Korea Research Institute for Vocational Education and Training
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[국내 동향] 일자리
No full textⅠ. 정책
□ 고용노동부, 「청년내일채움공제」 및 「청년추가고용장려금」 개편(2019. 9. 3.)
□ 국토교통부, 「청년창업가 육성대회」 개최(2019. 8. 26.)
□ 행정안전부, 「지역주도형 청년일자리 사업」 중간성과 발표(2019. 8. 21.)
□ 중소벤처기업부, 「스마트공장 구축기업 청년체험단」 제공(2019. 8. 19.)
□ 고용노동부, 「조선업 특별고용지원업종」 연장(2019. 6. 29.)
Ⅱ. 통계
◈ 2019년 7월 고용동향
□ 경제활동인구는 전년동월대비 35.8만 명 증가, 비경제활동인구는 1.5만 명 감소, 취업자 수는 29.9만 명 증가, 실업자는 5.8만 명 증가
□ 2019년 7월 경제활동참가율은 64.0%로 전년동월대비 0.4%p 증가, 15~64세 고용률(OECD비교기준)은 67.1%로 전년동월대비 0.1%p 상승, 실업률은 3.9%로 전년동월대비 0.2%p 상
스킬 미스매치의 측정을 위한 고용주 조사 방안
No full text스킬 미스매치의 정확한 측정을 위해 개인(취업자)조사와 고용주조사를 결합시킬 필요가 있음. 고용주조사에 스킬 미스매치를 측정하는 모듈 문항을 삽입하여 조사를 하고, 산업과 규모의 범주로 셀을 만들어 개인조사에 연결할 수 있음. HCCP와 같이 사업체-근로자 연계 조사에 모듈 문항을 삽입하는 것은 가장 현실성 있는 방법임. 스킬 미스매치의 정확한 측정을 위해서는 스킬 미스매치의 발생 형태에 대한 추가문항을 포함할 필요가 있음.Ⅰ. 배경 및 문제점 2
Ⅱ. 조사 및 분석 결과 4
Ⅲ. 정책 제언 14
Ⅳ. 기대 효과 21
참고문헌 2
Application of the Korean Qualification Framework in the Labor Market
Get PDFWhile the Korean government has been trying to establish the Korean Qualification Framework(KQF) with a view to ‘break away from a credential society,’ not enough reviews have been made on how to utilize KQF in the labor market. Against this backdrop, the purpose of this study is to examine whether KQF has taken root in a way to be actively utilized in the labor market, identify the problems, if any, and come up with measures to resolve the problems
Setting up vocational skills development system based on civil rights
Get PDFSince the mid-1970s, the introduction and deployment of innovative technologies has led to an increase in the overall skills of the labor force. With that, the standard employer-employee relationship has been reduced, and low skilled workers have become largely out of the labor market, severely hurting their employment stability. In the fourth industrial revolution, there is a growing number of non-formal jobs that are not part of the employer-employee relationship, and workers with low and intermediate skills are being replaced by artificial intelligence and robots in the labor market. Therefore, a higher risk society is being unfolded, and the problem of polarization is seriously proceeding.
In addition to the need of improving the skills of the labor force to meet technological innovations, there is a growing need to form or reform skills to cope with job changes. So the education and training policy has become a strategy to prevent or overcome social exclusion or social risk. Since the global economic crisis in 2008, aggressive labor market policies are now being promoted as social investment policies. Countries around the world have developed a new vocational skills development policy to re-empower the workforce, granting individuals the right to get education and training.
In Korea, the vocational skills development policy is centered on the vocational skills development project in employment insurance. Since it is centered on the employee, there are so many workers who are not employees and who do not work for the firms under the employment insurance. And there are also practical blind spots where workers in small and medium firms and irregular workers covered by employment insurance often out of the vocational skills development project of employment insurance. As a result, there is a great need to reform the vocational skills development system in Korea.
In view of the public nature of vocational skills development, vocational education and training should be universal. As education has been given to people as social citizenship in early years, the right to vocational education and training should be given to people as a social rights, which has been insisted in the theory of transition labor market. In this paper, authors tried to build an alternative vocational skills development system based on the citizenship(civic rights).
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Supporting Career Development of Korean Work-Learning Dual Training Completers
Get PDFIt is critical to enhance transfer of learning outcomes of work-learning dual system to maintain the effectiveness of the system. This research aimed to suggest a proposal for supporting career development of those who completed work-learning dual training programs in South Korea.
To achieve this goal, this study analyzed recent research and data. Literature on recent research trend of career development, current state of dual training completers’ career development support system, and present condition of national and social level support infrastructure were reviewed. Focus group interviews and a survey were conducted to analyze current state and demand of career development of dual training completers.
Individuals who completed the dual training program and left the organization participated in the focus group interviews. The survey participants consist of two groups: dual training completers(treatment group), and employees of small and medium-sized companies(control group). Several advisory meetings and a seminar were held and both internal and external experts participated to discuss the implications of the study.
Based on the results from the survey, interviews, meetings and seminar, this research deduced implications as follows. ① Paradigm shift of career development: putting emphasis on individual psychological and subjective success, considering work environment factors, ② Providing formal support for career development of dual training completers, ③ actualizing KQF and SQF, providing work-learning dual qualification and securing its mobility, ④ strengthening advertisement of existing government projects for career development and supporting sustainable career development through linking these projects with the work-learning dual system, ⑤ improving company culture, company’s human resource management and development(HRM & HRD) system: establishment of learning-oriented organizational culture and competency-oriented HRM & HRD system, department assignment considering individual competency and interests, reducing gap between work duty and education & training contents, formation of friendly relationship with superiors and colleagues etc, ⑥ reinforcing counseling and career guidance during dual training, ⑦ expanding career development support service after completing dual training, building national and social level infrastructure such as link with higher level academic degree or qualification, and ⑧ utilizing online system for supporting career development of apprentices during and after the dual training.
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Direction and Strategy of Human Resource Development Policy in the Future Environment
Get PDFThe purpose of this study is to explore the direction and strategy of human resource development in response to changes in future society. The major social change factors of the future are three: 1) technological progress by the 4th industrial revolution, 2) changes in population structure due to low fertility and aging, and 3) accelerated international division of labor and formation of a global value chain. We also examined the impact of these three factors on human resources development.
In order to characterize the formation of human resources in Korea, we first examined the institutionalization process of human resource formation in Korea. In order to clarify the characteristics of the human resource formation model, we first compared the process of human resource formation in the United States, Germany, and Japan.
In order to gain implications for human resource development direction and strategy formulation in Korea, we surveyed cases of foreign countries. In the case of foreign countries, we analyzed the following: 1) state-led human resources development strategy in Singapore; 2) US-Australia industrial-academic collaborative human resource development strategy; and 3) human resources development strategy in Japan.
In order to establish human resources development direction and strategy, Delphi survey was conducted for experts in each field. In order to validate the results of the Delphi survey, we conducted a questionnaire survey of 141 professors from academic and business professions
Policy Proposals for Developing Human Resources of Regular Workers Who Are Converted from Non-Regular Employment:Public Sector Organizations in South Korea
Get PDFBeginning in 2017 the South Korean Government proposed a policy of converting non-regular workers into regular workers primarily in public sector organizations. As of September 2018, 100,000 non-regular workers converted into regular workers in the public sector. It is expected that converted regular workers will require human resource development. The purpose of this study was to make suggestions for supporting such development.
Recent research on non-regular workers and their limited access to training opportunities was reviewed. Five case studies were conducted. A focus group interview of HR professionals, a focus group interview of HRD managers of public organizations, and ten in-depth interviews of regular workers who are converted from non-regular employment were conducted to analyze current status of and demand for human resource development of the workers.
This study suggested that the Korean Government should provide structured training for the workers who are converted from non-regular employment. It should also consider adopting systems to support training and development of the workers. Human resource management issues which arise in the process of converting employees’ employment status need to be managed beforehand. This study proposed future studies in the topic of human resource development related to changing employees’ employment status
4년제 대졸자의 교육과정 선택이 취업에 미치는 효과
No full text교양 과목 중 외국어 및 인문학 영역의 수강비율이 인문·사회계열 졸업생에서 높게 나타났고, 공학계열 졸업생의 경우 수학 및 기초과학교육 과목 수강 비율이 높은 편임.
인문계열 및 공학계열 전공자의 경우 인접분야 전공과목 수강 비율이 미취업자에 비해 취업자에서 높게 나타남.
공학계열과 인문계열 전공자의 경우, 수학 및 기초과학교육 영역에 대한 과목 수강이 첫 직장 취업에 긍정적인 영향을 미치는 것으로 나타났음.
수학 및 기초과학교육 과목의 수강은 취업 이후 일과 기술 및 능력수준, 또는 교육 수준과의 적합도에도 긍정적인 효과를 보임.Graduates from humanities and social sciences departments tend to have taken more courses in foreign languages and humanities among liberal arts classes, while graduates from engineering department have taken more courses in mathematics and basic sciences.
Among graduates from humanities and engineering departments, the employed have taken more major courses in adjacent areas than the unemployed have.
For graduates from engineering and humanities departments, taking courses in mathematics and basic sciences is found to have a positive impact on landing the first job.
Taking courses in mathematics and basic sciences is also helpful to workers' level of skills, competencies, and training achievements after employment
A Study on the Establishment and Operation of the Central Employment Support Center to Job Support in vocational high schools
No full text...
정부가 중앙취업지원센터를 운영하겠다고 하였지만, 이를 구체적으로 어떻게 설립하여 운영할 것인지에 대한 논의나 연구는 부재한 상황이다. 발표문에서 전국단위의 일자리 매칭, 우량기업 정보 제공, 취업지원사업 발굴 및 운영, 온라인 구직·구인 플랫폼 운영 등을 통해 직업계고와 시·도교육청 취업지원센터 지원을 규정하고 있다. 중앙취업지원센터의 핵심적인 역할은 양질의 고졸 일자리를 발굴하여 이것이 단위학교와 시·도교육청 취업지원센터에서 적기에 활용될 수 있도록 하는 것이며, 이를 위해 어떻게 할 것인가에 대한 준비가 필요하다. 또한 유사한 기능을 수행하는 기관들과의 연계·협력뿐만 아니라 중앙취업지원센터가 안정적으로 운영되기 위해서는 설립 근거, 운영 조건들이 사전에 고려되어야 한다.
이에 본 연구에서는 직업계고 취업지원을 위한 이해당사자들의 역할을 통해 중앙단위의 요구와 역할을 파악하고, 이러한 역할 수행을 위한 중앙취업지원센터의 설립·운영 방안을 마련하고자 한다.As the population decreases in Korean, the number of young people decreases and the need for support for their growth and development is increasing. However, the educationalism formed in the process of industrial development emphasizes the college degrees. The government has pursued a high school employment policy to solve these problems.
But in the labor market, high school graduates are struggling with adaptation and growth. Nevertheless, Responsibilities for the vocational high school students’ employment support are left to the school and school board. Recognizing these problems, the government announced that the Central Employment Support Center will be supported the vocational high school students’ employment by the “High School Employment Revitalization Plan” in January 2019. Accordingly, we conducted this study how to Establish and Operate the Central Employment Support Center to Job Support in vocational high schools.
The main results of this study are as follows: The Central Employment Support Center should systematically perform five roles such as linkage and cooperation, on-site learning, employment and growth, finding and providing information to companies, and promoting and improving awareness so that high school graduates can enter the labor market. In order to fulfill this role, we propose two types of operation of the Central Employment Support Center: ‘Establishment and Operation of Independent Corporations’ and ‘Designation and Operation of Private Entrustment’. ...요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적·················································· 3
제2절 연구의 내용····································································· 7
제3절 연구의 방법····································································· 8
제4절 용어의 정의··································································· 12
제2장 정부와 시·도교육청의 직업계고 취업지원_15
제1절 직업계고 졸업자의 노동시장 이행······························ 17
제2절 정부의 고졸취업 정책을 통한 직업계고 취업지원···· 36
제3절 교육청의 취업지원센터를 통한 직업계고 취업지원·· 48
제4절 시사점············································································ 54
제3장 국내외 유사 기능 수행 사례 분석_61
제1절 사례 분석 개요····························································· 63
제2절 국내 사례······································································· 66
제3절 해외 사례······································································· 91
제4절 시사점·········································································· 123
제4장 중앙취업지원센터의 역할에 대한 요구 분석_129
제1절 조사 개요····································································· 132
제2절 고졸취업을 위한 관계기관의 역할 수행··················· 133
제3절 고졸취업을 위한 관계기관의 역할에 대한 요구······ 143
제4절 시사점·········································································· 168
제5장 중앙취업지원센터 설립·운영 방안_181
제1절 비전과 역할································································· 183
제2절 운영 방식····································································· 190
제3절 운영 형태별 조직 운영·············································· 194
제4절 학교-교육청-유관기관 간 협력··································· 205
SUMMARY_211
참고문헌_217
부 록_231
1. 시·도교육청 취업지원센터 운영 예산 및 주요 업무····· 233
2. 설문조사 내용···································································· 24
A Research on Development plan and Effectiveness of Career Experience Credit System in Universities
No full text이 연구의 목적은 국내외 대학이 운영하고 있는 진로체험학점제 참여 학생 및 미참여 학생을 비교 분석하여 진로체험학점제에 대한 효과를 파악하고, 이를 토대로 진로체험학점제를 포함한 대학의 진로중심 교육과정 확대를 위한 정책 및 발전 방안을 도출하는 데 있다.The purpose of this study was to analyze the effectiveness of the career experience credit system by comparing participating students and non-participating students in university and to draw up policies and plan for expanding the university's career path-oriented curriculum including this system. To achieve this research objective, the study first analyzed the experience-oriented curriculums as similar cases with the career experience credit system of the university in Korea, Second, we identified a legal basis and theory that can support this system theoretically. Third, we analyzed the effectiveness of the career experience credit system in 5 universities operating this system. And fourth, we set forth policies and plans to develop the career-oriented curriculum based on this system. ...요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 8
제3절 연구의 방법 11
제2장 이론적 배경_13
제1절 진로체험학점제 법적 근거 및 관련 이론 15
제2절 대학 진로체험학점제 참여 사례 29
제3절 경험중심 교육과정 운영 사례 분석 56
제4절 요약 및 시사점 74
제3장 대학 진로체험학점제 효과 Ⅰ: 참여 학생의 인식 및 태도 변화_79
제1절 사례 분석 설계 81
제2절 분석 결과: 진로적응력과 고용능력기술의 변화 86
제3절 요약 및 시사점 100
제4장 대학 진로체험학점제 효과 Ⅱ: 참여 및 미참여 학생 비교_105
제1절 조사 설계 107
제2절 분석 결과: 진로역량 및 만족도 변화 115
제3절 요약 및 시사점 135
제5장 진로중심 교육과정 확대를 위한 정책 및 발전 방안_141
제1절 요약 및 결론 143
제2절 진로체험학점제를 기반으로 한 진로중심 교육과정 발전 방안 147
Summary_161
참고문헌_169
부 록_195
1. 설문지(참여 학생 대상) 197
2. 설문지(미참여 학생 대상) 205
3. 인터뷰 질문지 21