
3. 교사 설문지 184
4. 학부모 설문지 19
The Study of Korean Occupational Index(2015)
No full text2015년 연구는 한국, 미국, 독일, 일본 등 주요국의 직업지표를 조사하고 비교하고자 한다. 본 연구의 목표를 정리하면 다음과 같다.
첫째, 한국, 미국, 독일, 일본 등의 주요 직업을 대상으로 직업지표를 산출한다.
둘째, 주요국 직업인 조사 결과를 바탕으로 숙련, 일？가정의 균형, 단시간 근로, 자격과 훈련 등에 관한 쟁점을 분석한다.
셋째, 한국, 미국, 독일, 일본 등의 경제적 현황뿐만 아니라 직업과 연관된 문화와 제도를 분석한다.
넷째, 주요국의 직업지표 분석 결과를 바탕으로 우리나라 직업인의 전문성과 노동조건을 향상시키기 위한 정책적 대안을 제시한다.Detailed objectives of this study are as follows:
First, calculate occupational index for major occupations in Korea, the USA, Germany, Japan, and so forth.
Second, analyze issues about skill, balance between work and family, short-term labor, qualification and training based on major countries’ workforce investigation result.
Third, analyze not only economic conditions in Korea, the USA, Germany, Japan, and so on, but also culture and system related with occupation.
Fourth, suggest an alternative for improving workforce professionalism and labor condition based on major countries’ occupational index investigation result.
Main methods of this study are literature review, survey, conducting a seminar, and so forth. Survey is the core method of this study. We performed a survey to calculate the occupational index for major workforces in Korea, the USA, Germany, and Japan. Survey method is web-based and goal of respondents is 4,000 people in four countries. Investigation period is from 19th of May, 2015 to 8th of July, 2015.
To review overall basic occupational index value in each country’s 20 jobs, lawyer, medical specialist, elementary school teacher, education manager, and accountant were in the top five in case of Korea. In the USA, electrical engineer ranked third and elementary school teacher dropped out of the top five. In Japan, reporter ranked fifth and accountant dropped out of the top five. Germany presented a great contrast to the other three countries. In Germany, medical specialist ranked at the top. Next came electrical engineer, web developer, education manager, insurance salesperson and so on.
To sum it all up, Korea and Japan’s index were lower than Germany and the USA especially employment stability, development possibility, job professionalism, and so forth.
To review overall basic occupational index value in each country’s 20 jobs after ten year’s prospect, education manager was the top prospect of future. Next came elementary school teacher, electrical engineer and nurse. In the USA, accountant ranked second, lawyer ranked third, carpenter ranked fifth and elementary school teacher, nurse, fashion designer dropped out of the top five. In Germany, web developer ranked first, medical specialist ranked third, accountant ranked fourth and education manager, elementary school teacher, electrical engineer dropped out of the top five. In Japan, medical specialist was the top prospect of future. Next came elementary school teacher and electrical engineer. More than three countries amongst observed ranked electrical engineer as in the top five after ten year’s prospect.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 및 연구의 한계 7
제2장 연구 방법 및 선행 연구 검토_11
제1절 연구 방법 13
제2절 선행 연구 26
제3절 연구 대상 국가 및 직업 선정 37
제4절 조사 대상 직업에 관한 사전 분석 47
제3장 주요국의 사회경제적 환경 분석_49
제1절 미국 51
제2절 독일 64
제3절 일본 75
제4절 한국 85
제5절 소결 95
제4장 주요국의 기초 직업지표 분석_101
제1절 응답자의 특성 103
제2절 영역별 기초 직업지표 105
제3절 종합 기초 직업지표 125
제4절 10년 후의 직업 전망 138
제5장 주요국의 응용 직업지표 분석_173
제1절 숙련수준 175
제2절 직무만족도 190
제3절 일·가정의 균형 210
제4절 단시간 근무 230
제5절 자격 및 훈련 254
제6절 소결 285
제6장 정책 제언_289
SUMMARY_319
참고문헌_323
부 록_345
1. 조사 대상 20개 직업의 선정 논의 347
2. 주요국의 직업지표 개발을 위한 조사 설문지 351
2-1. 한국의 직업지표 조사 설문지 351
2-2. 미국의 직업지표 조사 설문지 362
2-3. 독일의 직업지표 조사 설문지 373
2-4. 일본의 직업지표 조사 설문지 384
3. 주요 4개국의 직업별 준비 방법 비교 39
Research into the Management and Articulation of NCS-based Qualifications
No full text본 연구의 목적은 NCS를 기반으로 한 다양한 자격들이 상호 연계가 가능하도록 운영되고 있는지 파악하기 위해 운영 현황을 분석한 후 자격 간의 연계 방향과 연계를 위한 정책과제를 마련하는 것이다.ThearticulationbetweenNCSbasedqualificationsinvolvescross- acknowledgement of the learning outcomes. It minimizes the repetition of the same or similar learning and contributes to promoting life-long learning. Currently, many qualifications have been designed and run based on NCS but little research looked into the overlap between them or the possibility of articulation.
This study aimed to 1) evaluate the current governmental qualification policy and the process in which the policy has been carried forward, 2) evaluate current state of NCS-based qualification management, 3) analyse the possibility and underlying issue in the articulating different qualifications, and 4) recommend the effective ways of articulating the qualifications.
The methodology included literature and text-data review, experts interview, questionnaire survey, content analysis of NCS based occupational qualification and VET courses, and a seminar to share the views and insights of involved parties.
Through the case study of overseas countries, questionnaire survey, and experts interviews, three recommendations can be made for the articulation of NCS-based qualifications. Firstly, prior learning should be unitized and acknowledged as credits of learning. Secondly, related contents of learning should be discussed and articulated in prior. Finally, related contents of learning should be analysed and recognised as learning credit. In comparison to the first recommendations, the final one differs in that the units of credit is not the same as NCS units of credit.
The study makes the following recommendations for the policy makers. Firstly, detailed credit recognition system should be established for the articulation between qualifications. Secondly, the establishment of NQF should be moved up since it is essential for the articulation of qualifications. Thirdly, the methods and procedure of designing occupational qualification should be reformed. Fourthly, the size of current NCS competency units are irregular and should be improved. Fifthly, the assessment system of NCS based qualification and learning courses should be refined. Sixthly, various infrastructure such as the amendments of the related laws should be made for the articulation of occupational-academic qualifications (e.g., degree). Lastly, the issue of overlap between the contents of different occupational qualifications should be resolved. Should the issue be found to be difficult to resolve, it should be considered to merge the related qualifications.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구의 내용과 방법 7
제3절 연구의 범위와 한계 12
제2장 NCS 기반 자격의 연계에 대한 이론적 논의_17
제1절 자격 간 연계의 개념과 필요성 19
제2절 관련 선행연구 분석 27
제3절 소결 32
제3장 NCS 기반 자격 및 교육훈련정책 추진 현황_35
제1절 NCS 기반 자격정책의 추진 현황 37
제2절 NCS 기반 교육훈련정책의 추진 현황 46
제3절 NQF 정책의 추진 현황 53
제4절 소결 55
제4장 주요국의 자격 운영과 연계 현황_57
제1절 개요 59
제2절 호주 60
제3절 영국 72
제4절 독일 85
제5절 시사점 97
제5장 NCS 기반 자격의 운영 현황과 연계를 위한 요구 분석_105
제1절 자격 간 연계 분석 틀 107
제2절 자격 간 연계를 위한 NCS 직업자격 및 교육훈련 현황 분석 114
제3절 자격 간 연계를 위한 요구 분석 137
제4절 시사점 및 소결 168
제6장 NCS 기반 자격 간 연계 방안_177
제1절 NCS 기반 자격 간 연계 방향 179
제2절 NCS 기반 자격 간 연계를 위한 정책과제 187
SUMMARY_205
참고문헌_207
부 록_217
NQF(안) 219
영국 UCAS가 인증하는 직업교육훈련자격 223
NCS 자격 및 교육과정의 능력단위와 시수 현황: 기계가공 분야 227
설문조사지 237
설문조사 결과 261
해외 사례 267
28
The Demand Survey and the Short and Long Term Development Plan of College of Further Education
No full text본 연구는 이러한 필요성과 정당성에 기초하여 후진학 계속교육의 주 대상자인 특성화고와 마이스터고 졸업생의 교육수요를 정밀 진단하고, 실태 및 요구 조사를 통하여 재직근로자가 원하는 후진학 유형별 계속교육 수요를 파악하여 장·단기 발전 방안을 제시하는 데 있다. 구체적인 연구 목적을 제시하면 다음과 같다.
첫째, 후진학 계속교육 제도에 대한 정책적 변화 추이를 진단하고, 후진학 계속교육 수요조사의 중요성과 한계성을 진단하는 데 있었다.
둘째, 후진학 계속교육 참여 현황 분석과 문제점을 진단하는 데 있었다.
셋째, 후진학 계속교육 참여 주체인 재직근로자와 산업체 인사 담당자를 대상으로 참여 수요와 원하는 교육내용이 무엇인지 파악하고자 하였다. 또 후진학 계속교육 참여 교수와 학생을 대상으로 심층면담을 통해 제도 발전을 위한 의견을 수렴하고자 하였다.
넷째, 후진학 계속교육 제도 운영의 활성화를 위해 장？단기 발전 방안을 제시하고자 하였다.1. Research Outline
According to the pre-employment·post-entrance into a college support policy the portion of employment of specialized high school graduates is on the rise. Nevertheless, their desire for entrance to college after employment remains unabated. With the implementation of a policy that expands opportunity for college of further education, most of junior colleges, four-year universities and cyber universities including the air and correspondence college provide college of further education such as contract departments, special admission for incumbent workers and industrial consignment education. Operating colleges and entrance quota for college of further education are recently sharply growing but substantial educational needs do not meet the circumstances. And demand survey on college of further education of incumbent workers form specialized high school or meister high school, the main object of the pre-employment·post-entrance into a college support policy remains unfulfilled. It is important to secure sustainable demand of incumbent workers involving in college of further education to invigorate college of further education, and it needs to establish a system for securement of quality management so that they can supply college of further education that secure the opening of the departments considering regional condition that they desire and the educational quality of the departments. The research aims to and present short and long term development plan by conducting the detailed analysis of educational demand on college of further education of specialized high school or meister high school graduates and grasping demand by type of college of further education that incumbent workers desire through actual state and needs investigation based on such necessity and legitimacy. Also the research methods to draw objective and valid results include literature research, field interviews and expert councils.
2. Research result
1) Reformation of reconstruction and operational requirements of college of the further educational type
There should be the arrangement operational differentiation through dualization of contract departments, special admission for incumbent workers and industrial consignment education of college of the further education arrangement and the self-study bachelor's degree and the credit bank system of lifelong education. With the prerequisite for reinforcing cooperative education through articulation of degree acquisition and industry, the type of college of further education should be merged into contract departments. Such rearrangement of the long term operational arrangement meets the educational meaning with the current individual type. It is desirable for special admission for incumbent workers to be absorbed and convert into the existing lifelong education system. As the industrial commissioned education, because the type of college of the further education has the more significant meaning of the entrance institution to leave a route open for special admission into the college to specialized high school or meister high school graduates, the meaning of the entrance institution type should be absorbed into the existing credit bank system or the self-educated bachelor's degree system. For the advancement of college of further education system it needs to apply equally to requirements such as an entrance quota and educational financing, entrance qualification. And for contract departments and industrial commissioned departments that make much account of industry articulation for educational cooperative it needs to come up with entrance requirements and an entrance quota applied equally and support measures. Contrary to this, for the special course for incumbent workers that desire advanced degree acquisition and individual self-actualization of incumbent workers it needs to convert in the directions to extend learners' autonomy through articulation with the lifelong education system.
2) Measures to ensure the demand involving in college of further education
It needs to do regular demand surveys at the region level for college of further education, which should be used for building database survey results on such participation and a routine monitoring system or figuring out the national policy on college of further education and skills demand of local industry and the establishment and the participation demand of college of further education of local colleges. It needs to build industry-college articulation support network with local industry and build a substantial management system of industry as a participation subject and participating incumbent workers to ensure the demand of participating colleges that provide college of further education. Also it needs to designate and operate a college of further education.
3) Opening and providing college of further education that education consumers desire
It needs to open college of further education that education consumers desire and create a model of further education management considering applicants' career and systemize the education support service. Along with this, it needs to dualize exclusive section for formal education and for support of students engaging in college of further education and provide them with specialized education and administration support service in operating a college that offers exclusive lifelong education department only for adult.
4) Establishing the quality management system of college of further education
The quality management of college of further education needs to be fulfilled systematically. It needs to unify relevant sections of college of further education and seek development of the system and build and operate an exclusive support center so that college of further education may stabilize and develop institutionally in the long term. It needs to develop and operate a curriculum to link an industry field directly, considering distinct characteristics of college of further education for incumbent workers. And there needs to be a routine assessment of an college operating for quality assurance of college of further education.
5) Reinforcing promotion and support for college of further education
Promotion and support of further education need to be reinforced. To achieve this it needs to promote through the exclusive web site, the various media such as terrestrial broadcast college of further education and seek for measures to improve incumbent workers' and enterprises' recognition of college of further education.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 8
제3절 연구 방법 10
제2장 후진학 계속교육 관련 연구 및 정책 동향 분석_15
제1절 후진학 계속교육 관련 선행 연구 분석 17
제2절 후진학 계속교육 수요 전망의 중요성과 특성 21
제3절 후진학 계속교육 정책 동향 분석 28
제4절 논의와 시사점 58
제3장 후진학 계속교육 수요조사 분석_67
제1절 후진학 계속교육에 대한 재직근로자 수요 분석 69
제2절 후진학 계속교육에 대한 산업체 수요 분석 215
제3절 후진학 계속교육 담당 교수와 참여 학생에 대한면담조사 분석 259
제4절 논의와 시사점 284
제4장 후진학 계속교육 수요 및 질 관리 확보를 위한 장·단기 발전 방안_301
제1절 후진학 계속교육 수요 및 질 관리 확보를 위한 장·단기 발전 방향 303
제2절 후진학 계속교육 수요 및 질 관리 확보를 위한장·단기 발전 방안 309
제3절 추진 주체별 정책 방안 328
제4절 결론 및 제언 329
SUMMARY_333
참고문헌_339
부록_34