Korea Research Institute for Vocational Education and Training
Korea Research Institute for Vocational Education & TrainingNot a member yet
4411 research outputs found
Sort by
Study on Specialization stragegy of Local Universities through Industry-University Cooperation
No full text본 연구는 우리나라 4년제 일반 대학의 산학협력과 대학 특성화 수준을 대학알리미와 대학특성화알리미 기초 자료를 활용하여 분석하였다. 대학의 전반적인 산학협력과 대학 특성화 정도를 측정할 수 있는 각각의 지표를 개발한 후 지역별, 대학규모별 그 수준은 어떠한지 분석하였다. 그리고 두 지표를 활용하여 상관 산포도(scatter plot)를 그려 대학의 분포를 확인하였다. 그 후 통계적 분석방법에 따라 군집씨앗(cluster seed)을 설정하고, 대학을 동질적 거리에 따라 분류하여 대학군을 도출하였다. 도출된 군(group)별로 대학재정지원사업 선정과의 비교를 통해 정책 적합성을 진단하였다. 또한, 질적 측면에서 산학협력을 통한 대학 특성화를 추진하는데 도움을 줄 수 있는 아이디어와 시사점을 제공하기 위하여 국내외 대학의 우수 사례를 분석·제시하였다. 연구결과로 산학협력을 통해 대학 특성화를 활성화할 수 있는 정책 전략을 모색하고 정부와 대학에 대한 제언을 제시하였다.The study aims to analyze the level of specialization and industry-academic cooperation of local universities in Korea, then suggest specialization strategies through industry-academic cooperation. Although government provides ways to measure the specialization and industry-academic cooperation level of universities, the indicators existing are limited to certain programs and are not adequate to measure all the universities cases. Therefore, this study developed indicators to measure the specialization and industry-academic cooperation level of universities. To develop the indicators, we asked experts to weigh the importance of indicators through AHP survey methods. Finally we developed nine indicators for specialization level of universities, and twelve indicators for industry-academic cooperation level of universities. With the indicators developed, we collected 202 college data from the information service of higher education in Korea website and the information service of specialization of higher education in Korea website.
The data analysis result shows that the larger the size of the universities, the higher the level of specialization and industry-academic cooperation. Also we classified universities into three levels according to K-means clustering analysis: high activation group which has highest level of both specialization and industry-academic cooperation, activation group which has second high level of specialization and industry-academic cooperation, and non activation group which has low level of specialization and industry-academic cooperation. There are 38 high activation groups, 78 activation groups and 86 non activation groups. This result shows that the specialization and industry-academic cooperation level is standardized downward. Also the result shows that we need to move the activation group and the non activation group to higher level groups in order to strengthen the competitiveness of universities. Also, we could know that the universities in high activation group are likely to be chosen in CK and LINC programs.
Next we analyzed good practice examples from Sweden, Canada, Japan, and UK where universities are successfully specialized through industry-academic cooperation. The examples from foreign countries show that they make industry-academic cooperation policy with the long-term view, and provide practical education programs such as paid internships.
We also analyzed examples of good practice in Korea. When we analyze examples in Korea we could learn that successful universities make the best of their location, economic and industrial environment. They also develop their own industry-academic cooperation model reflecting demands from industries.
Next, we suggest four specialization strategies through industry-academic cooperation in universities. First is differentiation strategy. Under this strategy we suggest differentiation in university functions, academic fields, and in education methods, and regional specialization. Second is resource management strategy which consists of tangible sources management, intangible sources management. Third strategy is achievement management strategy which has evidence-based achievement management, learning and adjustment. Finally, fourth is linkage strategy where we suggest linkage in government, local government, industry, linkage between universities.
Finally, considering all the analysis we add suggestions to government and universities. Firstly, government should provide specific policies taking into account different environment and situation universities are in. Also, the government should focus on generating synergy between specialization and industry-academic cooperation policies. Secondly, universities are needed to make specialization policy reflecting their vision and education goal and regional environment in the long-term view. Also, universities should create their own specialization model through industry-academic cooperation in order to prevent other universities from imitating. Moreover, it would be beneficial to offer incentives to faculty members when they participate in industry-academic cooperation activities.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 및 범위 7
제3절 연구의 추진 방법 9
제2장 이론적 배경_13
제1절 대학 특성화의 개념 및 전략 유형 15
제2절 대학 특성화 유형별 산학협력 36
제3절 산학협력을 통한 대학 특성화 관련 선행연구 45
제4절 산학협력을 통한 대학 특성화 정책 현황 54
제5절 소결 및 시사점 65
제3장 산학협력을 통한 대학 특성화 현황 분석_70
제1절 지표의 개발 및 분석방법 71
제2절 대학 특성화와 산학협력의 상관관계 95
제3절 산학협력을 통한 대학 특성화 전략군의 도출 103
제4절 전략군과 대학 재정지원 사업 선정과의 관계 107
제5절 소결 및 시사점 111
제4장 산학협력을 통한 대학 특성화 해외사례 분석_115
제1절 스웨덴 지역 대학의 산학협력 118
제2절 캐나다 워터루대학의 Co-op 프로그램 127
제3절 일본 대학의 산학협력 136
제4절 영국 서섹스대학의 특성화 145
제5절 소결 및 시사점 152
제5장 산학협력을 통한 대학 특성화 국내사례 분석_159
제1절 교내 연구인턴 참여형 162
제2절 지역산업 맞춤형 169
제3절 글로벌 네트워크형 175
제4절 캠퍼스 내 실습형 181
제5절 소결 및 시사점 187
제6장 산학협력을 통한 대학 특성화 전략 및 제언_191
제1절 전략 193
제2절 제언 208
참고문헌_213
SUMMARY_223
부 록_22
The Operation Condition Analysis and Political Improvement Plans of the Work-Based Learning and its Semester System in Junior Colleges
No full text전문대학에서의 현장실습과 실습학기제에 대해서는 「고등교육법」 제22조(수업 등)에 명시하고 있다. 그러나 전문대학에서 현장실습과 실습학기제가 만족할 만한 교육적 효과를 나타내지는 못하고 있는 실정이다. 특히 전문대학의 교육기간이 짧아 이론교육과 현장실습교육을 잘 설계하지 않으면 단순한 현장체험의 수준을 넘어설 수가 없다. 또 산업체는 현장실습을 수업의 하나로 인식하기보다는 저임금 노동력을 제공하는 수단으로 오해하고 조기에 요청하거나, 대학에서도 실습학기제를 취업의 형태로 인식하여 2학년 마지막 학기에 실행하는 경우가 대부분이다. 본 연구에서는 전문대학에서의 현장실습과 실습학기제의 운영 실태와 문제점 인식에 대하여 조사 분석하였고, 이를 개선하기 위한 다양한 정책들을 제언하였다. 그리고 여기에는 대학차원, 산업체 차원, 정부 차원에서의 다양한 개선 방안을 제시하였다.1. Research Outline
Currently, the education of the junior colleges has problems: a lack of the role as a key higher vocational education institution; training of skilled-quality manpower; operation of the supplier-oriented curriculum; a lack of acceleration and diversification reflections of industrial structure. There is a need for Intensification in performing a key role as a further higher vocational education institution; fostering highly qualified professionals to meet acceleration of the industrial structure; operating NCS-based, industry demand-oriented curriculum; manpower fostering that medium- and long- term supply and demand were reflected; training field-centered education linked to a regional industry to foster a specialized college. To achieve this policy goal, it needs to break from fragmentary field experience-oriented education and intensify and substantialize education with a type of diverse work-based learning and its semester system linked, systematized with a theory-based lesson.
The aim of this research is to seek political improvement plans by conducting a detailed diagnosis and analysis on the operational condition and cases of the work-based learning and its semester system to contribute to college education by intensifying the industry field-oriented education to set up current junior colleges as a key higher vocational education institution.
This research applied its methods of literature review, actual condition investigation, and expert conferences to produce objective and appropriate results.
2. Research Result
As the operational condition and the survey analysis of the work-based learning and its semester system of junior college show, there are various problems at the levels of colleges, industries, participating students, and the government which are related subjects. There is a lack of establishment of the exclusive personnel and organizational system for the work-based learning support of all the departments at the level of colleges. And there are difficulties: a lack of professors' understanding on the full scope of the work-based learning; a lack of prior education for the work-based learning; a defective and perfunctory survey of demand for industries participating in the work-based learning; weighting of colleges' cost burden of support for implementation of the work-based learning; a difficulty in securing industries suitable for supporting the work-based learning systematically; and a difficulty of the short period and visiting guidance of the work-based learning at the level of departments. At the level of industries, there are difficulties: industries’perception that the college students’ work-based learning is tiresome, inconvenient; substitute application of the work-based learning students with the regular labor manpower; a lack of exclusive personnel and their capability for the systematical education of the industry work-based learning; a limit to faithfully implementing the work-based learning linked to learning theories by applying the work-based learning students in simple work; non-disbursement of the industries' training payment for the work-based learning students. Although medium enterprises have the work-based learning system, small-sized enterprises have problems: a lack of the exclusive personnel and their organization, and financial assistance for the work-based learning; systematical application of the work-based learning; a lack of a curriculum for field training; a lack of assessment criterion of the work-based learning; and substandard condition of work-based learning in industries. At the level of participating students, there are difficulties: a lack of interests; a limit to choosing an industry; a lack of the occupational view; and utilizing it as perfunctory means. And at the level of the government, there are difficulties: a lack of a support system for the field practical education of the level of the pan- or local-government; a lack of a inducement system for industries’active participation in the work-based learning; and a lack of support efforts to solve field experts' incapability for the systematical work- based learning education. The research presents the following policy proposals in regard to the work-based learning and its semester system, so that the colleges can secure identity of the proper field practical-oriented vocational education and their educational competitiveness
First, there are needs for systematical improvement and supplementation at the level of junior colleges: establishment of the work-based learning support and management system; construction and operation of Industry DB for the work-based learning and its semester system; obligation of financial security for the work-based learning of the junior colleges; assessment and application of the work-based learning outcome; incentive intensification for participating professors and the persons in charge of the work-based learning; intensification of orientation for participating students' the work-based learning,
Second, there is a need for improvement at the level of junior colleges: security of exclusive personnel and intensification of educational capability of the work-based learning; allowance securement for participating students in the work-based learning; instruction of the certification system for the work-based learning outcome.
Third, there are needs for political supports at the level of the government: intensification of financial support projects for the work-based learning; intensification of ties among related departments of the work-based learning; propulsion of obligation for certain sized industries' participation in the work-based learning, standardization of the operation manual for the work-based learning and its semester system; support intensification for participating industries in the work-based learning linked employment; support intensification for participating students in the work-based learning for the unemployment insurance; intensification of vocational ethics education by class phase to form sound vacational values.Ⅰ. 문제 제기 2
Ⅱ. 이론적 배경: 현장실습과 실습학기제에 대한 개요 3
Ⅲ. 현장실습과 실습학기제 운영실태 조사 분석 7
Ⅳ. 정책 제언 20
Abstract 25
부록 28
참고문헌 3
고학력 여성의 취업과 기업의 인력수요 미스매치
No full text고학력 여성이 주로 취업하는 일자리는 교육서비스업 전문가(26.4%), 보건업 및 사회복지서비스업 전문가(10.3%), 금융 및 보험업 사무 종사자(6.3%), 도매 및 소매업 사무 종사자(4.2%), 전문, 과학 및 기술 서비스업 사무 종사자(3.8%)임.
기업이 인력 부족을 호소하는 상위 5가지 일자리는 운수업 서비스 종사자(14.4%), 제조업의 장치, 기계조작 및 조립 종사자(9.0%), 운수업의 장치, 기계조작 및 조립 종사자(8.3%), 제조업의 기능원 및 관련기능 종사자(7.2%), 제조업의 단순노무 종사자(6.9%)임.
기업이 인력 부족을 호소하는 상위 5가지 일자리에 종사하는 여성은 전체 여성 근로자의 10.5%이나, 남자는 18.1%로 여성의 취업 기회가 더 적은 편임.
학력별로 인력이 부족한 상위 5가지 일자리의 여성 취업 비율을 살펴보면, 고졸 이하가 16.5%, 전문대졸 3.4%, 대졸 이상은 1.0%로 고학력 여성일수록 기업의 인력수요와 무관한 취업패턴을 보임.Highly educated females are mostly employed as education services specialists (26.4%), followed by healthcare services and social services specialists (10.3%), workers in the finance and insurance sector (6.3%), workers in the wholesale and retail sector (4.2%), and as workers in the specialized, science and technical services sector (3.8%).
The top five jobs for which there is a manpower shortage are transportation services workers (14.4%), equipment and machine operators as well as assemblers in the manufacturing sector (9.0%), equipment and machine operators as well as assemblers in the transportation sector (8.3%), technicians and workers for other related technical duties in the manufacturing sector (7.2%), and manual workers in the manufacturing sector (6.9%).
10.5% of all female workers work in those top five jobs experience a manpower shortage, but the respective figure for male workers is 18.1%, indicating that there are fewer employment opportunities for females.
Looking at the female employment rates in the top five ‘manpower shortage’ jobs by education level, females with a high school level of education or lower is 16.5%, those with a two-year college education is 3.4%, and those with a four-year college education or higher is 1.0%. The figures indicate that the employment patterns of highly educated women are unrelated to companies’ manpower demand
청년창업지원정책 참여자의 창업 인식
Get PDF창업을 결심하는 데에 가장 직접적으로 영향을 주는 요인은‘창업정신(46.8%)’이며, ‘창업 성공에 따른 보상’은 19.9%, ‘가족이나 자신의 재산’은 11.8%임.
청년창업지원정책 참여자 중 31.9%는 본인의 창업 성공 가능성을 긍정적으로 보고, 24.8%는 부정적으로 보며, 43.3%는 유보적인 입장을 취함.
청년창업 환경에 대해서는 부정적인 평가가 58.6%, 보통 31.6%, 긍정적인 평가는 9.7%로 창업 환경이 열악하다고 인식함.
청년창업이 활성화되지 못하는 이유로‘창업 실패 후 재기의 어려움(25.6%)’과‘초기 창업자금 조달의 어려움(23.3%)’을 가장 많이 지적하고 있음.
정부가 집중적으로 지원해야 하는 청년창업 활성화 방향으로는‘창업 후 운영단계에 대한 지원 강화(23.8%)’를, 개선되어야 할 창업 인프라는‘아이디어만으로 창업이 가능한 시스템 구축(52.5%)’을 꼽음
The Status of Evaluation Capacity Building and Its Improvement in For-Profit Organizations
Get PDF본 연구의 목적은 우리나라 30대 대기업의 평가역량구축에 대한 실태 분석을 하고, 평가역량구축을 개선하는 방안을 모색하는 것이다. 본 연구의 목적을 달성하기 위한 연구문제는 다음과 같다. (1) 우리나라 기업의 평가역량구축 실태를 분석하기 위한 분석틀은 무엇인가? (2) 우리나라 기업의 평가역량구축 실태는 어떠한가? (3) 우리나라 기업의 평가역량구축을 위한 개선방안은 무엇인가?
가정 및 동기, 역량, 자원, 실무, 활용의 다섯 가지 구성요소를 포함하는 실태 분석틀을 개발한 후 우리나라 30대 대기업 소속 조직원들을 대상으로 설문조사를 시행하였다. 다섯 곳의 기업집단 소속 총 106명의 조직원들이 설문에 참여하였으며, 설문결과는 일원변량분석, t검정, 상관분석 등 통계적 기법을 활용하여 분석하였다.
설문조사결과, 가정 및 동기, 역량, 자원, 실무, 활용의 모든 영역에서 보통정도 수준을 나타내어 우리나라 30대 기업집단의 평가역량구축이 확립되거나, 활발히 이루어지고 있다고 하기에는 부족한 실정이라 하겠다. 평가역량 강화 및 평가역량구축의 확립을 위해선 평가를 위한 인적·물적 자원을 확충하고, 평가 결과의 활용을 다양화하며, 조직의 목적, 문화, 특성, 풍토 등을 반영하는 보다 더 다차원적이고 체계적인 개선 노력이 이루어져야 할 것이다.The purposes of the study were to identify the current status of Evaluation Capacity Building (ECB) in for-profit organizations, and to suggest ways of improving ECB. Based on this framework, a questionnaire including five dimensions, such as assumptions and motivations, capacity, resources, practice and utilization was developed. The data were collected from organizational members of large Korean corporations. Descriptive statistics, t-test, ANOVA, etc. were employed for the data analysis. The results of the study found that the overall status of ECB in large Korean corporations is relatively weak. In order to improve ECB, more systematic multilevel efforts for ECB are needed. Human, financial and material resources for ECB need to be enhanced, and the use of evaluation results should be diversified. In addition, processes, activities, and approaches for ECB need to be employed depending on the context, culture and values of each organization
A Study on Working Hour Reduction and Vocational Training in Firm
Get PDFThe purpose of this study is to investigate how to enhance workers’ skills and labor productivity when working hours are reduced. For the purpose, this study conducts empirical and case studies on how working hour reduction affects vocational training in firms. We mainly analyze the changes in formal and informal job training after the weekly 40 hour system was legally mandated, utilizing Workplace Panel Survey, government archive data sets(Statistics Korea and Ministry of Employment & Labor) and a unique dataset surveyed for this study
Study on Enhancing Employability of North Korean Refugees through Analysis on the Career Path
Get PDFThis 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
A Study on Skilled Manpower of Baby Boomers
Get PDFThis study aims to explore the retirement and second life plan for skilled manpower in baby boomer generation. They charges a large portion of population cohort, however, also likely to be vulnerable social group after their retirement. Therefore, it is a very important task to find plan to support the second life for them and to suggest policy plans for effective utilization of these skilled manpower. For this, literature review, statistics analysis and case study were used to realize the general situation of retirement and career paths of skilled manpower of baby boomers. Several expert meetings and on-the-spot visits were held to collect opinions and voices from the parties concerned. In addition, as a summary of research, policy seminar was held to gather the opinions about the possibility to apply systems and strategies in practice
An analysis on the determinants that lead provincial college graduates to get jobs at regional small and medium enterprises and leave the jobs
Get PDF본 연구에서는 지방 4년제 대학 졸업자들과 전문대학 졸업자들의 지방중소기업 취업 결정요인과 이직결정요인을 각각 분석하였다. 먼저 지방중소기업 취업결정요인을 분석한 결과 지방 4년제 대학 졸업자들과 전문대학 졸업자들 모두 지방중소기업 취업에 가장 결정적인 요인은 출신 고등학교의 지역이었다. 즉 수도권 고등학교를 졸업하고 대학을 지방대학으로 진학한 경우 졸업 이후 대부분이 수도권으로 돌아간다고 볼 수 있었다. 다음으로 지방대학 졸업자들의 첫 직장에서의 이직결정 요인을 분석하였는데, 분석대상을 재직기간 3년 이상과 3년 미만으로 나누어서 분석하였다. 분석결과 4년제 대학 졸업자들의 경우 두 집단 간에 노동시장 정착성에서 유의미한 차이를 발견할 수 없었다. 그러나 지방 전문대학 졸업자들의 경우 재직기간이 3년을 초과한 이들의 경우 대부분 변수에 대해 3년 미만 재직자들보다 직장에 정착하려는 더 높은 성향을 가지고 있는 것으로 나타났다. 또한, 이들의 이직 결정에서 임금과 근로시간을 통제한 상태에서도 일자리에 대한 만족도가 가장 중요하였다. 따라서 이들의 직장 정착성을 지속적으로 높이기 위해서는 임금과 근로시간 외에도 일자리의 질을 높이기 위한 다방면의 정책적 노력이 필요할 것으로 생각된다.This study analyzes the job choices of provincial college graduates and their decisions to leave jobs. The analysis on job choices reveals that the high school region of graduates is very important. Many graduates from high schools near Seoul go back to Seoul after completing college. Next, we studied their decisions to leave jobs by dividing them into two groups. One was those who have worked for more than three years, and the other was those who worked less than three years. There was no difference between two groups among college graduates. However, for vocational college, the former group's adherence to current jobs is stronger. In addition, the level of job contentment is the most important in their decision to leave jobs, even after controlling for wages and working hours. This means that improving job quality, not just wages and working hours, is good way to increase their job retention
The Moderated Mediation Model of Pay Satisfaction and Intrinsic Motivation in the Relationship of Organizational Justice and Turnover Intention
Get PDF본 연구의 목적은 공정성 지각과 이직의도 간의 관계에서 보상만족의 매개 효과를 검증하고, 이러한 관계가 개인의 내적동기에 의해 달라지는 가를 살펴보는 것이다. 연구결과, 분배 및 절차공정성과 이직의도 간에는 보상만족을 통한 간접효과만 나타난 반면, 상호작용 공정성은 이직의도로의 직접적인 관계만 존재했다. 다음으로 다집단 분석(multi-group analysis)을 통하여 공정성 지각과 보상만족, 이직의도의 관계가 내적 동기의 수준에 따라 다른가를 검증한 결과, 분배공정성과 보상만족 간의 정(+)적 관계는 두 집단 모두 유의미하였고, 절차적 공정성과 보상만족 간의 정(+)적 관계는 내적 동기가 낮은 집단에서만 유의미하였다. 반면, 상호작용 공정성 지각과 보상만족 간의 관계는 두 집단 모두 유의미하지 않았다. 마지막으로 보상만족과 이직의도 간의 부(-)적 관계는 내적 동기가 낮은 집단에서만 유의미하였다. 이러한 결과를 토대로 학문적 및 실무적 제언들도 함께 이루어졌다.This study was conducted to investigate the mediating effect of pay satisfaction (PS) on the relationship of perceived organizational justice (OJ) on turnover intention (TI) and the moderating effect of intrinsic motivation (IM) on the relationship between OJ, PS, and TI. The results indicated that mediating process by PS was observed, while direct effects of distributive and procedural justice on TI were non-existent. However, there appeared a direct effect between interpersonal justice and TI but not an indirect effect through PS. Additionally, intrinsic motivation moderated the relationships between OJ, PS and TI. Both theoretical and practical implications drawn from the current study are that we confirmed the theoretical model of perception, attitude, and behavioral intention and that the relationships among them could vary in accordance with the level of IM. Therefore, we suggested that managers could benefit from adopting different management strategies according to the level of IM