Korea Research Institute for Vocational Education and Training
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Usability Considerations of Training in the Field of Broadcasting Practice Based on the Job Competency : Focusing on TV Producers and Scriptwriters
No full text본 연구는 현직 PD 및 구성작가 343명을 대상으로 직무능력 기반 대학 실무교육에 대한 유용성 인식 정도를 살펴보았다. 연구 결과, 양성과정에서 직무능력 기반 실무교육을 경험한 집단이 그렇지 않은 집단에 비해 그 중요성을 더 높게 인식하는 것으로 나타났다. 특히 사교육 기관에서의 실무교육 경험은 응답자들의 유용성 인식에 유의미한 영향을 미치지 않은데 반해, 대학 등 공교육기관에서의 경험은 유용성 인식에 영향을 미치고 있다는 결과가 도출되었다. 이는 방송학계가 중요한 실무교육 주체가 되어야 할 필요성을 보여주는 것이자, 대학에서의 실무교육을 통한 직무능력 강화 필요성을 제기하는 결과로 해석할 수 있다. 이와 더불어 방송 종사자들의 역할 스트레스와 자아 효능감이 실무교육 경험 유용성 인식에 미치는 영향, 그리고 자아 효능감이 실무교육 경험과 역할 스트레스와의 관계에서 발휘하는 조절 효과도 밝힐 수 있었다. 본 연구는 직무능력 기반 실무교육의 실질적인 유용성을 현장 종사자를 통해 확인하였다는 의의를 갖는다.This study explores how the TV producers and scriptwriters realize the importance of training in the field of broadcasting practices based on the job competency. Results show that respondents who have training experiences from their public education curriculum tend to recognize the importance more highly compared to those who don't. In particular, the results indicated that private education experiences do not have any relationship with the usability perception of training based on the job competency. This emphasizes the role of public education institutions in training for the broadcasting practices. Not only does this study reveals that those who have more training experience suffer less role stress while they perform their job, but also that the training in the field of broadcasting practices based on the job competency is helpful especially for the group whose members estimate their self-efficacy as low
Measures of Linking Life-long Learning and Employment for the Future Generation
Get PDFPreparing for the era of centenarians does not simply mean physical wellbeing. Surviving for a century means that we should be able to adapt ourselves to rapidly changing society as decent human beings. The extended average life expectancy not only prolongs the period of participating in economy, but also changes the time and opportunity of participating in economy, expressed as double or triple cropping. Therefore, the education received when young is not good enough to survive the changed society, which means that lifelong education is not optional, but required. If such lifelong learning is no more than learning for self-contentment to simply enjoy learning or leisure, it will not be continued due to its lack of learning power and motivation. Learning is more significant only when the opportunity of social participation is provided.
Neglecting human resources with fully-invested education can be a huge waste of psychological and material resources. Especially, the generational conflicts of jobs caused by the era of physically healthy centenarians are rising as a serious problem in many countries including Korea. For this, the Park, Geun-hye administration is suggesting solutions for aiming for society in which national happiness and national development are in a virtuous circle, and every member of social community lives in harmony and also enjoys stable life. One of them is to establish the national lifelong learning system for the era of centenarians through providing various participation basis and customized educational programs of lifelong learning. The life design for rapidly changing times is only possible through connection between lifelong learning and employment. The connection between lifelong learning and employment of the future generations are the required conditions not only for economic aspect, but also establishment of healthy social atmosphere. Thus the connection between lifelong learning and employment is the task not only for the present, but also the older generation that prepares for the future. ..
Youth Employment Policy for Society with Low Birth Rate and Aging Population
Get PDFIn Korea, the population of youth is decreasing, but the employment of youth has not been improved. The old people’s economic activities are growing more and more, so the probability of the conflict between youth and old people to get the jobs becomes bigger and bigger. So we wanted to search the appropriate youth employment policies in terms of transition labor market theory(afterwards, we will call it as TLMT) in which the conflicts for employment should be managed for the social cohesion in the rule of justice.
First, we analyzed the youth labor market theory and the trend of youth employment. We also examined the phenomenon of so called economic growth without employment in Korea. Then We compared the trends of new hires of youth and old people by industries and occupations, and calculate the index for dissimilarity in occupations between youth and old people. We found the potential existence of conflict between youth and old people for getting the jobs. Then we assessed the youth employment policies in Korea based on the TLMT. We established the evaluation indicators along with the principles of good transition in the TLMT and calculated the weights of each indicators. After the assessment of the youth employment policies, we suggested directions for the appropriate employment policies for youth. Below, we brief the contents of the report.
While the unemployment rate remains high, the normal employment relations are eroding, and various abnormal employment relations are spreading in the labor market. So the social system to promote transition from one status to another status should be required urgently, TLMT especially focuses on the managing the risks which appear in transitions, not to exclude anyone from society. We thought that TLMT is the most appropriate labor market theory to explain and establish the right youth employment policies in the low birth rate and aging society like Korea. ..
공대 졸업생의 지방 취업 실태 분석
Get PDF4년제 공학계열 졸업생의 지방 취업 비율은 40.3%로 전체 평균(40.7%)보다 낮으나, 수도권 대학(17.0%)에서는 여타 전공에 비해 높음.
1~10위권 명문대졸 공학계열 취업자의 지방 근무 비율은 18.3%로 여타 전공 중 가장 높음.
남자의 경우 공학계열 지방 취업자의 월평균임금은 237만 7천 원으로 수도권에 취업한 자연계열(233만원), 인문계열(233만 원), 교육계열(229만 4천 원), 예체능계열(197만 6천 원)보다 높음.
1~10위권 명문대졸 취업자의 직장만족도는 수도권 취업 시 70.5%, 지방 취업 시 77.6%로 지방 취업자가 7.1%P 더 높음.The employment rate in provincial areas is 40.3% for graduates of four-year engineering schools, which is lower than the overall average (40.7%) but higher than other major graduates (17.0%) of universities in the capital area.
Among engineering graduates working in provincial areas, 18.3% graduated from the top 10 most prestigious universities, which is the highest among all majors.
The average monthly wage of male engineering graduates working in provincial areas is 2.377 million won, which is higher than that earned by those with natural science majors (2.33 million won), humanities majors (2.33 million won), education majors (2.294 million won), and with arts/sports majors (1.976 million won).
Looking at the level of job satisfaction of workers who graduated from the top 10 most prestigious universities, 70.5% of capital area workers indicated they are satisfied with their jobs as compared with 77.6% for provincial area workers, meaning the job satisfaction level of provincial area workers is 7.1%p higher
4년제 대졸자의 졸업유예실태와 노동시장 성과
Get PDF대졸자의 17.9%가 졸업을 유예한 경험이 있으며, 남자(20.8%)가 여자(14.0%)보다 졸업유예율이 높음.
상위 10개 대학의 졸업유예율은 31.0%로 11위 이하 대학(15.9%)보다 높고, 전공계열별로는 공학계열(22.2%)이 가장 높게 나타남.
부모의 소득수준과 졸업유예율 간에는 U자형의 관계가 있어, 부모의 소득이 높을수록 그리고 빈곤층 자녀일수록 졸업유예율이 높음.
졸업유예자의 토익 점수는 789점으로 일반졸업자(754점)보다 35점이 더 높고, 인턴 경험 비율도 졸업유예자(17.5%)가 일반졸업자(13.8%)보다 높음.
졸업유예자의 선망직장 고용률은 31.3%, 월평균임금은 221만 원으로 일반졸업자보다 각각 5.9%p와 26만 원이 더 높고, 비정규직 비율은 27.7%로 5.7%p 더 낮아 졸업유예자의 취업의 질이 더 우수함.17.9% of college graduates have experience of postponing their graduation, and a higher percentage of males (20.8%) delayed graduation than females (14.0%).
The ratio of graduation postponement was 31.0% for the top 10 colleges, which is higher than 15.9% for colleges ranked 11 or lower. In terms of academic majors, engineering fields had the highest postponement rate (22.2%).
A U-shaped relationship is observed between parents' income and graduation postponement rate. The graduation postponement rate tends to rise among students of high-income parents, as well as among students of the poor.
The average TOEIC score of those who postponed their graduation is 789 points, 35 points higher than that of general graduates (754 points). In addition, the internship experience rate of those who delayed graduation (17.5%) is also higher than that of general graduates (13.8%).
The rate of being employed in desired organization is 31.3% for graduates with delayed graduation and their average monthly wage is 2.21 million won. These figures are both higher than those of general graduates, by 5.9%p and 260,000 won, respectively. The ratio of irregular workers among those who delayed their graduation is 27.7%, which is 5.7%p lower than that of general graduates. The figures indicate that the employment quality of those who delayed their graduation is better
Youth Labor Market Analysis through intangible demand analysis of firms and applicants
No full text본 연구는 우리나라 기업과 구직자의 무형적 요구분석을 통해 청년층 노동시장을 분석하고 청년고용 활성화를 위해 다음과 같은 내용을 연구하고자 한다.
○ 우리나라 청년 노동시장 현황을 파악하고 분석하려고 한다.
○ 기업 조직문화의 유형을 분류하고 유형별로 인적자원관리의 패턴을 파악하고자 한다.
○ 구직자에 대한 무형적 요구분석을 통해 니즈를 파악하고 이를 유형화할 것이다.
○ 기업의 조직문화와 구직자의 니즈와의 적합성 모색 및 비교분석을 실시할 것이다.This study explored youth labor market by intangible demand analysis from firms and applicants. The employment problems, especially for young generation, would be serious issues in the labor market since they would be related to over-education, loss of social capital, and skill discontinuity. The previous labor economic studies focused on tangible mismatch such as mismatch of information, skill, and income. However, this approach could not reflect the variety of companies in the labor market. To overcome this limitation of tangible labor market mismatch approach, marketing or human resource management approach based on internal and behavioral variables would be needed. The youth labor market of Korea has some unique characteristics compared to other developed countries like OECD countries. The Korean young generation has low employment, but it also has low employment rate too. This ostensibly conflicting labor market features would resulting from the late labor market entry of Korean young generation. The features and causes of NEET were also analyzed.
The previous research on organizational culture produced some research outcomes from some researchers such as Schein, Trompenaars, and Quinn. The competing value model proposed by Cameron & Quinn was frequently utilized to analyze the effect of organizational culture on various firm practices like human resource management practices. They made typology of organizational culture such as relationship culture, innovation culture, market culture, and hierarchy culture. To analyze demand of applicants, studies on the relationship between some variables like job value, career self-efficacy, personality and job search behaviors as well as studies on tangible labor market factors were reviewed and utilized to form the research framework of this study. In addition, studies on the fit between person and organizations such as the effect of person-organization fit on attraction, job offer acceptance, satisfaction, commitment, organizational citizenship behavior, and performance were also reviewed and utilized.
To test research question of this study, survey on HR managers and new entry employees were conducted. Even though The research question concerns the relationship between organizational culture and applicants' characteristics, job applicants rather than new entry employees were used for survey to provide information for the relationship between person-organization fit and job performance. To provide information on these variables, about 280 companies and 500 new entry employees were surveyed.
The relationship between person-organization fit and organizational characteristics and practices. However, the relationship between two variables was not clear possibly because the strong organizational culture would be associated with the better firm practices. The young generation put the high priority on income, status, and job security. The young employees considered skill and career as important factors while they searched for jobs. There are about 30 percent of young employees who felt that there was a discrepancy between skill level between school education and job qualification required by companies. As predicted by previous researches, the person- organization fit was related with the higher job satisfaction, organizational commitment, and organizational citizenship behaviors and the lower turnover intention. Some of interaction terms between organizational culture and individual employees characteristics such as self-efficacy, perceived organizational support, internal locus of control, and vacational perception were also statistically significant. In addition, some of difficulty of employment variables were associated with some individual characteristic variables, tangible labor market factors, job values, and organizational features. Through this labor market segmentation by intangible labor market factors, the more tailored polices would be developed based on results of analyses between organizational culture and employee characteristics.요 약
제1장 서론_1
제1절 연구의 목적 및 필요성 3
제2절 연구내용 4
제3절 연구방법 6
제2장 청년 노동시장 현황 및 분석_9
제1절 우리나라 청년 노동시장의 특성 11
제3장 선행연구 검토_25
제1절 기업문화 27
제2절 근로자 특성 34
제3절 근로자와 조직 적합성 46
제4장 설문조사 분석_51
제1절 연구방법 및 표본 특성 분석 53
제2절 조직특성 및 근로자 특성 분석 85
제3절 무형적 노동시장 인과분석 126
제5장 결론_173
제1절 요약 및 토의 175
제2절 정책방안 178
SUMMARY_183
참고문헌_187
부록_199
인사 담당자용 설문지 201
근로자용 설문지 21
Countermeasures for Fostering the NCS Learning Modules
No full text본 연구에서는 직업교육과정, 직업능력개발 훈련과정, 평생학습 프로그램 등 NCS 중심의 인력양성체제에서 NCS 학습모듈의 역할과 위상을 분석하고, 분야별 학습모듈 활용에서의 현황 및 이슈를 점검하여 NCS 학습모듈 활용 확대를 위한 정책과제를 도출하는데 목적이 있다.1. Objectives of the Study
This study was aimed at drawing the policy recommendations for fostering NCS learning modules in the NCS-based human resources systems based upon analyzing the roles and status of NCS learning modules as well as practical issues in using learning modules in various fields. For this research aim, the study used the literature review, consultation from the specialists, and quantitative survey on the using NCS learning modules and developing the NCS-based curriculum.
2. Concepts and Issues of NCS Learning Modules
With the government affairs, ‘the Realization of Competency-based Society’, as a momentum, the National Competency Standards (NCS) and NCS learning modules are developed as the basic infrastucture for linkage between job, qualification, education and training.
Specifically, the Government has its goal to develop the infrastucture for NCS-based human resources systems as soon as possible, with the development schedule of NCS and NCS learning modules. The NCS is scheduled to finish the development by 2014 and the NCS learning module is scheduled to finish between 2013 and 2015.
However, several conceptual issues need to be paid attention for fostering the NCS learning modules.
First, the characteristics of NCS learning modules should be arranged. The NCS learning modules has the characteristics of learning materials for the NCS competency units. For this characteristics, the utilization of NCS learning modules would be limited if the NCS competency units were modified or partially utilized in the education and training sector. This issue could be due to the conceptual ambiguity between NCS learning modules and NCS-based curriculum. In other words, it is not clear whether the NCS learning modules as learning materials would be conceptually preferred to the NCS-based curriculum. Therefore, the characteristics and status of NCS learning modules should be arranged based upon the linkages between NCS, education and training programs, and qualification framework.
The second issue is about the target of NCS learning modules. Because the NCS learning modules is developed for each NCS unit, the targets of learning modules are subject to the NCS unit levels. However, the NCS levels, which are assigned for each competency unit, are not perfect. The consistency and validity of the NCS levels are not sufficient. For this reason, the clear standard should be constructed for the target of each NCS learning module.
Third, the quality control system should be established for developing and maintaining the NCS learning modules. Especially, the NCS learning modules quality control systems should give some guidelines for the modification of related NCS units and its learning modules, as well as guidelines for effectively using the NCS learning modules.
Conceptually, the NCS learning modules has its goals to boost effective utilization of the NCS units in the fields of education and training. It means that the concept of NCS learning modules is subject to the utilization of NCS units. Therefore, the NCS learning modules should be developed and conceptualized based upon the its linkage between education and qualifications.
3. Survey Results on the Trends of NCS Learning Modules
This study conducted the survey for analyzing the current status of utilizing the NCS learning modules in education and training institutes or workplace. The survey were conducted with 179 subjects which were NCS learning modules developers in 2013. The major findings were as follows:
First, countermeasures for supporting the development of NCS-based curriculum should be sought. At present, the policy encouragement and support are provided in developing and maintaining the NCS-based curriculum in vocational high schools and technical colleges. However, any policy support is not given for 4-year colleges. In addition, the specific guidelines for developing the curriculum using the NCS units or unit elements and utilizing the NCS learning modules are lacking.
Second, the survey results required the deliberation about the roles on NCS learning modules. Many respondents agreed that NCS learning modules should be learning materials or supporting materials of NCS-based curriculum. However, our respondents pointed out that the NCS learning modules did not have sufficient amount of knowledge or skills. For this reason, teachers or tutors could develop additional learning materials when using the NCS learning modules.
Third, respondents pointed out the possibility that educational institutes could encounter the difficulty of developing teaching and learning rather than developing the NCS-based curriculum. Many responded that schools or teachers are lacking in the preparation for learning required in NCS. This means that much deliberations should be given for maintaining the NCS-based curriculum.요 약
제1장_서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 5
제3절 연구의 방법 7
제4절 연구의 제한 10
제2장_NCS 학습모듈의 현황_13
제1절 NCS의 개념 및 추진현황 15
제2절 NCS 학습모듈의 개념 및 추진 현황 30
제3절 종합 및 시사점 49
제3장_해외의 NCS 및 학습모듈 활용 실태_53
제1절 호주 57
제2절 영국 73
제3절 뉴질랜드 93
제4절 스페인 103
제5절 핀란드 111
제6절 종합 및 시사점 131
제4장_NCS 학습모듈 활용의 주요 이슈_137
제1절 NCS 학습모듈 활용 관련 설문조사 결과 139
제2절 주요 영역별 NCS 학습모듈 활용 관련 쟁점 161
제3절 종합 및 시사점 206
제5장_결론 및 정책제안_213
제1절 NCS 학습모듈 활용 인프라 개선 215
제2절 NCS 학습모듈 개발 체제의 개선 220
제3절 NCS 학습모듈 활용 확대를 위한 NCS 기반 교육과정의 명확화 226
SUMMARY_233
참고문헌_239
부 록_24
[정책해설]시간선택제 일자리 창출 추진 방향
No full textⅠ. 추진 배경
Ⅱ. 시간제 근로 현황
Ⅲ. 주요 정책 추진현황
1. 공공부문 선도
2. 민간부문 시간선택제 일자리 확산 지원
3. 사회적 인식 개선
Ⅳ. 향후 정책 추진계획
Ⅴ. 결
[패널브리프] 국내 이공계 신규 박사학위 취득자의 고용 현황
No full textⅠ. 문제 제기
Ⅱ. 분석 결과
□ 이공계 박사학위 취득자의 특징
□ 박사학위 취득 소요기간 및 연구 성과
□ 박사학위 취득자의 고용 현황
□ 이공계 학업전념 취업자의 직장 유형
□ 이공계 학업전념 취업자의 종사상 지위
□ 이공계 학업전념 미취업자의 직장 선호 유형
Ⅲ. 시사
[글로벌리포트] 네덜란드 직업교육훈련 제도의 현황과 쟁점
No full textⅠ. 서론
Ⅱ. 네덜란드의 노동시장 성과와 직업교육훈련
Ⅲ. 네덜란드의 직업교육훈련 제도의 특징
Ⅳ. 재직자 훈련과 평생직업교육훈련의 특징 및 거버넌스
Ⅴ. 네덜란드 직업교육훈련 제도의 강점과 도전과제
1. 직업교육훈련 제도의 특징 및 강점
2. 도전 과제
3. 소결
Ⅵ. 결