Korea Research Institute for Vocational Education and Training
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Work Values and Work Ethics of Korean(2014)
No full text본 연구의 목적은 2014년 한국인의 직업의식과 직업윤리 실태 및 변화 양상을 살펴보고, 국가 인적자원 개발과 진로교육 분야와 관련된 시사점을 도출하고, 정책을 제시하는 데 있다. 구체적인 연구의 목적은 다음과 같다.
첫째, 2014년 한국인의 직업의식과 직업윤리 실태와 2006년, 2010년 및 2014년 간 직업의식 및 직업윤리의 변화를 파악하는 데 있다.
둘째, 청년층, 중장년층 및 노년층 등 세대 및 집단 간 직업의식 및 직업윤리의 차이를 파악하는 데 있다.
셋째, 최근 직업의식 및 직업윤리 관련 이슈에 대한 국민들의 인식을 파악하는 데 있다.
넷째, 조사 결과를 종합하여 한국인의 직업의식 및 직업윤리 실태를 통해 국가 인적자원 개발과 진로교육을 위한 시사점을 도출하고, 정책을 제시하는 데 목적이 있다.1. Introduction
Every 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.
2. Korean’s Occupational Consciousness & the Reality and Changing Aspects of Work Ethics
A. Importance of Work
Among various areas in work and life, family life is considered as the most important matter. To compare the year 2010, and 2014, the importance of career, social life, and the family life have increased among the area of career and life, and the importance of leisure, religion, school or the capability development have decreased. In general for Koreans, when it comes to the importance of work, the normative attitude and the proportion that the work takes in life is higher than advanced countries.
B. Occupational Values
The most important things in career for Koreans are financial rewards, pleasant work condition, and job stability. The importance of financial rewards was the highest at all times in 2006, 2010, and 2014, and the importance of interesting career slightly increased in 2014 than in 2010. This result can be interpreted that when it comes to selecting a career, the tendency of laying stress on the external values has become stronger than doing so on the internal values for people in Korea.
C. Professionalism & Occupational Status
Korean employees in 2014 evaluated autonomy as the highest value among the occupational profession, and the creativity and the professional knowledge come in the next. Authority ranking is the lowest, and the influence, social status, volunteer, and the income, are generally below average. The jobs that occupational status have increased do not exist, but the ones that have declined can find from 2006 to 2014.
D. Work Ethics
The evaluation on work ethics of Korea generally improved in 2010 than in 2006 but that of 2014 declined a little bit than in 2010. The standard of work ethics for individual occupation generally increased in 2010 than in 2006, but in 2014, a lot of cases, professions such as mandarin, legislators, professors, union executives, doctors, celebrities, and activists, the level of work ethics dropped.
E. Occupational Suitability & Intention of Career Change
The result of the analysis on the occupational suitability survey targeting the employees in 2006, 2010, and 2014, the 3 items, the suitability on knowledge and technology capability, aptitude and interest, and the general occupational suitability was statistically higher in 2014 than in 2006 and 2010. The research on the intention of career change in 2014 was lower than the result of 2006 and 2010.
3. Occupational Consciousness & Analysis of the Recent Work Ethics Related Issues
A. Work and Happiness
The life and the occupational satisfaction of the people in Korea have increased. People in their 30’s with the high career satisfaction have the highest satisfaction in life, which shows that the occupational satisfaction has a close relation with the satisfaction in life.
The level of happiness is higher among the people with jobs, women, and the college graduates or the people with higher level of education. Age wise, people in the 30’s are the happiest, then the teenagers, people in their 20’s, 40’s, 50’s, and then the people younger than 65 come in respectively.
B. Vocation
In order to observe the attitude towards work, there was the question on sense of vocation. The analysis of the result shows that the people in Korea consider that the value of realization is important more than a means of living. The relationship with happiness shows that the sense of vocation, satisfaction in life, occupational satisfaction, and the level of happiness are interrelated and they change proportionally.
C. Adjustment of New Employees
For the argument, ‘the recent younger generation has more remarkable specs (certificates, language, etc.) than the former generations, but the work capability has dropped,’ the average agreement was 4.38/7 in general, which is a weak consent.
For the ‘responsibility of the early retirement of the new employees,’ more than half the people (58.6%) said ‘both the company and the new employee have the same amount of responsibility.’ And higher percentage of recognition, 25.8% of people answered that the new employee has more responsibility than the company, if more responsibility can be imposed on one party than the other.
D. Fairness & Discrimination
People in Korea mostly agree on (usually more than 84.4%) the fair work process of the general public, and has a distinguishing acknowledgment on one’s own fairness (93.73%).
For the survey, ‘is the injustice business between the smaller enterprises and the major companies excessive?’ most Koreans agreed on the seriousness of the injustice business that goes with the size of the enterprise.
The result of the recognition on discrimination shows that the biggest discrimination is against the employees of temporary position, and for the improvement of discrimination, people choose to share employment (3.29) than to pay more taxes (3.11).
E. Competency Centered Society
On a scale of 7, for the question, ‘does the work capability or the outcome of work prioritize the level of education, lineage, and other personal backgrounds,’ the average was 4.56, which showed a weak consent in general. The recognition on ‘creating a society that prioritizes the outcome is a must,’ was 5.65 out of 7, which can be interpreted that the high percentage of positive recognition takes place.
F. Work Smart
A survey was conducted on the matters related to Work Smart, which is the concentrated work condition. The result shows that for the entire questions (8), the employees of Korea chose 4 (4.05-4.31) out of 5, which implies that the Korean workers recognize that the concentrated work condition is important.
The reason that the importance of the outcome-concentrated work condition is the highest is the promotion and the reward according to the outcome of work (4.31), and the fair evaluation of the outcome (4.30), etc. It implies that the recognition and the demand on capability centered society are very high.
The result of the survey on the actual Work Smart reality of Korea shows that concentrating during business hours (4.04) is done best; on the contrary, the lateral organizational culture (3.63) and the flexibility and autonomy at work (3.63) is the lowest. Through this survey it is easy to see that the lateral organizational culture and the effective time management, that are the work flexibility and the autonomy, are the ones that need most work.
4. Policy Proposal
A. Reinforcement of Work Ethics Education & Career Guidance
1) Reinforcement of Work Ethics Education for Teenagers
The importance of work in life is getting less crucial for Koreans. This tendency may be a natural change of awareness, which can also be observed in advanced countries. However it is essential to improve the low labor productivity (49% of U.S.A.) compared to the time of labor. As a result, schools must educate on vocation and promote the education policy that supports on forming vocational aptitude. This could improve the productivity of quality during work. Koreans support the realization of an ability oriented society. Therefore through Public relations, it is necessary to systematically and enthusiastically promote the related policies that are being developed and introduced.
2) Enhancement of Occupational Consciousness of the Young Generation
Colleges and specialized high schools should reinforce occupational consciousness for young students preparing to start career, providing proper field experiences. It is important to guide to find jobs that suit his/her aptitude and interest. It is also essential to help understanding the organization culture and to provide efficient OJT (On the Job Training) after finding the right career.
B. Improvement of Work Environment
1) Improvement of Work Conditions Concentrated on Productivity
The importance of ‘Pleasant Work Environment’ has become a very crucial reason when choosing a career; it was 3.94 and 3.99 respectively in 2006 and 2010, but it turned out to be 4.36 in 2014.
In order to promote the career satisfaction of the people in Korea, policy support on pleasant work environment of the small enterprises, where most of the people work for, should be reinforced.
The result of the investigation on ‘work smart’ shows that the efficiency of the 4 fields, methods (method of work), knowledge (management), result (evaluation), and time are all recognized important. However when it comes to the actual work environment, every category turned out to be unsatisfying comparing to the awareness. Therefore it is necessary to institutionalize the work condition, which reflects on ‘flexibility and autonomy of career,’ the most insufficient field of all.
2) Improvement on Discrimination & Institutional Maintenance
It is important to spread the awareness that discriminating against the temporary employees hinder the economic efficiency and the social unification. Also with the job specifications as the core, the related system must be reformed so that the principle, equal pay for equal work, can be applied in the work field.
C. Improvement of Business Ethics & Business Environment
1) Promotion of the Ethical Business Activities
Corporate social responsibility must be accelerated to reinforce the ethical perspective of the business activities. This requires both the improvement of the proper environment that is necessary for the employees to fulfill the responsibility (such as supporting the activities via tax system, etc.) and the appropriate penalty for the offender.
2) Enhancement on Fair Trade Recognition and Institutional Improvement
Enhancement on the role of the Fair Trade Commission and the introduction of the additional punishment for the unfair trade business are necessary.요 약_ⅷ
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 7
제3절 연구의 방법 및 조사 개요 9
제2장 직업의식 및 직업윤리에 대한 이론적 고찰_27
제1절 주요 개념과 선행 연구 29
제2절 직업 관련 최근 이슈 49
제3절 국제 직업의식 비교 68
제3장 직업의식 및 직업윤리의 실태와 변화_81
제1절 일 중요성 83
제2절 직업가치관 100
제3절 전문직업성과 직업위세 105
제4절 직업윤리 121
제5절 일 적합성 및 이직 의도 139
제6절 소결 162
제4장 직업의식 및 직업윤리 관련 최근 이슈 분석_165
제1절 일과 행복 167
제2절 소명의식 177
제3절 신입사원 직장 적응 183
제4절 공정성과 차별 192
제5절 능력중심 사회 200
제6절 워크스마트 205
제5장 요약 및 정책제언_211
제1절 요약 213
제2절 정책제언 229
제3절 향후 연구제언 240
SUMMARY_241
참고문헌_251
부 록_263
1. 한국인의 직업의식 및 직업윤리 실태조사지(취업자용)
2. 한국인의 직업의식 및 직업윤리 실태조사지(미취업자용)
3. 타 기관의 직업의식 및 직업윤리 조사 결
지방 대학 졸업생의 취업 행태 분석
Get PDF지방에서 수도권으로의 인재 유출은 대학 진학 단계에서 주로 발생하고, 대학 졸업 후 취업 단계에서는 그리 심각하지 않음.
지방 대학 졸업자의 62.7%는 지방 소재 기업에 취업하며, 이 중 지방 고등학교 출신은 94.8%임. 수도권 고등학교 출신 지방 대학 졸업자는 83.2%가 수도권으로 되돌아가 취업함.
지방 대학 졸업자 중 수도권 중소기업 취업자는 지방 중소기업 취업자와 졸업평점이 같고, 토익 점수는 10점정도 높아 취업 스펙 차이가 크지 않음.
지방 대학 출신 중 수도권 중소기업 취업자의 직장 만족 비율은 49.8%로 지방 중소기업 취업자 53.6%, 수도권 대학 출신 수도권 중소기업 취업자 54.1%보다 낮음.The outflow of talent from provincial areas into the capital area usually occurs at the college admission stage and is not significant at the employment seeking stage after college graduation.
62.7% of graduates of colleges in provincial areas find employment at companies located in provincial areas, and 94.8% of them graduated from high schools in provincial areas. 83.2% of graduates from colleges in provincial areas who went to high schools in the capital area go back and find employment in the capital area.
Among graduates of colleges in provincial areas, those who found employment at small and medium-sized companies in the capital area have the same grade point average as those who have found employment at small and medium-sized companies in provincial areas, and their average TOEIC score is only 10 points higher. Hence, there is not much difference in terms of qualifications between the two groups.
Of the graduates of provincial colleges who found employment at small and medium-sized companies in the capital area, 49.8% are satisfied with their jobs, which is lower than 53.6% of graduates who found employment at small- and medium-sized companies in provincial areas, and 54.1% for graduates of colleges in the capital area with employment at small- and medium-sized companies in the capital area
10년 후 고령친화적 직업 전망
Get PDF베이비부머가 은퇴 후 도전해 볼 만한 직업으로는 경영 지도 및 진단 전문가, 시민단체 활동가, 청소년지도사 및 기타 상담 전문가, 김치 및 밑반찬 제조 종사원, 간병인 등이 있음.
고령친화적인 직업 중 10년 후 보수가 높은 직업은 판사 및 검사, 수의사, 경영 지도 및 진단 전문가 등이고, 현재 보상 수준은 낮지만 10년 후에 향상될 직업은 방문 판매원, 소방 설비 설계 및 감리 기술자, 패턴사, 청소년지도사 및 기타 상담전문가 등임.
고령친화적인 직업 중 10년 후 일자리 수요가 많아질 직업은 간병인, 경영 지도 및 진단 전문가, 김치 및 밑반찬 제조 종사원, 방문 판매원, 수의사 등임.Occupations that baby boomers could consider after retirement include management guidance/consultation specialists, civil society activists, youth counselors, and other types of counselors, makers of kimchi and side dishes, and caregivers.
Among ageing-friendly occupations for the next 10 years, those with high wages include judges, prosecutors, veterinarians, management guidance/consultation specialists, while occupations that are currently offering low remuneration but will improve in 10 years' time are door-to-door salespeople, technicians who specialize in designing/supervising firefighting equipment, pattern designers, youth counselors, and other types of counselors.
Occupations suitable for older people that will be in high demand in the next 10 years include caregivers, management guidance/consultation specialists, workers in the manufacturing of kimchi and side dishes, door-to-door salesmen, and veterinarians
The Differences of Student Adaptation to College Depending on Career Education at High Schools
Get PDF본 연구에서는 한국교육개발원의 한국교육종단연구 5, 6, 7차 데이터를 사용하여 고교 진로교육활동 경험에 따라 대학 생활에서 적응 차이가 있는지에 대해 분석하였다. 이를 위해 7차 조사 자료 중 대학진학자의 5차와 6차 조사에서의 응답 결과를 활용하여 빈도 분석과 차이 분석을 실시하였다. 분석 결과 고교에서의 진로교육활동 정도 차이나 진로교육활동의 도움 정도에 대한 인식에 따라 대학에서의 학업적응, 일반적응, 사회적응 등에서 차이를 나타내지 않았다. 또한, 고교-대학 연계 활동 여부에 따른 대학에서의 적응 차이도 나타나지 않았다.
이상의 연구 결과는 일반 고교에서의 진로교육활동이 적어도 대학에서의 생활에서 영향을 미치지 못한다는 것을 의미하며, 조사 당시 일반고에서의 진로교육활동이 성적에 기반을 둔 대학진학지도에 한정하여 이루어졌음을 나타낸다. 향후 진로교육은 진로 및 진로교육이 한 사람의 생애발달에 걸쳐 이루어져야 할 총체적 활동이라는 인식에 기반하여, 개인의 적성에 맞는 생애 설계의 특성을 지닐 수 있도록 다양한 활동으로 구성되어야 할 것이다.The purpose of this study is to investigate the differences of student adaptation to college depending on career educational experiences at high schools. For analysis, data from KEL's 5th, 6th, and 7th rounds are employed.
According to the results, no difference is shown in academic, general, and social adaptation depending on students' career education and their recognition of the support for career education at high schools. Also, it is observed that there were no effects of high school to college co-working activities on student adaptation to college, either.
The research results show that career education at high schools- at least at present- has no effect on the student's life in college. Rather, the research only reveals the limitations of current career education. Therefore, it is suggested that, in the future, career education should be designed based on the person's whole life rather than on the tentative idea focusing on his/her achievement
[시론] 능력중심사회와 열린 노동시장
No full text박근혜정부의 능력중심사회 구축 정책은 ‘선취업-후진학’ 정책에서 진일보한 더욱 근원적인 정책으로 우리나라 노동시장을 개혁하고자 하는 시도이다. 학벌이나 스펙보다는 일을 할 수 있는 역량에 의해 평가받는 노동시장을 만들고자 하는 것이기 때문이다. 대학의 졸업 여부와 출신 대학보다는 무슨 직무를 할 수 있느냐가 노동시장에서 인적자원을 평가하는 요소이다. 박근혜정부에 들어서면서 본격적으로 추진되고 있는 국가직무능력표준(NCS: National Competence Standards), NCS에 기반한 학습모듈의 개발, 그리고 국가역량체계(NQF: National Qualification Framework) 구축이 능력중심사회를 구현하는 구체적인 수단이다
[정책해설] 뿌리산업 인력 수급 원활화 방안
No full textⅠ. 머리말
Ⅱ. 뿌리산업 인력수급 현황 및 문제점
Ⅲ. 뿌리산업 인력수급 원활화 방안
1. 현장 맞춤형 인력양성
2. 외국인력의 질적 수준 제고 및 활용도 제고
3. 일하고 싶은 근무환경 조성 및 원활한 인력수급 기반 구축
Ⅳ. 맺음
Training Evaluation Model for Quality Improvement of Small & Medium Sized Enterprises (SMEs) Employers consignment training
No full text본 연구에서는 위탁훈련기관에서 행하고 있는 중소기업 재직자를 대상으로 한 사업주 위탁훈련의 성과에 대한 다각적인 평가를 위한 방안이 필요하다는 문제의식에 근거하여 중소기업 위탁훈련의 주요 이해관계자들, 즉 훈련정책 담당자, 중소기업, 위탁훈련기관, 재직자가 평가의 주체가 되어 훈련성과 평가에 활용할 수 있는 통합적인 중소기업 사업주 위탁훈련의 훈련성과 평가모델을 개발하고자 하였다. 아울러 2차 개발된 중소기업 사업주 위탁훈련의 훈련성과 평가모델을 사업주 위탁훈련과정 심사, 훈련기관 평가, NCS(국가직무능력표준) 과정 운영 등에서 정책적으로 활용하기 위해 정책방향 제시 및 운영방안을 제시하였다.The purpose of this study is to develop a training and evaluation model that can be used in SME incumbent training to improve the quality of training, SME employers consignment. The purpose of this study can be summarized as follows.
First, we analyze the problem of the status and characteristics, and training and assessment of employer training that is currently being done in small commission.
Second, SMEs can contribute new to improve the quality of the employer entrusted training, training performance through presented integrated evaluation model.
Third, to the final development through the validation pilot test, the main interests of SMEs consignment trained personnel (SMEs, training institutions, the incumbent, policy makers) are presented integrated training and assessment models that can be used for training and evaluation.
Finally, we propose the use of a training plan and policy recommendations for improving performance evaluation model to be trained in quality management aspects of SMEs employers consignment training.
Although evaluation model, various models, depending on the approach, the present study was to utilize the IPO model of McGrath. IPO model is ‘Input - Process - Outcomes’ an approach based on the process leading to the calculation to analyze the behavior and performance of the group.
Based on this study, the following policies were proposed.
First, The first ‘1. Application of SME-specific training examination evaluation system’ proposal suggested that the specialized training that focused on the screening evaluation model and the introduction is necessary to reflect the realities of our country SMEs employers consignment training.
Secondly, ‘2. NCS introduced in the training and evaluation of training foster SME employers’ proposals vocational education and training (VET) quality assessment and suggestions obtained from the government on the basis of the introduction of a management system that promotes a national tasks NCS (National Competency Standards) to NCS-based job descriptions (training certificate) were proposed to utilize the diagnosis and assessment of the duties incumbent capabilities of SMEs.
The third ‘3. SME training institutions established an integrated quality management and operation’ the trainees and training institutions, SMEs, policy makers, assessment institutions to help enforcement agencies continue to the systematic training and assessment activities suggested the need for quality control will control tower operations.
Finally, ‘4. Trainees follow-through pre-qualified and trained graduates assessment’ is proposed to strengthen the trainees (SMEs incumbent), and to target pre-scan system and NCS-based Job Competency.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 8
제3절 연구 방법 11
제4절 용어의 정의 및 연구의 한계점 16
제2장 선행연구 및 이론적 탐색_23
제1절 중소기업 사업주 위탁훈련 25
제2절 훈련성과 평가모델 38
제3장 현황분석 및 사례분석_61
제1절 중소기업 사업주 위탁훈련 현황 63
제2절 국내외 사례분석 96
제3절 시사점 155
제4장 훈련성과 평가모델의 개발_163
제1절 훈련성과 평가모델 개발 절차 165
제2절 훈련성과 평가모델 구성요소 도출 181
제3절 훈련성과 평가 1차 모델 개발 185
제4절 훈련성과 평가모델의 타당성 검증 파일럿 테스트 206
제5절 훈련성과 평가 2차 모델 개발 227
제5장 중소기업 사업주 위탁훈련의 질 제고를 위한 훈련성과 평가모델 활용방안 및 정책 제언_239
제1절 훈련성과 평가모델 활용방안 241
제2절 정책 제언 247
SUMMARY_261
참고문헌_265
부 록_273
1. 중소기업의 인력수급 현황 275
2. 전문가 의견 조사지 279
3. 설문지(위탁기관 담당자용) 285
4. 설문지(중소기업훈련 담당자용) 288
5. 중소기업훈련에서 훈련성과 평가 현황분석 290
6. 항목별 각 집단 응답 빈도 및 편차제곱합(파일럿테스트 분석 결과)33
National Qualifications Framework Operation Plan for the Promotion of Lifelong Skill Development
No full text본 연구는 이상과 같은 필요성을 기초로 하여 NQF를 도입하기 위한 절차와 내용의 적절성을 검토하고, NQF를 적용하고자 하는 각 부문에 대한 분석을 통해 실제 NQF를 운영하게 될 경우 적용 대상 부문별로 개선되어야 할 사항과 이를 위해 정부가 정책적으로 추진해야 할 사항이 무엇인지를 제시하는 데 목적이 있다.1. Overview
Current National Qualifications Framework (NQF) has become a global phenomenon as it has been implemented or is under the process of implementation in more than 155 nations. As South Korea is also one of the nations that prepare for NQF implementation, it is going under the process of NQF implementation as a part of government project to ‘create a competence based society, not on academic clique’. Therefore, the Ministry of Education and the Ministry of Employment and Labor are planning to build up NQF, ultimately until 2017, through demonstration projects by establishing ‘Basic Plan of National Qualifications Framework (2013.12)’.
However, even though the purpose of NQF is respectable, if it is difficult to be absorbed by existing system or has some implementation limit, it is considered that its original policy goal cannot be fully achieved. Therefore, it is required to have systematic examination and analysis about the foundation for NQF and the existing system.
2. Major Result of the Research
In this research, analysis standard of NQF implementation foundation was set up based on a guide suggested by ILO for NQF construction of various nations, foreign cases including standard utilized to implement NQF on individual nation as NQF in European Union and researches about national Competence Accreditation Framework status. Through this, the research identified if South Korea has a foundation to implement NQF and suggested what policy sectors need to be practically implemented by priority. The analysis outcome of each analysis section is as follows.
① Adequacy of NQF Operation Purpose
In‘Basic Construction Plan of National Qualifications Framework (2013.12)’that is currently being carried out, the main purpose of NQF operation is on changing academic ability oriented society to competence oriented society by activating functions that corresponds to or that can replace academic ability such as qualification, the competence accreditation mechanism and field experiences as labor market only accredits academic accreditation even though it was supposed to accredit individual’s competence in various ways to create competence oriented society.
But there are difficulties in explaining reasons to replace academic ability by qualification or field experience and it seems preparing for consistent remedies based on this has restrictions as well. Besides, it is believed that academic ability can be replaced simply by showing equivalency of academic ability, qualification and field experience through NQF, but it is determined that it requires improvement as it can send wrong signal of possibility in various goals achievement in NQF implementation only with NQF construction.
② Adequacy of NQF Level and Level Descriptor
In various cases of other nations which implemented NQF, a method in South Korea, making qualifications in various fields as a trial without confirmed advance NQF level and level descriptor and ultimately integrating to confirm, is an unprecedented method in history.
As such method to confirm NQF level system and level descriptor after trial operations is restricting systematic and efficient NQF construction, it is determined to require appropriate rectification.
③ Adequacy of NQF Governance
The plan was arranged with the participation of concerned government ministry and some experts in the process of establishing ‘Basic Plan of National Qualifications Framework (2013.12)’, but in future plan establishment and NQF frame build up processes, various parties concerned including government ministry that manages qualifications, sector-based, level-based education training institutions, qualification examination institutions, representatives of industrial fields and labor fields need to be able to participate in major decision making processes related to NQF.
Besides, constitution of supervising organization that sets up the level of NQF and decides level-based qualification placement is required and NQF supervising organization needs to be constituted as a form of committee with people who represent parties concerned related to NQF operation by following the cases of other nations.
④ Adequacy of Qualification Management
An educational system, a training system, a qualification system and an academic credit approval system which provide qualifications after secondary education such as an academic degree, a graduation certificate, a license and some other educational qualification are regulated by government ministry that supervises individual related sectors. Also, Institutions that represent or manage the supervising institutions have such systems except secondary education and postgraduate education.
However, Korean Council for College Education and Korean Council for University Education which represent colleges and universities have main functions limited to carry out duties such as research development, material supply and training provision to represent or support member universities’ stance. Therefore, practically, they do not directly supervise the standard and the quality of high school education. Thus, it is required to secure a measure to be actively involved and manage the quality of academic certificates issued by concerned high school education institutions.
⑤ Operation Status of Outcome-based Qualification System
Among the fields currently being examined for NQF implementation, there is no field with detailed outcome-based examination standard (or purpose of educational training) and examination content (or content of educational training) except National Technical Qualification and Vocational Training fields. Although some parts of subject for education and educational content are stated in educational purpose of schools regulated by 「Elementary and Secondary Education Act」 and 「Higher Education Act」, the purposes are not stated in detailed to be analyzed by future NQF level-based descriptor.
With all points considered, the purpose of education regulated by current 「Elementary and Secondary Education Act」 and 「Higher Education Act」 need to be appropriately concretized for NQF level-based descriptor, and by complementing conditions for graduation that merely emphasizes on quantity of education such as school hours or credits, a task needs to be carried out to reflect educational content that are required to be completed mandatorily on an educational course. With this, it was also revealed that implementation of course based qualification system requires expansion to carry out practical outcome-based evaluation.
⑥ Potentiality of NQF Level System Comparison
In terms of partial qualification of general education and higher education without NCS implementation, materials to verify the levels need to be submitted such as job analysis materials, job status materials and level setup materials which established the educational training course, but it was determined that the preparation was insufficient. Especially, in case of secondary education, it can be replaced through examination of educational course content as national level educational course is being implemented. But in case of higher education, there is no specified standard that comprises educational content and it is being decided by teachers in higher educational institutions depending on their personal competence. Therefore, it is difficult to verify if students who obtained a same academic degree practically have the same competence. Such points show that the purpose of education ambiguously stated in 「Higher Education Act」 needs to be concretized by referring to the NQF level-based descriptor.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
1. 연구 필요성 3
2. 연구 목적 5
제2절 연구 내용 6
제3절 연구 방법 및 절차 7
1. 연구 방법 7
2. 연구 절차 9
제4절 연구 범위 10
1. 방안의 범위 10
2. 국가역량체계의 범위 11
제2장 NQF 적용 관련 이론적 논의_13
제1절 NQF 도입 목적 및 기능 15
1. NQF 도입 목적 15
2. NQF의 기능 25
제2절 NQF와 지역역량체계(RQF) 29
1. 유럽자격체계(EQF) 29
2. NQF와 EQF의 차이 31
3. 아태지역자격체계(APQC) 33
제3절 NQF 수준별 자격 배치 34
1. 자격 배치 원칙 및 방법 34
2. NQF 수준별 자격 배치 사례(덴마크) 36
3. 자격 배치 시 유의사항 40
제4절 NQF 선행연구 분석 42
1. 선행연구 분석 배경 42
2. 주요 선행연구별 내용 분석 43
3. 요약 및 정리 53
제5절 시사점 57
제3장 기업체의 NQF 인식 현황 조사_61
제1절 조사 개요 63
제2절 조사 결과 64
1. 신규직원 채용 현황 64
2. NQF 인식 현황 68
제3절 시사점 75
제4장 NQF 적용 기반 분석_79
제1절 분석 배경 81
제2절 분석 영역 설정 82
1. NQF 적용 시 고려 사항 82
2. NQF 적용 기반 분석 영역 86
제3절 분석 영역별 분석 사항 87
1. NQF 기본 체계 관련 영역별 주요 분석사항 88
2. NQF 포함 자격 관련 영역별 주요 분석사항 95
제4절 분석 영역별 분석 결과 98
1. NQF 기본 체계 관련 영역별 분석 98
2. NQF 포함 자격 분야별 현황 분석 104
제5장 정책 제언_115
제1절 NQF 기본 체계 구축 관련 117
제2절 NQF 포함 자격 개선 관련 120
SUMMARY_123
참고문헌_135
부록_141
1. NQF 수준별 설명지표(level descriptor)(안) 사례 143
2. EQF 참조(Referencing) 과정을 위한 10개 준거 및 절차 147
3. EQF 고등교육 및 직업교육훈련 질 관리 기준 150
4. 설문조사지 151
5. NQF 적용 분야별 현황 자료 15
The Initiatives for Successful Settlement of Work-Learning Linkage System
No full text이 연구의 목적은 일학습병행제의 성공적인 정착을 위한 추진과제를 도출하는 데 있으며, 연구목적 달성을 위해 선행연구 분석 및 전문가협의회 등의 연구방법을 활용하였다. 일학습병행제의 성공적인 정착을 위한 추진과제 도출을 위해 일학습병행제의 성과 및 문제점을 분석하였으며, 일학습병행제 관련 벤치마킹 해외 사례를 분석하여 제시하였다.
이를 통해 도출한 정책제언으로는 1) 학위연계형보다는 자격연계형 중심의 제도 활성화 추진, 2) 일학습병행 프로그램 이수자에 대한 자격 부여계획의 조속한 확정 추진, 3) 기업여건 및 인식 수준을 고려한 성과목표 재조정, 4) 교육훈련 인프라가 부족한 중소기업에 대한 지원책 강구, 5) 산업계의 자발적인 참여 유도, 6) 기업 내 훈련의 질 보증 및 사회적 신뢰 확보, 7) 산업부문별 일학습병행제 운영기관 지정 운영, 8) 일학습병행제 관련 근거법의 조속한 시행 추진, 9) 군 복무로 인한 경력단절 방지 등을 제안하였다.The purpose of this study was to derive initiatives for successful settlement of work-learning linkage system. The method of this study was the prior research analysis and expert council. We analyzed 1) the performances and problems of work-learning linkage system, 2) the international benchmarking practices about apprenticeship.
Through these findings, we proposed several suggestions such as 1) activation of qualification-based work-learning linkage system rather than degree-based work- learning linkage system, 2) confirmation of qualification plan for work-learning linkage program graduates, 3) adjustment of performance targets in consideration of enterprise’s environment and awareness, 4) support of the education and training infrastructure for SMEs, 5) strengthening industries’participation in work-learning linkage system, 6) quality assurance of work-learning linkage program, 7) operation of industry sectoral agencies in work-learning linkage system, 8) enforcement of law on work- learning linkage system., 9) prevention of career break due to the military,Ⅰ. 연구배경 2
Ⅱ. 일학습병행제 추진 개요 3
Ⅲ. 일학습병행제의 성과 및 문제점 진단 6
Ⅳ. 일학습병행제 관련 벤치마킹 해외 사례 분석 14
Ⅴ. 정책제언 20
Ⅵ. 기대효과 24
참고문헌 25
[부록] 2