Korea Research Institute for Vocational Education and Training
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Korean Education and Employment Panel Survey in 2014
No full text본 연구는 청년층의 교육관련 정보를 충분히 생성하면서 교육과 노동시장 간의 관계를 보다 밀도 있게 분석할 수 있도록 장기적으로 지속 가능하며 대표성을 갖는 패널 자료를 생성하는 데 그 목적이 있음.요 약
제1장 사업 개요_1
제1절 사업의 필요성 및 목적 3
제2절 10차(2013)년도까지의 주요 사업 추진 실적 7
1. 연도별 조사 현황 개요 7
2. 연도별 조사 결과 9
3. 학술대회 개최 및 기초분석보고서 발간 15
제3절 11차(2014)년도 주요 사업 내용 16
1. 제9회 학술대회 개최 16
2. 11차(2014)년도 설문지 개발 17
3. 11차(2014)년도 본조사 실시 17
4. 9차(2012)년도 자료 공개 및 기초분석보고서 발간 18
5. 10차(2013)년도 자료 클리닝 및 학술대회용 자료 18
6. 제10회 학술대회 준비 18
7. 패널브리프 발간 19
제2장 9차(2012)년도 자료 공개 및 기초분석보고서_21
제1절 9차(2012)년도 공개 자료의 내용 및 특성 23
1. 9차(2012)년도 공개 자료의 내용 23
2. 9차(2012)년도 자료 제공 방식 24
3. 9차(2012)년도 자료의 특성 24
제2절 9차(2012)년도 가중치 25
1. 가중치 개요 25
2. 9차(2012)년도 가중치 27
제3절 9차(2012)년도 기초분석보고서 발간 42
1. 작성 원칙과 방향 42
2. 목차와 구성 내용 42
3. 주요 내용 43
제3장 10차(2013)년도 조사 결과 및 구축 자료 보급_71
제1절 10차(2013)년도 조사 결과 73
제2절 10차(2013)년도 데이터 클리닝 및 학술대회용 자료 공개 75
1. 10차(2013)년도 데이터 클리닝 75
2. 코드화 및 추가 정보 76
3. 제10회 학술대회용 자료 배포 77
제3절 제10회 학술대회 78
1. 학술대회 개요 78
2. 세션 및 연구주제별 구성 79
3. 전문가들의 자료에 대한 의견 79
제4절 추가 구축 자료 제공 84
1. 직업력 종단 데이터 구축 84
2. 대학수학능력시험 점수 자료 재구축 85
제4장 11차(2014)년도 설문지 개발_89
제1절 설문 개발 및 조사 대상 91
1. 설문지 개발 91
2. 조사 대상 92
제2절 설문 구성 및 조사 내용 95
1. 설문 구성 95
2. 조사 내용 96
3. 10차(2013)년도와 11차(2014)년도 설문의 조사 내용 변화 102
제3절 설문 문항별 조사 지침 104
제5장 11차(2014)년도 본조사_129
제1절 조사 준비 131
1. 면접원 선정 131
2. 면접원 교육 133
3. 패널 관리 135
제2절 11차년도 본조사 현황 137
1. 본조사 진행과정 137
2. 조사 진행 상황 점검 137
3. 조사 진행 상황(9월 25일 기준) 139
4. 조사 관련 특이사항 147
제3절 향후 조사 방향 147
제4절 조사시스템 148
1. 조사방식 148
2. 11차년도 조사시스템의 특징 149
제6장 사업 성과 및 향후 계획_153
제1절 사업 성과 155
1. 연구 활성화에 기여 155
2. 학술대회를 통한 기여 157
3. 정책 발전에의 활용 158
4. 언론 홍보 159
5. 데이터의 대외적 공신력 유지 159
제2절 향후 계획 160
1. 10차(2013)년도 조사 자료의 발간 160
2. 11차(2014)년도 조사 자료 클리닝 160
3. 12차(2015)년도 조사 계획 수립 161
4. 대학 성적 자료 수집 161
5. 종단 클리닝 및 특성 데이터 제공 162
6. 영문화 작업 162
7. 패널조사위원회 구성 필요 162
8. 해외 패널조사 동향 파악 및 협력 방안 모색 163
9. 『KEEP 2』생성 논의 164
참고문헌_171
부록_175
1. 학술대회 보도자료 177
2. 패널브리프 220
3. 이슈브리프 285
4. KEEP자료 활용 리스트(언론보도, 학술 논문 등) 293
5. 11차년도 설문지 33
The Actual Condition Analysis and the Measures for Substantiality of the College of Further Education of High School Workers
No full text본 연구의 목적은 이러한 필요성과 정당성에 기초하여 주요국 후진학 계속교육의 실태 및 운영 사례를 정밀 진단하고, 우리나라 후진학 계속교육 제도의 운영 내실화 및 정책적 개선 시사점을 제시하고자 하였다.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 5
제3절 연구 방법 6
제2장 독일의 후진학 계속교육 운영 실태 분석_9
제1절 후진학 계속교육 제도 11
제2절 후진학 계속교육 운영현황 분석 28
제3절 후진학 계속교육 운영 사례 33
제3장 핀란드의 후진학 계속교육 운영 실태 분석_43
제1절 후진학 계속교육 제도 45
제2절 후진학 계속교육 운영현황 분석 65
제3절 후진학 계속교육 운영 사례 68
제4장 일본의 후진학 계속교육 운영 실태 분석_83
제1절 후진학 계속교육 제도 85
제2절 후진학 계속교육 운영현황 분석 94
제3절 후진학 계속교육 운영 사례 103
제5장 논의와 시사점_111
제1절 독일에서의 논의와 시사점 113
제2절 핀란드에서의 논의와 시사점 116
제3절 일본에서의 논의와 시사점 119
제4절 종합 비교표 121
참고문헌_12
A Study on the Improvement Plan for the Registered Private Certifications and Accredited Private Certifications
No full text「자격기본법」에 의거 2000년에 국가공인 민간자격제도가 시행되었고, 2008년에는 등록 민간자격제도가 시행되었으며, 2014년 민간자격 사전등록제가 시행되었다. 민간자격은 2000년 이후 지속적인 양적 팽창을 거듭하고 있으며, 2014년을 기점으로 종목 수가 크게 증가하고 있다. 이 연구는 현행 민간자격의 현황을 파악한 후 중단기적 제도 개선방안을 제안하고 있으며 아울러 장기적 측면의 제도개선 전략을 제시하고 있다. 특히, 중단기적 개선방안의 경우 등록제도는 등록금지 분야의 사전고지, 등록증 발급을 등록번호 부여로의 전환을 제시하고 있으며, 공인제도는 부처의 사전적 심사기능 강화, 만족도 조사를 통한 정량적 평가 도입, 공인기준의 수정 등을 제시하고 있다. 아울러 장기적 전략으로는 민간자격 금지분야의 실효성에 대한 연구 및 검토, 사전등록의 실효성 연구를 제안하고 있다.In 2000 the national authorization system of private qualification was enacted based on 「Framework Act on Qualifications」 and in 2008, the registration system of private qualification was started, and this year the pre-registration system was enacted.
The purpose of this study is to examine the current situation of the registration system of private qualification and to propose a short-term and long-term strategy for the improvement of the system.
This study proposes some improvement plans and alternatives.
Firstly, official notification of the prohibition field by government ministry in advance and distribution only register numbers to institutions in the pre- registration system is needed.
Secondly, to improve the national authorization system, it is necessary to strengthen the authority of government ministry in authorizing, building up quantitative analysis index and adjusting judgment standard from a long-term strategy viewpoint
Furthermore, assessment of the effectiveness of restricting the authorized qualification as vocational qualifications and excluding the basic literacy qualifications out of the authorized qualification is urgently needed.
Finally, we need further research on the actual condition of private qualification and building of panel data for the improvement of the qualification system.Ⅰ. 연구 배경 및 범위 2
Ⅱ. 우리나라 자격제도 특징 및 민간자격제도 4
Ⅲ. 민간자격 추진 현황 및 시사점 8
Ⅳ. 민간자격제도 설문조사 결과 14
Ⅴ. 정책제언 및 추진전략 19
참고문헌 23
[부록] 2
A Study on Core Manpower Development Policies of Creative Economy: Focused on Software Industries and Advertising Industries
No full text본 연구에서는 한국형 창조경제의 특성을 반영한 한국형 창조산업의 범위를 설계하고, 유망 분야를 선정하여 핵심인력에 대한 현황 및 전망 분석을 토대로, 창조경제 인력의 효율적 육성을 위한 교육ㆍ노동ㆍ능력 간 연계방안을 도출함으로써 한국형 창조경제의 성공적 실현을 위한 실질적 인력정책 방안을 제시하는 것을 연구 목적으로 삼고자 한다.This study is designed to achieve largely the following two purposes: One is to define the scope of creative industries and promising fields among them which reflect the nature of Korean creative economy; and the other is to suggest practical manpower policy measures to realize creative economy successfully by analyzing current situation and prospect, and by drawing effective linkage measures between education and labor market.
Overseas and domestic literature review was conducted to clarify the concept and issues of Korean model of creative industry and its leading manpower. In the research advertising industry and software industry are selected as representative fields in creative economy, so as to explore the job specifications and its education and training system. Especially the balance of core and the rest of the labor force in the specific industries were looked into both in the formal education system and non-formal training system.
Besides, some survey research were conducted to grasp the conditions of supply and demand of core labor force, which would be applied as grounding to suggest development policy tasks to enrich the quality of education and training to advance the industries.
POLICY SUGGESTION
Following policies are suggested not only to contribute to the development of advertising industry and software industry by supporting core creative manpower, but also to prosper Korean creative economy budding the growth engines industry.
Development Core Manpower of advertising Industries
First, concrete directions of creative economy should be proposed to develop suitable level and quality of labor force. The importance of advertising industry as a creative industry should be disseminated to the public so as to enlarge the perception on the development and management of human resources. Then the industry would attract excellent labor force.
Second, the ‘Smart Contents Producing Center’ should be established which activates to cultivate competent advertisement producers. Recently with the advent of the various digital media, advertising industry achieved secure environment to take off to unprecedented development stage. The Smart Contents Producing Center can take a role to reduce the imbalance between large enterprises and small and medium enterprises. Especially the center can provide producing- friendly facilities and educational conditions to the small and medium sized advertising enterprises and producers, which results in the preparing for the planform for growing together.
Third, justice business order should be set up among the advertising industry owners, enterprises, and producers. Profits of advertising industries has been various because the profit and loss sharing ratios has been applied and assigned differently depending on the type of media. The advertisement producing market should be segmented, so that justice business can be dealt and make a balance between large companies and small & medium companies.
Fourth, employment exhibition of advertisement producing industries should be organized and held more frequently to absorb excellent talents. Employment exhibition can provide opportunities for digital advertisement producers to interact their know-how and skills. Small and medium sized advertisement enterprises can benchmark the distinguished capacity and catch the trend of advertisement producing by interacting with others. Also it can satisfy its own demand for excellent workforce, and providing employment chances to job seekers on the other side of the coin.
Fifth, growing together policy measures for small and medium sized companies should be prepared. Niche market strategies to enrich striking ideas can enhance the performance of the company. The government should support the development of small and medium companies by preparing education and training programs to upgrade expertise. Producing cost of small enterprises should be appropriated according to the standard producing unit cost so as not be underestimated. Especially, the large companies and public sector should make a deal rather with small and medium companies, than with large companies.
Development Core Manpower of Software Industries
First, environment of software industries should arrange virtuous cycles. Lacking understanding of the values of software industries may come to less profit and poor performance, which continue to poor re-investment and lack of excellent manpower. As a solution, software concert or documentary films should be propagated and would magnify public’s awareness of software and purchase of original goods. Especially, a success model as a software expert should be not only presented and publicized, but also appropriate conditions should be established to attract and nurture talented students and continue to develop with self-respect in the field on the foundation of advanced corporate culture, management competence, and unique characteristics of each corporate.
Second, qualitative mismatch of software industries should be improved. Support system to develop competency of future employees and incumbent workers should be built. Firstly, for the incumbent workers to facilitate to develop skills needed as software developers voucher system should be established. Besides, related laws and institutions should be improved. Specifically sector council as a software human resources development council should be organized and managed in which stakeholders, such as enterprises, colleges, and government discuss on the demand and supply plans head to head. In addition, unreasonable hindrance regulations should be scrutinized and reformed in various aspects.
Third, special cases on the military service should be reinforced to nurture expertise for the small and medium companies. Government should keep a rule to assign the excellent skilled workers to strategic industries not to only large industries. The special cases on the military services should be properly and best used to attract best workers, and prosper software industries besides improvement of educational system.
Fourth, intellectual property right should be protected. Weak protection of intellectual property right may result in outbound brain drain of excellent skills who could not root in the Korean society pursueing their career as a software professionals. It deteriorates vicious cycle of software environment. To protect the intellectual property right and non-visible property values which are the origins of software industries, all-pervasive illegal duplication and download of contents should be eradicated with strict disciplinary action policies and national education policies organically.제1장 서 론_1
제1절 연구의 배경과 필요성 3
제2절 연구의 목적 5
제3절 연구 내용 7
제4절 국내외 창조경제 관련 문헌 분석 9
제2장 주요 창조산업 핵심인력 육성 현황 분석_25
제1절 창조경제 유망 산업 선정 및 핵심인력 정의 27
제2절 광고산업 핵심인력 육성 현황 분석 31
제3절 SW산업 핵심인력 육성 현황 분석 67
제3장 창조산업 핵심인력 육성 실태조사_99
제1절 개요 101
제2절 광고산업 핵심인력 실태조사 결과 분석 103
제3절 SW산업 핵심인력 실태조사 결과 분석 131
제4절 소결 158
제4장 창조산업 핵심인력 육성방안_163
제1절 교육시장에서 노동시장으로의 이행 165
제2절 정부의 창조산업 핵심인력 지원정책 169
제3절 창조경제 인재양성을 위한 대학교육의 개선방안 174
제4절 창조산업체의 인력양성 기능 활성화 방안 180
제5장 결론 및 정책 제언_191
제1절 핵심인력 육성을 위한 기본방향 194
제2절 광고산업 핵심인력 육성을 위한 정책 제언 200
제3절 SW산업 핵심인력 육성을 위한 정책 제언 203
SUMMARY_215
참고문헌_221
부 록_231
부록1 광고 전문인력 현황 설문조사(인사담당자용) 233
부록2 SW 전문인력 현황 설문조사(인사담당자용) 244
부표1 광고산업 핵심인력 실태조사 결과 255
부표2 SW산업 핵심인력 실태조사 결과 26
중·고교 재학 중 따돌림 경험과 그 이후
Get PDF중·고교 재학 중 따돌림 경험자의 4년제 대학 진학비율은 44.9%로 따돌림 무경험자(50.5%)에 비해 5.6%P 낮음.
중·고교 시절 따돌림 당한 경험이 있는 4년제 대학 진학자 중 상위 40위 이내 대학 진학자 비율은 12.9%로, 따돌림 무경험자(29.7%)에 비해 2배 이상 낮음.
중·고교 시절 따돌림 경험자 가운데 8년이 지난 후의 행복한 청년 비율은 31.9%로 따돌림 무경험자(39.1%)에 비해 7.2%P 낮음.
중·고교 재학 중 따돌림 경험자의 취업 시 최소 희망임금은 175만 9천 원으로 따돌림 무경험자의 202만 5천 원에 비해 26만 6천 원 낮음.
중·고교 재학 중 따돌림 경험자는 8년 이상이 경과했음에도 불구하고, 따돌림 무경험자와 비교했을 때 정서적으로 불안정한 특성을 보임.44.9% of those who were bullied during their middle and high school years advance to four-year colleges, which is 5.6%p lower than 50.5% for those who did not experience bullying.
Among those ‘bullied’ students entering four-year colleges, 12.9% advance to a four-year college in the top 40, which is more than twice as low as that of people who were not bullied (29.7%).
Among people who were bullied during their middle and high school years, the percentage of people who are happy eight years after being bullied is 31.9%, which is 7.2%p lower than that of people who were not bullied (39.1%).
The minimum desired wage indicated by people who were bullied during their middle and high school years is 1.759 million won, which is 266,000 won lower than the 2.025 million won desired by people who were not bullied.
Even after eight or more years have passed after experiencing bullying in school, those ‘bullied’ people show a tendency to be emotionally unstable when compared with people who did not have such experience
마이스터고 졸업생에 대한 기업의 만족도
Get PDF기업의 마이스터고 교육 만족도는 전반적으로 높은 수준이며, 기초학습능력(89.9%), 인성(89.7%), 전공이론(87.7%), 전공실습(84.9%) 순으로 만족도가 높음.
기업의 절반 이상은 전문대학 졸업생보다 근무태도(70.0%)가 더 성실하고 대인관계역량(61.7%)도 더 높다고 응답함.
마이스터고 졸업생이 수행하고 있는 업무의 학력 수준은 전문대졸이 66.3%로 가장 많고, 고등학교 이하는 28.4%, 4년제 대졸 이상은 5.3%로 나타남.
마이스터고 졸업생을 채용한 기업의 88.9%가 향후 마이스터고 졸업생을 지속적으로 채용해야 한다고 응답함.Employers' overall level of satisfaction with Meister school education is high, especially with basic learning skills (89.9%), personality (89.7%), theoretical knowledge in their majors (87.7%), and field experience in their majors (84.9%).
More than half of employers responded that Meister school graduates have a more diligent work attitude (70.0%) and higher interpersonal skills (61.7%) than graduates of two-year colleges.
66.3% of Meister school graduates are performing jobs that normally demand a two-year college degree, while 28.4% are doing jobs that require high education or lower, and 5.3% are doing jobs requiring four-year college education or higher.
88.9% of employers who recruited Meister school graduates responded that they will continue to recruit Meister school graduates in the future
A Study on Enhancing Policy Effectiveness for Youth Start-ups
Get PDFRecently, Korea has paid more attention to settle a virtuous economic cycle where economic growth results in more jobs as a solution to address increasing youth unemployment and falling youth employment rate. The newly inaugurated Park Geunhye administration reflected this situation by including to its policy agenda ‘job creation through stimulated venture start-ups’. And for its implementation, the administration established measures as nurturing talented young entrepreneurs and promoting environment friendly to re-challenge to help support youth start-ups and employment.
This research, to support such government efforts, has compiled numerous opinions and research findings that had been suggested so far on stimulating youth start-ups and job creation to find out the current situation of young entrepreneurial assistant policies and their problems while employing many research methods to find a way of improvement. Based on these research activities, we drew four different suggestions for policy upgrade. The four suggestions are to establish a solid foundation for youth business activity, an education system for youth business activity, a system assisting youth business start and investment collection and a system helping business closure and rechallenge.
As a more concrete way of establishing a sound foundation for youth business activity, to enhance people’s awareness on start-up, more active public promotion should be conducted about young people’s business foundation. Also, the policy systems assisting business establishment should be reorganized to be more consistent to each other. For youth’s enterprises to attract more activities there should be more tax breaks and domestic market related to youth business should be stimulated for more voluntary participation of young generation. Also, additional punishment can be imposed on any illegal or evasive attempts including unfair market trading practice, viewed as an obstacle to youth start-ups. ..
The Study of Career Development:Cases of New Occupation Pioneers
Get PDFThe aim of this study is to understand the career development of new occupation pioneers. 20 cases were selected and analyzed by interviewing. Interviews were proceeded from May 2 to July 7, 2013. The single-session interview process took approximately 240 minutes for each interviewee. With prior consent, each interview was recorded. The interview contents were analyzed after transcription. NVivo program was used, because of its strength for searching of interview data, coding, and generating or modifying nodes and tree structure between concepts. Among various qualitative research methods, case study was adopted for research. Case study is a research method to attempt in-depth analysis of one or more cases. The research method of grounded theory was also partly utilized for analyzing data. According to the results of this study, new occupation pioneers have the characteristics as follows.
First, they are creative in regard to creating new career path that others did not choose. Second, new occupation pioneers choose their own life and search for new jobs actively. Third, they have capabilities for convergence and integration, which is required for new occupations. Fourth, one of their characters is to build network among people very well. Fifth, they are challenging and enthusiastic. They have courage to explore the unstable and unknown world and get into a new field willingly. Sixth, a considerable number of people who work in new occupations are community oriented. They are interested in community-based economies and living with others, not alone. In this study, core categories were established as ‘rapid information power, networking competency, and enthusiastic challenge’.
First, career development of new occupation pioneers is the process of challenge to the new world. Rapid information power provide a motivational force to challenge differently from others. Second, career development of new occupation pioneers is the process of managing difficulties. Their outstanding networking competency is greatly helpful. Third, career development of new occupation pioneers is the process of strengthening the position as careermen/women. Positive attitude like enthusiasm, sincerity, and firm philosophy for work is serving as the foundation to overcome difficulties and settle down to corresponding field
외국어, 적절한 취업스펙인가?
Get PDF취업 시 외국어 능력이 중요한 일자리의 월평균 임금은 268만 원, 중요하지 않은 일자리는 208만 4천원으로 60만 원 정도 차이가 남.
취업 시 외국어를 중시하는 일자리와 중시하지 않는 일자리간 임금 격차는 대학 서열이 낮을수록 확대되어 1.13배(1~10위) → 1.17배(11~20위) → 1.20배(21위~30위) → 1.23배(31~40위) → 1.24배(41위 이하)임.
4년제 대졸자 정규직 근로자 중 현 일자리 취업에 인성이 중요했다고 응답한 비율은 62.7%이며, 전공(55.8%), 학력(52.8%), 외국어 능력(35.1%), 학벌(33.9%) 순으로 나타남.
취업 시 외국어를 중시하는 직장에서는 토익 점수가 높은 사람을 뽑고, 업무에서도 외국어 활용도가 높아 채용도구로서 외국어 능력이 어느 정도 타당하게 활용되는 것으로 보임.The average monthly wage for jobs where foreign language skills are important for employment is 2.68 million won, and that for jobs where foreign language skills are not important for employment is 2.084 million won or a difference of about 600,000 won.
The wage gap between jobs where foreign language skills are important for employment and jobs where they do not tend to widen as the rankings of colleges graduated by workers decline. As a result, the wage gap is 1.13 times for top 10 colleges, 1.17 times for those ranked 11-20,1.20 times for those ranked 21-30,1.23 times for those ranked 31-40, and 1.24 times for those ranked 41 or below.
Among full-time, regular workers who graduated from four-year universities, 62.7%said personality was an important factor for getting their current job, followed by academic major (55.8), education level (52.8%), foreign language skills (35.1%), and school attended (33.9%).
At companies that put importance on foreign language skills, people with high TOEIC scores are hired and the level of utilization of their foreign language skills is high. Hence, it seems that foreign language skills are used to some extent as a reasonable recruitment factor in such companies
A Qualitative Case Study on Career Construction in the New World of Work and the Meaning of Education of Work
No full text이 연구는 다양한 범주의 경력전환 사례를 통해 새로운 일의 교육적 방향을 모색하고자 하였다. 이에 질적 사례 연구의 접근을 통해 자료를 수집, 분석하고 이를 경력적 측면, 사회적 측면, 심리적 측면, 일의 교육적 측면에서 논의하였다.
연구 결과, 이들은 주어진 맥락과 자신의 요구 사이에서 끊임없이 고민하고 협상하며, 매우 다양한 방식으로 경력을 재구성해가고 있었다. 특히 현대 우리사회에서 나타나는 특수한 양상으로 기존 경력관과 새로운 경력관의 과도기적 공존, 그리고 고용불안 및 사회문화적 구조와 자기 주도적 경력태도 사이에서 진동하는 개인의 모습도 발견할 수 있었다. 또한, 자유로운 자기표현 및 능동적 변화를 통해 창의적으로 맞춤형 진로를 구성해가는 양상을 발견할 수 있었다. 이 연구에서는 이러한 결과를 바탕으로 기존 진로교육의 문제를 논의하고 새로운 일의 교육을 위한 시사점을 제시하였다.The goal of this study is to understand the meaning of career transition in the new world of work and to suggest implications for vocational and career education through a qualitative case study. To explore these questions, in-depth interviews with thirteen research participants who experienced career transition in diverse aspects, during four-month period, were conducted. The findings are categorized in following four domains: career, sociological, psychological, and educational aspect of work. Also, eleven sub-themes are derived. For example, there is a co-existence between past career objective and new career objective, and individuals oscillate between social structure of unstable employment and their career attitude of self-leading. Also, it was found that individuals constantly pursue their career through constructing creative, various careers, expressing themselves freely and striving for change. In this research, we addressed problems of previous career education and provided new direction for education of work based on these findings