Korea Research Institute for Vocational Education and Training
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A Project on the Generation and Provision of Comprehensive Information for Human Resources Policy in 2013
No full text본 사업의 목적은 다음과 같음.
- 첫째, 기존에 생성된 NHRD-Net의 유지 및 보수
- 둘째, 인재개발과 관련한 정보의 수집가공분석제공
- 셋째, NHRD-Net을 통한 정보제공 등에 관한 업무 수행
- 넷째, 국가인재개발 관련 정책수립을 위한 지원역할 수행제1장 서 론_1
제1절 사업의 필요성과 목적 3
제2절 사업의 경과 5
제3절 2013년 사업의 내용 및 추진 방법8
제2장 NHRD-Net 운영_11
제1절 사이트 개편 13
제2절 메일링 서비스 제공 20
제3절 지속적인 정보의 수집제공 29
제4절 시스템 유지관리 32
제5절 기타 사이트 운영 36
제3장 이용 현황 및 만족도 조사_41
제1절 이용 현황 43
제2절 이용자 만족도 조사 48
제3절 조사결과 분석 61
제4장 사업 평가와 향후 과제_65
제1절 사업 평가 67
제2절 향후 과제 70
참고문헌_73
부 록_75
1. NHRD-Net 이용자 만족도 조사 설문지77
2. ‘THE HRD REVIEW’ 제공 세부 목록 8
The Study of Korean Occupational Index (2013)
No full text본 연구의 목적은 5차년(2011-2015년)에 걸쳐 직업세계의 현실과 10년 후 변화를 전망하고 객관적인 지표를 제시하는 것이다. 3차년도(2013년)에 해당하는 이 연구는 엔지니어·건설·생산직 분야를 대상으로 하였으며, 다음의 구체적인 목적을 지닌다.
첫째, 기존 직업지표 연구의 기초지표와 응용지표에 대한 검토 및 수정·보완을 통하여 직업지표 구성 요소를 도출하고 직업지표 분석틀을 구성한다.
둘째, 엔지니어건설생산직 분야의 현재와 10년 후의 주요 직업별 속성을 기초지표 및 응용지표 등 다양한 기준에 의거하여 조사분석한다.
셋째, 1차년도(2011년) 조사와의 비교를 통하여 변화량과 변화의 동인(動因)을 분석하고 향후 미래 변화의 패턴을 예측한다.
넷째, 응용지표 조사결과를 중심으로 숙련수준, 핵심역량, 직무만족도, 이직, 일가정의 균형, 장애인 적합 정도 등 직업 관련 주요 쟁점에 대한 정책적 시사점을 도출한다.다섯째, 국민들에게 209개 직업에 대한 정보를 총괄적으로 소개하는 직업정보서 『2013 한국의 직업지표 : 엔지니어건설생산직』를 편찬한다.This study, the third year project of the Study of Korean Occupational Index(KOI), was conducted for the occupation area of Engineer, Production, and Construction as a second wave research, which is a part of five year research(2011-2015).
The purpose of this study was to provide KOI with scientific and objective research methods to support career choices by investigating and analyzing environments and prospects of Korean major occupations. In other words, the aim of this study was to develop and disseminate trustworthy and valid KOI that could be a guide for all people who needs a job choice.
This research has been done by following five major stages: planning development of the index, conducting a survey on occupational index, analyzing current issues, and suggesting policies. The methods used in each stage of the study consist of literature reviews, experts conference, an web-based occupational survey, statistical analysis, and a seminar. In case of web-based survey, 25 to 35 employees and 5 to 15 job professionals of 209 occupations participated and total 8,360 data was collected. Finally, FGI was used in this study to compensate for the quantitative analysis and understand the world of work profoundly.
For the literature review, this study compared and analyzed various occupational index from several countries, including the US, the UK, Canada, Australia and the EU in order to find out guidelines and recommendations to KOI. Followed by the review, this study illustrated the analysis of KOI in chapter 3 and characteristics analysis by each occupational categories in chapter 4. Consequently, in chapter 5, applied KOI was investigated and elaborated according to following six factors; the level of proficiency, core competence, job satisfaction, transfer and transition, balance between work and family and suitability for the handicapped. Lastly, in chapter 6, several policy suggestions were recommended.
The KOI will be utilized as fundamental data for developing policies regarding to finding employments, promotions and job transitions. In addition, the appendix book, “2013 Korean Natural Science and Engineering Occupational Index”, that was published based on this research will enhance dissemination and availability of the study, as a career guidebook for teachers, students and parents.요약 xi
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구방법과 연구범위 7
제2장 선행연구 및 연구방법_17
제1절 국내 직업지표 선행연구 분석 19
제2절 국외 직업지표 선행연구 분석 32
제3절 2013년 직업지표 구성 65
제4절 2013년 직업지표 양·질적 조사 방법 70
제3장 한국의 기초 직업지표 분석_93
제1절 종합 기초 직업지표 95
제2절 영역별 기초 직업지표 99
제3절 주요 영역 간 교차비교 113
제4절 10년 후의 직업전망 122
제5절 2011과 2013년의 기초 직업지표 변화 148
제6절 소결 169
제4장 직종별 특성 분석_175
제1절 건설 관련직 177
제2절 기계, 재료 관련직 187
제3절 화학, 섬유 및 의복 관련직 203
제4절 전기정보통신 관련직 219
제5절 식품가공, 환경인쇄목재가구공예 및 생산 단순직 233
제6절 소결 246
제5장 한국의 응용 직업지표 분석_257
제1절 숙련수준 259
제2절 핵심역량 272
제3절 직무만족도 286
제4절 이직 303
제5절 일가정의 균형 315
제6절 장애인 적합 정도 328
제6장 정책 제언_341
제1절 노동시장의 효율성 증진 방안 343
제2절 사회구성원을 위한 경력개발 방안 348
제3절 향후 직업연구 제언 354
SUMMARY_361
참고문헌_363
부 록_377
한국의 직업지표 개발을 위한 조사 설문지 379
웹 기반 설문조사 자료 처리 절차 386
세분류 직업별 종합 기초 직업지표 원점수 387
임금 항목의 과대과소 추정 직업 391
정규고용 항목의 과대과소 추정 직업 393
기초 직업지표 주요 영역의 교차비교 결과 394
장애 유형별 적합 직업 40
행복한 청소년의 특징
Get PDF대학 입시 위주의 교육제도와 획일적이고 경쟁적인 학교 분위기에 의한 학업 스트레스 등을 경험하면서, 한국의 청소년들에게는 학교 폭력, 왕따, 정신병과 자살 등 많은 극단적인 문제가 야기되고 있음.
한국 청소년의 행복 수준은 10점 만점 중 평균 6.84점이며, 행복 수준 9점 이상의‘행복한 청소년’은 전체의 18%에 불과
학력과 취업 여부, 사교육 등 현실에서 경쟁을 통해 얻는 요인들이 아니라 오히려 개인의 건강과 자아성숙 등과 같은 정신적인 요인들이 청소년의 행복을 결정짓고 있는 것으로 나타남.
행복한 청소년들은‘가정생활 만족’, ‘건강함’, ‘자아성숙’등의 요인에서 전체 청소년에 비해 각각 11.8%p, 26.2%p, 6.5%p 높은 것으로 나타남.Korean adolescents suffer from academic stress deriving mainly from the education system oriented towards college entrance and the standardized, competitive school atmosphere; the side effects of this is being manifested as extreme social problems including bullying, peer victimization, mental disorder, and suicide.
The happiness level of Korean adolescents averaged 6.84 out of 10 and ‘happy adolescents’ with a score of 9 or higher only accounted for 18% of the total.
Factors that determined their happiness were not those that could be attained in reality through competition, such as education levels, employment status, and private education, but more physical and psychological factors such as personal health and ego-maturity.
Happy adolescents were 11.8%p, 26.2%p, and 6.5%p higher in ‘family life satisfaction’, ‘healthiness’, and ‘ego maturity,’ respectively than adolescents as a total
A Study on the Systematization of Korean National Qualification Information Management
Get PDFKorea’s qualification system is separated into national and private sectors. The national qualification field can be divided again into “National Technical Qualifications” managed by the Ministry of Employment and Labor in accordance with the National Technical Qualification Act, and “National Qualifications” managed by individual government ministries based on relevant laws. This study focuses on the latter “National Qualifications.”
When we classify the types of qualification information, there exists: 1) exam information of qualification, 2) statistical information of qualification, such as the number of applicants and successful applicants, and 3) utilizing information of qualification, such as employment and wage information of qualification holders.
As we examine closely the information service of current Korea’s national qualification, each of the ministries provide different contents of the qualification information. In addition, the amount and dissemination of the qualification information are in shortage and not streamlined.
While ministries are creating and providing each exam information and statistical information of qualification, they neither create nor provide the utilizing information of qualification. In addition, the level and amount of exam information and statistical information, which ministries provide, are not enough in terms of qualitative and quantitative aspects.
The purpose of this study is: 1) to analyze the current status of national qualification information management and dissemination, 2) to ascertain issues by applying a variety of methods, and 3) to suggest user-friendly solutions in order to systematize national qualification information management based on the analysis of user-demand...
A Study on Evaluation System of Vocational Training Policies
Get PDFThe purpose of this study is to suggest the establishment of the evaluation system of vocational training policies. For this purpose, the theoretical framework and the change of vocational training policies were reviewed, and the applicability of policy evaluation in vocational training was derived from analyzing the results of Vocational Ability Development Accounts(VADA). Also, the case studies of overseas were conducted with regard to the policy evaluation in vocational training in which significant implications were identified for Korea.
The evaluation of vocational training has changed with the change of vocational training policies. The three systems are represented as follows.
1)The vocational training accreditation system based on the vocational training criteria
2) The accreditation & evaluation system of training courses and training institutions
3) The implementation system of screening for suitable training courses of VADA
First, in the field of vocational training accreditation system, there are many things to do to receive accreditation such as writing a syllabus, investment in equipment, etc.; however, a few overt feedback systems were shown after getting the accreditation except for making a simple report or a check-up.
Second, over the accreditation & evaluation system of training courses and training institutions, the requirements of training courses and training institutions for accreditation and evaluation were prepared. Based on the requirements, training courses and training institutions are evaluated. And with the results of the evaluation, the accreditation was implemented.
Third, over the implementation system of screening suitable training courses of VADA, the training courses of which the training institutions want to gain accreditation were screened by the examiners. The examiners were employed by the institutions ？ designated by the Ministry of Employment and Labor - which were in charge of the screening in order to determine the necessity of supports and suitability of contents through professionalism. ..
중소 제조업의 숙련 격차 실태와 과제
No full text2012년 기준 주요 산업단지 소재 중소 제조업체에서 기업이 요구하는 숙련 수준에 못 미치는 근로자의 비중(숙련 격차)은 숙련 요소별로 8%～9%이며, 전체적으로는 19% 수준에 달함.
숙련 격차가 가장 큰 숙련 요소는 기초 전문？기술 지식(8.70%), 전문？기술 장비 운용 능력(8.10%), 최신 전문？기술 지식(7.55%)이며, 숙련 격차 근로자의 격차 정도는 전문？기술 장비 운용 능력(4.59점/7점 만점), 최신 전문？기술 지식(4.51점), 성과 및 품질 향상 역량(4.50점)의 순서로 높게 나타남.
업종별로는 기계 업종에서 숙련 격차 인원 비중(21.45%)과 숙련 격차 근로자의 격차 정도(4.52점)가 모두 높아 대책이 시급
향후 중소 제조업 근로자의 역량 개발 투자는 지속해 나가야 하며, 그러한 역량 개발은 실무 지향적으로 이뤄져야 함
대졸자의 병역이행 실태와 노동시장 성과
Get PDF부모의 학력이 높을수록 현역 제대 비율이 낮고 보충역 제대 비율이 높음. 현역 제대 비율은 아버지 학력이 고졸인 경우 87.5%, 대졸이상인 경우 84.1%이고, 보충역 제대 비율은 각각 5.5%, 7.5%임.
아버지가 보건？의료 관련직에 종사하면 81.6%만이 현역으로 제대하여 평균보다 4.7%p 낮음.
현역 제대 대졸자의 월평균임금은 보충역 제대 대졸자보다 12만원 낮음.
현역 제대 대졸자는 보충역 제대 대졸자보다 고용률은 3.9%p, 선망직장 취업률은 3.7%p 높음
A Study on the Match between Training Fields of the Unemployed and Their Post-training Occupations in Korea
No full text본 연구에서는 훈련 직종의 선택과 훈련 후 취업 과정에 대해 직종 변수를 중심으로 분석함으로써 향후 실업자 직업훈련제도의 취업 성과를 높일 수 있는 방안을 마련하는 데 기초를 제공하고자 한다. 이는 훈련 참여자들의 취업 성과를 제고하여 취약계층의 자립을 지원하고 여성의 경제활동 참가를 촉진함으로써 경제 전체의 고용률 제고에도 기여할 것이다.This study evaluates the performance of vocational training for the unemployed in terms of the match between the fields of training and those of occupations. The Korean training program for the unemployed is called ‘Vocational skills development account system’ or ‘My work learning card system’. Training fields and occupations are classified and analyzed at the sub-major group level according to the Korean Employment Classification of Occupations(KECO).
The main findings of this study are as follows.
First, main training fields of the unemployed are Business, Accounting, Clerk Related Occupations(KECO sub-major group No.: 02), Food Service Related Occupations(13), Culture·Art·Design Related Occupations(08), and Beauty·Accommodation·Tour·Entertainment·Sports Related Occupations(12). The proportion of the trainees who took part in the training in those 4 fields is 73.4%.
Second, only 15.6% of the displaced workers took part in the training in the same fields as their former occupations. The other 84.4% took part in the training in the fields different from their former occupations, which implies that most of displaced workers take part in training in order to get jobs in new occupations.
Third, the employment rate of the trainees within 6 months after training is 32.5%. The employment rates of the trainees in the fields of Healthcare & Medical Service Related Occupations(06) and Information & Communication Technology Related Occupations(20) are 50.1% and 47.5% respectively, which are the highest, while those of Textile & Garment Related Occupations(18) and BeautyㆍAccommodationㆍTourㆍEntertainmentㆍSports Related Occupations(12) are 14.7% and 15.3%, the lowest.
Fourth, among the trainees employed, the proportion of those who got jobs in the same occupations as the training fields is found to be 30.6%. The proportion is higher for women and for relatively young trainees. The proportion is also found to be higher for those who got jobs within 3 months after training than those who got jobs 6 months after training or later.
While Trainees in the fields of Business, Accounting, Clerk Related Occupations(02), Healthcare & Medical Service Related Occupations(06), and Information & Communication Technology Related Occupations(20) are more likely to get jobs in the same occupations as the training fields, those in the fields of CultureㆍArtㆍDesign Related Occupations(08), BeautyㆍAccommodationㆍTourㆍEntertainmentㆍSports Related Occupations(12), Construction Related Occupations(14), and Food Processing Related Occupations(21) are less likely to do so. A positive correlation is found between the employment rate of the trainees in a certain training field and the proportion of trainees who got jobs in the same occupations as the training fields.
Fifth, only 29.4% of the displaced workers got jobs in the same occupations as the training fields. Among them 11.2% are upgrade type(AAA) whose training fields are the same as their former occupations and occupations employed after training and 18.2% are career change type(ABB) whose training fields are different from their former occupations but the same as the occupations employed after training.요약 vii
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 주요 연구내용 및 방법 5
제2장 실업자 훈련의 추이와 성과에 대한 검토_9
제1절 실업자 내일배움카드제 추이: 변화와 실적 14
제2절 실업자 훈련성과에 대한 선행연구29
제3절 직종별 인력수급과 훈련 공급 39
제3장 실업자 훈련과 취업 직종_53
제1절 분석 개요 55
제2절 실업자의 훈련 직종 선택59
제3절 훈련 직종의 변경 78
제4절 훈련 직종과 취업 직종 85
제5절 실업자 훈련과 직장이동 유형 104
제4장 결 론_113
제1절 요약 및 정책 제언 115
제2절 연구의 한계 및 향후 과제 123
SUMMARY_127
참고문헌_131
부 록_13
A study on linkage between employment and welfare delivery system : For amalgamate and cooperate between central government and local
No full text본 연구는 지금까지 나타난 전달체계의 문제점과 개편에 대한 요구 그리고 지방정부와 중앙정부 간의 역할 분담 및 협의 조정 부재로 발생하는 다양한 문제점들을 극복하고, 100세 시대와 국민 생애주기별 맞춤형 복지 시대를 위해 필요한 고용·복지 전달체계 모형 구축 방안과 지역 거버넌스의 활성화 방안에 대해 논의하고자 한다.
특히 기존연구들이 각 부처의 관점에서 전달체계의 효율화와 고용과 복지의 연계를 다루어왔으며 일부 학계에서 중앙정부의 통합을 논의하였으나 지방으로의 이양에 대한 논의는 본격적이지 못한 측면이 강하다 하겠다. 이에 본 연구는 기존 연구와는 달리 지방이양에 대한 필요성과 이양을 한다면 어떠한 방식과 내용을 가져야 하는지를 살펴본다는 점에선 차별성을 가진다 하겠다.This report examines the linkage between employment and welfare service delivery system. As know, this topic has known sensitivity topic and very difficult theme since long before. The reason why like this is that strong block among departments and funnel effect at local government exist. Also, The need to discuss on the reorganization of delivery system is , for efficiency of policy on welfare and employment, because it needs absolutely to help local government and to strengthen of physical accessibility for people.
in order to rectify this employment and welfare distortion by present delivery system, our report suggest some alternatives: first, there should be control center which leads to consultation among governmental department related to employment and welfare, and to mediate overlapped policy or program among departments or between government and local. secondly, it should be amalgamated welfare and employment delivery for strength of physical accessibility for people at least in the large city. Finally, It is necessary to transfer some role and function for delivery operation so that collaborations between government and local can be maximized which achieve financial and policy efficiency.요약 vii
제1장 서 론_1
제1절 연구필요성 및 목적 3
제2절 연구 내용 및 방법 8
제2장 선행연구 및 이전 논의들_13
제1절 선행연구 15
제2절 현재의 부처별 전달체계 29
제3장 해외사례_47
제1절 호주 49
제2절 영국 69
제3절 독일 84
제4절 스웨덴 96
제5절 우리나라에 주는 시사점 117
제4장 전달체계와 지방정부_121
제1절 지방정부의 역할과 기능 123
제2절 지방정부 고용복지 담당자의 인식 조사 134
제5장 전달체계와 지역거버넌스_161
제1절 고용복지연계의 논점 163
제2절 복지서비스 현황과 고용복지서비스 연계영역 170
제3절 고용복지서비스 거버넌스 체계구축 및 전달체계의 효율화 184
제6장 고용복지 전달체계 개편방안_193
제1절 통합 전달체계에 들어갈 고용-복지의 범위 195
제2절 고용·복지 통합 전달체계(안) 198
제3절 지자체와 중앙정부의 역할 203
제7장 결론 및 정책제언_211
제1절 결론 213
제2절 정책제언 216
참고문헌_223
Summary_23
A study on plans to improve vocational training system for the working poor
No full text본 연구는 근로빈곤층을 유형별로 구분하여 직업능력개발 측면에서의 특성을 분석하고, 근로빈곤층 직업능력개발의 제도·정책 변화, 직업능력개발 수혜, 참여 실태·성과 분석, 소득보장정책(근로장려세제, 실업급여, 기초급여 등)과 고용서비스의 연계를 통한 취업취약계층의 취업가능성 제고 방안 등 다양한 분석을 통해 근로빈곤층의 직업능력개발 활성화 방안을 제시하는 데 있다.1. Purpose of the Study
This study aims to analyze the characteristics of the working poor by classifying the into several categories in terms of the vocational education and training. The research examines a variety of changes in job skills development systems and policies in Korea for the working poor; the status/conditions of their participation in vocational training programs; ways to help these vulnerable groups to find jobs through linkage of income security policies (the Earned Income Tax Credit (EITC), the Unemployment Benefits, the National Basic Livelihood Security Act, etc) and other employment services. By doing this, the study suggests plans to expand and improve vocational training programs for the working poor.
2. Definition of the working poor and their current status/condition
This study defines the working poor as people having the ability to work but living in poverty, in accordance with the poverty level of households and work ability of individuals. More specifically, people who have worked or have performed job searching activities for more than 6 months among poor households can be called the working poor. Two determinants of the poverty level of people are the relative poverty line (up to 50% of median income) and the minimum cost of living. In the case of the minimum cost of living, the poverty level can be divided into three groups, which are the absolute poor (up to 100% of the minimum cost of living), the second poorest group (up to 120% of the minimum cost of living), and the third poorest group (up to 150% of the minimum cost of living).
The analysis result of the socio-demographic characteristics about the working poor has shown that there is a high proportion of female householders among the working poor. These women are less likely to be well-educated, to have decent jobs, and to hold higher positions in the workplace compared to male householders. Therefore, it has turned out that it is necessary to establish vocational training system that put more focus on women householders as a better way to help the working poor.
3. Analysis of systems/policies towards the working poor
The following are the analysis results of the National Basic Livelihood Security Act, self-sufficiency programs, the Earned Income Tax Credit (EITC), the minimum wage system, and job skills development policies of Korea. First, it is essential to motivate the working poor to participate in economic activities and to receive vocational training as a way to acquire job skills. Second, vocational training programs which meet the manpower demand of the local labor market should be provided to the working poor in order to increase their employment rate after receiving the training. Third, it is desirable to establish customized vocational training programs suited to the companies' needs through partnerships among the government, business owners, and labor unions.
4. The empirical analysis of job skills development of the working poor
The current status/condition of the working poor, wage effect on them, and a probability of their status change were examined based on data of KLIPS (Korean Labor and Income Panel Survey). The analysis about vocational training participation rate of the working poor group and the other group demonstrates that the participation rate of the working poor is lower than that of the other, and this gap continues up to now.
Meanwhile, 5.9 percent of the people among the working poor group and 8.0 percent of the other group indicated respectively their wish to participate in future vocational training programs. In addition, the information and communications sector turned out to be the most popular field for the trainees, as 20.0 percent of the working poor and 16.6 percent of the other group chose this category each in their answers to the question about the type of training programs they want to participate in the future. However, the research result shows that wages of the people in the working poor group are likely to increase by 33~36 percent after participating in training programs when setting up the relative poverty line and the minimum cost of living as 100 percent, while wages of the other group tend to increase by 12 percent. On the other hand, the dynamic analysis about the working poor''s status change probability clearly demonstrates that more than 20 percent of the households who have the ability to work are classified into the working poor. Furthermore, more than 50 percent in the working poor group have failed to overcome poverty, which means that the poverty cycle continues to repeat among certain people. This shows that the jobs skills development programs can be effective means to help people escape from the poverty cycle, however, anti-poverty policies are needed to be designed from the long-term perspective.
5. Survey on the current status/condition of vocational training programs for the working poor
The research includes the survey on the current status/condition of vocational training programs for the working poor and in-depth interview with the working poor. The following are the results of the analysis and suggestions. First, it is recommended to create new terms and concepts that can explain in more detail about the working poor and their job skills development, and to develop active strategies for advocating polices/systems towards the working poor. Second, performing profiling of the data on the working poor is needed to get a more clear understanding of their actual conditions. Third, the study found out that the working poor has been largely excluded in many parts from the benefits of the vocational education training programs supported by the government. Thus, it is necessary to develop practical measures to help them have the benefit of the government-sponsored job skills development programs on the basis of the comprehensive understanding of the current status/condition of the working poor. Fourth, it is predicted that the environment of job skills development for the working poor will be improved soon, however, a variety of detailed plans should be established to realize this expectation. Lastly, it is highly desirable that policies for the working poor at both the micro and macro level are implemented at the same time; at the macro level, raising awareness of the necessity of the vocational training for the working poor, and the fundamental change of the system/policies for them; and at the micro level, providing incentives to individuals and companies for their participation in training program, upgrading education programs, and developing more customer-oriented system/policies.
6. Inclusive policies for supporting employment of the working poor
The core element of policies connecting employment and social welfare is to get active labor market policies, employment support policies and income security policies exert synergistic effects. To promote effectiveness of policies for the working poor, it is important to design comprehensive policies supporting employment of the working poor, which connect the passive policies for employment, such as the subsidy for livelihood security of the National Basic Livelihood Security Act and the unemployment benefits of the Employment Insurance, and customized employment support services suited to the needs of job seekers. Of course, the further analysis is needed to identify whether these policies can be possible by only adjusting and improving the existing policies or a completely new system should be established. As mentioned above, there is a need for more in-depth researches about possible measures to support the working poor's self-sufficiency, along with the enforcement of effective policies at the government level.
7. Plans to improve vocational training system for the working poor
The biggest concern about the working poor in the labor market is that they are not able to get easy access to the labor market and cannot find the decent jobs. In other words, even if they enter the labor market, many of them have been suffering low wages and job insecurity. Under these unpleasant circumstances, in many cases the working poor have so far caught in the trap of poverty continuously, although they work very hard. Therefore, it is required to establish the comprehensive system that supports job skills development of the working poor so that they can prepare well to participate in the labor market and also keep their job after they get employed. In particular, providing one-time, short-term training services should be avoided and the customized vocational education and training system suited to the needs of the working poor should be made from the long-term perspective.
Furthermore, it is also essential to modify and improve the existing policies for the working poor to make them better reflect the realities and more effective. More specifically, in terms of the job skills development programs, more active support by the government and program improvement are required so that the vocational training can play a more important role in many employment support programs, like the employment package program that connects job consultation, vocational education and training, and job placement service.
Also, the working poor should be aware that the job skills development can be a key way to get out of the working poor class who have to take the lowest position in the labor market and face a number of social problems, including job insecurity, poverty, and unemployment.
Lastly, along with enhancing effectiveness of job skills development programs for the working poor, it is one of the most urgent tasks to improve vocational training system for the unemployed and incumbent workers, including devising plans to enhance training outcomes, developing more effective training consultation methods, self-pay rate adjustment for training, and training course evaluation process reform.요약 ix
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 주요 연구내용 및 방법 6
제3절 선행연구 분석 9
제2장 근로빈곤층 개념 및 현황_15
제1절 근로빈곤층 개념 17
제2절 근로빈곤층 현황과 특성 22
제3절 시사점 40
제3장 근로빈곤층 자립지원을 위한 제도·정책 분석_43
제1절 문제제기 45
제2절 국민기초생활보장제도와 자활사업 48
제3절 근로장려세제(EITC) 51
제4절 최저임금제도 56
제5절 직업능력개발 정책 60
제6절 시사점 67
제4장 근로빈곤층 직업능력개발 실증분석_71
제1절 개요 73
제2절 분석자료 및 정의 75
제3절 분석결과 83
제4절 시사점 118
제5장 근로빈곤층 직업능력개발 실태조사_123
제1절 개요 125
제2절 실태조사 분석결과 127
제3절 심층면담조사(FGI) 분석결과 147
제4절 시사점 152
제6장 근로빈곤층에 대한 통합적 취업지원정책 현황 및 개선방안_157
제1절 문제제기 160
제2절 근로빈곤층 소득보장제도 현황 및 쟁점 175
제3절 취업지원정책과 근로유인 제고 180
제4절 통합적 취업지원정책의 의미와 제도설계 183
제5절 시사점 186
제7장 근로빈곤층 직업능력개발 활성화 방안_191
제1절 기본방향 193
제2절 세부 정책방안 196
SUMMARY_205
참고문헌_213
부록_21