Korea Research Institute for Vocational Education and Training
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[이슈분석] 청년 고용에 영향을 미치는 기업의 인적자원관리 현황 분석 및 개선 방안
No full textⅠ. 문제제기
Ⅱ. 조사 및 분석 결과
1. 총 고용 수준
2. 청년고용 비중
3. 정규직 채용규모
4. 1년 미만 근속자 중 이직자
5. 10년 이상 근속자 중 이직자
Ⅲ. 정책 제언
1. 청년고용 정책의 중요성
2. 청년 고용규모
3. 청년고용과 교육훈련을 포함한 인적자원관리
4. 장기근속
5. 대·중소기업의 생태계 관점의 일자리 정
A Study on Manpower Supply and Demand Prospect System for Establishment of Higher Education HR Policy(II)
Get PDFInvestigated in the second year study was the current state of workforce-related statistical infrastructures and ways to develop a novel statistical infrastructure for greater availability. Higher education workforce by major was projected by utilization of the workforce projection model developed based on the established statistical infrastructure in the 1st year-study.
This study presents higher education workforce projection by major at the sub-major group level, providing a baseline information for developing higher education workforce policies. To this end, the current statistical infrastructures for workforce projection were assessed, a new complemented statistical system was devised, and workforce projections by major were made. To be more specific, the workforce supply projection was drawn from the assessment of Higher Education Statistical DB and Employment Statistical DB published by Korean Educational Development Institute, while the workforce demand by major was projected from the outcomes of surveys done to enterprises in formulating a novel statistical infrastructure.
The outcomes of the 2nd year-study, assessment of the current statistical infrastructures and workforce projection by major, will serve as the basic statistical infrastructure for aggregate projection of higher education workforce and collaborative interdisciplinary studies in the 3rd year-study
A Study on Career Guidance System in Higher Education
Get PDFAfter the government and higher education institutions recognized that the higher education should not only limit the role in academia but also be actively involved in college students’ employment since the late 1990s, they allowed building career service centers in campuses in order to provide various career information system and employment capabilities enhancement programs.
However, overall career education management system, specific curriculum and contexts in Korean higher education are insufficient to support students’ career development. Also, there are shortfalls in infrastructure and programs which support college students’ career capability development associated with self-management ability and employment ability.
The purpose of this paper is to present the establishment of career guidance system in higher education. In order to conduct this research to understand the necessity of the establishment and the main points, we analyzed both the change in higher educational environment and labor market conditions along with examining the background and the process of government policies related to career guidance since 2003.
For further analysis of change in higher educational environment, we looked into the rapid growth of the college enrollment rate since the mid-1990s and confirmed that higher education already became common. Besides the increase of the college enrollment rate, we examined the change of the internal configuration in higher education such as decreasing school age population because of the low birth rate and aging population...
Vision and Policy Tasks of Vocational Education & Training
Get PDFAs of 2012, the global economy has been witnessing the continuous expanding uncertainty due to deteriorating financial crisis of Greece and Spain, worsening volatility of raw material price, and inflation potential of emerging nations. With unsafe responses to anxiety of the Euro zone caused by financial crisis of some European nations, the possibility of reoccurrence of global financial crisis has raised and concerns over hard landing of the Chinese economic growth have been mounting.
In such internal and external economic circumstances, interests have increased on job creation and relevant vocational capability development as a measure to ease anxiety in the labor market and polarization of the aggregate demand and to stabilize the job market. It means that this era demands development of comprehensive system for learning, employment and welfare based on learning and capacity development rather than compassionate welfare by strengthening the vocational capacity development as a measure for social integration to realize proactive welfare.
Along with such demands, the detailed status and issues by each area of career, vocational education, vocational training and certificates are diagnosed in relation with vocational capacity development and based on the diagnosis; it is required to clearly restate the vision desired by Korea. The systematic strategies and concrete policy tasks are reviewed to achieve the vision.
The vision of ‘establishment of high skill economic system for common growth’ to overcome difficulties faced by the Korean economy has set and four strategies to achieve the vision are 1) Strengthening supports for execution of the labor market, 2) Strengthening vocational capacity development of organizations(company), 3) Strengthening vocational capacity development of employees(individuals), and 4) Strengthening vocational capacity development infrastructure(social foundation). The detailed policies to achieve the vision are suggested by strategy
Measures to Support High School Graduate Employees with “Employment First, Education Later”
Get PDFRecently, the high school educational policies have strengthened several “Employment First, Education Later” pathways for fostering vocational high school graduates to get a job, instead of entering higher education. This study has the goal to examine the issues and suggest several policy measures related to “education later” policies for high school graduates.
The term, “education later”, that secondary education policies have strengthened, has not been defined clearly. In several newspapers or papers, the term “education later” has been used as the learning pathway where high school graduate employees enter college or university while keeping employment status after graduating high school. Although this term has not been academically defined, the term “education later” implies the alternative pathway for dealing with the biased path that many vocational high school graduates have tried to enroll in an university. In other words, “education later” is one of the pathways for vocational high school graduates who wish to get a job.
Related to the “education later” for high school graduate employees, there are several issues such as the followings: 1) how much will be the demand of “education later”, 2) what are the demand of high school graduate employees, and 3) how can participation in “education later” programs be facilitated? Based upon these issues, this study gave some policy suggestions. ..
Analyzing Major Issues of Youth Employment Policies
Get PDFIn this study, five major policy issues for promoting youth employment were selected and theoretical review, data analysis, establishing policy alternative and so on are performed. Selected five major policies in connection with youth employment are levels of employment expectations and mismatch, fact-revealing and policy of high school-graduates’ employment, establishing core skills evaluation system, feasibility analysis for introduction of youth quota system, reality of youth self-employment and measures to encouraging it.
1) Youth employment crisis and mismatch
This section takes a comprehensive approach to the levels of employment expectations of youth including reservation wage, and analyzed comprehensive determinant of the levels of employment expectations, the relation between reservation wage and levels of employmen expectations, labor market performance by the level of employment expectations, etc.
2) Analysis of employment, of high school graduates
This section analyzed actual conditions of a high school students’ employment and suggested the policy for the expansion of employment of high school graduates.
3) Establishing core quota evaluation system
This section gives a general overview of the enforcement situation of skills evaluation system. It is expected to solve the problems like excessive university college entrance rate, academic elitism, building up-spec for employment, etc. Also, this section suggested the improvement plan of core skills evaluation system.
4) Analysis of youth quota system
Despite various political efforts, youth employment problem shows no sign of improvement. To solve this problem, this section examines the youth quota system. It is claimed that this system needs to be introduced by political circles. Also, this section reviewed the factors that has to be considered in introduction of this system.
5) Reality and policy task of youth self-employed
This section is dealing with the current condition of youth’s business startup through a present condition of youth self-employment indirectly. The youth’s business startup has been focused as a part of job creation for youth
유휴청년층의 성향과 일상생활
Get PDF유휴청년은 또래의 다른 청년보다 외향성, 친화성, 성실성, 개방성이 좀 더 낮아 사회적 관계를 형성？유지할 때 필요한 성향이 다소 부족함.
유휴청년(비유휴청년)의 TV 시청시간은 1일 2.20시간(1.59시간), 수면시간은 7.48시간(6.69시간)으로 상대적으로 길게 나타난 반면, 독서량은 연간 3.88권(6.99권), 주당 운동시간은 2.05시간(2.84시간)으로 자기계발에 투자하는 시간은 적음.
유휴청년(비유휴청년)의 동아리 활동 비중은 3.1%(12.5%), 자원봉사 활동 1.0%(9.1%), 19대 총선 투표율 34.0%(54.2%), SNS 사용 비율 38.1%(60.0%)로 유휴청년의 사회참여도가 더 낮음.
행복하다고 느끼는 유휴청년은 73.2%, 비유휴청년은 82.8%이며, 행복한 정도는 유휴청년 6.3점(10점 만점), 비유휴청년 6.8점으로 유휴청년의 행복도가 더 낮음.Because young people not in education or employment (NEET) have relatively low levels of extroversion, friendliness, sincerity, and openness compared to other young people of a similar age, they somewhat lack the propensities required to form and maintain a social relationship.
It is found that the average TV viewing time of NEET is 2.20 hours ((non-NEET young people, 1.59 hours) per day and the average time spent asleep is 7.48 hours (as compared to 6.69 hours for non-NEET), both of which are relatively long compared to their counterpart. The results also show an average number of books read per year of 3.88 (as compared to 6.99 books) and an average weekly exercise time of 2.05 hours (as compared to 2.84 hours), which indicates that only a small amount of time is spent on self-improvement.
The percentage of NEET (non-NEET young people) who participate in club activities is 3.1% (12.5%); the percentage for volunteer activities is 1.0% (9.1%); the turnout in the 19th general election was 34.0% (54.2%); and the percentage for SNS use is 38.1% (60.0%). The figures indicate that NEET participation in society is lower.
The percentage of NEET who feel happy is 73.2% compared to 82.8% of non-NEET young people. Also, NEET scored 6.3 (on a 10-point scale) and non-NEET young people scored 6.8 when assessing happiness levels, which shows that NEET has lower levels of happiness
대학생의 재학 중 취업 실태
Get PDF2012년에 대학생 중 26.3%, 전문대생은 33.2%가 취업 상태에 있음. 대학생의 경우 2000년에 23.1%에서 2012년 26.3%로, 전문대생은 29.1%에서 33.2%로 증가
지난 10여 년간 주당 평균근로시간은 전반적으로 감소
취업 비중이 높은 산업은 숙박 및 음식점업과 도매 및 소매업 등, 직종별로는 서비스, 판매, 단순노무 종사자 등임.
지난 10여 년간 대학 및 전문대생의 시간당 임금은 30대 임금근로자의 50%를 하회26.3% of students in universities and 33.2% of students in junior colleges were in employment in 2012; the respective rates for the year 2000 were 23.1% and 29.1%, both edging up to the 2012 levels.
There has been an overall decline in the average weekly working hours over the past 10 years.
The industries with a high proportion of student employment were the accommodation and food industry, and the wholesale and retail industry, while the occupations with a high proportion of student employment included services, sales, and simple labor.
Over the past 10 years, the hourly wage of college students has remained less than 50% of the hourly wage earned by those in their 30s
A Study on the employment effect of government-aid higher education specialization projects on industry-academia cooperation
No full text본 연구에서는 정부가 재정을 지원하는 산학협력 특성화사업들이 대학생들의 취업률 제고에 얼마나 영향을 끼쳤는가를 살펴보고, 이에 입각해 대학특성화를 위한 정책적 시사점을 도출하고자 하였다. 실증분석 결과, 정부 재정지원(2009~2011년)의 취업지원효과가 크지 않은 것으로 나타났다. 새 정부에서 대학특성화정책을 재차 강조하고 나선 가운데 정부가 재정을 지원하는 특성화사업의 참여학과 선정 과정에서는 전문가 집단의 참여를 통해 특성화분야의 적절성 등에 대한 사전검증이 필요한 것으로 보인다. 이는 대학특성화는 대학 자율적으로 결정하지만 내·외부의 의견을 수렴하는 과정을 거치도록 제도화할 필요가 있기 때문이다. 특히, 대학특성화사업의 경우 지역산업과의 매칭 여부, 사업수행의 적절성 등에 대한 지속적인 모니터링은 물론 사업의 효과를 제고할 수 있는 사업 컨설팅을 강화할 필요가 있는 것으로 판단된다.This study aims to analyze the employment effect of government-aid higher education specialization projects on industry-academia cooperation. Based on the research results, we tried to derive the policy implication for the high education specialization.
According to the empirical analysis, the employment effect of government- aid projects(2009~2011) was not significant. For new government reemphasize the importance of higher education specialization, the intervention of expert groups is required to select the universities which will participate in the government-aid specialization projects.
To promote the higher education specialization, it is needed to institutionalize inside and outside consultation process. Particularly pre and post verification on the matching between local industries and university departments, relevance of project implementation, continuous monitorings are necessary.Ⅰ. 연구의 개요 2
Ⅱ. 분석모델의 설정 및 취업지원효과 실증분석 결과 7
Ⅲ. 광역경제권선도산업 인재양성사업 사례 실증분석 15
Ⅳ. 결론 및 정책제언 20
참고문헌 23
Abstract 24
부
Analysis on jobs and vocational education and training and for seamless rehabilitation of discharged female soldiers
No full text여성 제대군인은 강한 국가관과 책임성을 가지고 있는 뛰어난 인적자원으로서, 이러한 우수 인적자원의 활용을 통하여 국가경쟁력을 강화할 수 있다. 따라서 본 연구의 목적은 여성 제대군인의 사회복귀 실태와 향후 정책 방안을 제시하는 데 있다.
본 연구는 제대군인의 전직지원정책 수립에 반영하여 여군의 군대 경력과 적성을 살린 성공적인 재취업 도모와 적합한 일자리를 창출하고, 특화된 직업교육훈련의 운영 등 제도개선과 정책 개발의 방향을 제시하고자 한다.
이것은 장기적으로 우수한 여성의 군대 유입에 기여할 수 있다. 출산율 저하에 따른 병력자원의 감소로 여군인력 확대의 필요성이 증가하고 있으며, 2020년까지 여군인력을 전체 정원의 5~7%까지 확대하는 방안(「국방개혁에관한법률」)을 추진하고 있다. 따라서 여성 제대군인의 특수성에 입각한 전직지원제도와 안정적인 사회복귀 방안 연구는 여군의 복무 만족도를 제고시키고, 여군의 확대 계획에 맞춰 우수한 여군인력 확보에 도움을 줄 수 있다. 또 체계적인 여성 제대군인 지원체제를 구축하여 여성 제대군인의 취업률 향상과 창업을 통한 국가 인적자원개발의 효과성을 강화할 수 있다.I. Introduction
1. The purpose and method of the study
As the recent female military manpower rises there have been the awareness and studies on the improvement of efficient personnel management and the serving system on female soldiers, however, there have been no systematic studies on the utilization and outplacement service of human resources of discharged female soldiers. As of 2013 the annual average number of female soldiers who discharged from the service amounts to around 180 and its outlook is a gradual increase.
There is a need for operation of a specialized education program for discharged female soldiers. Considering a balance between work and child rearing as well as female soldiers'' aptitude, it is needed to come up with a solution for rehabilitation to the society and outplacement by seeking jobs possible and offering education programs for the jobs. As discharged female soldiers are outstanding human resources who have a strong view of nation and accountability and are experienced in education training, the utilization of the human resources brings enhancement of the nation’s competitiveness. Therefore, this study aims to present the actual state and future policy measures for rehabilitation of discharged female soldiers.
The methods of the study include literature research, relevant material analysis, holding expert councils, research of the actual state, and interview investigation
2. The concept and rehabilitation of discharged female soldiers
Discharged female soldiers mean those discharged - including the separation of retirement and exemption from military service, or the discharge of the full-time reserves - after completing the military service according to 「The military service law」 or 「The Military Personnel Management Act」.
Rehabilitation of discharged soldiers has the concept that they have preparation and ability for a normal life and stable economic activities by being transferred stably to the society after they completed the military service and discharged. The concept of support for discharged soldiers rehabilitation means the education and training support for refinement and knowledge, and professionalism required for discharged soldiers to adjust to the society, get a job, start a business, and change a job after completing the military service.
3. The current status and the rehabilitation support system of discharged female soldiers
As of December 3rd, 2012, Korea had a total of 440,273 discharged soldiers. Of the soldiers, the number of discharged soldiers in the army was 315,702, which was the highest, followed by 77,916 in the navy, and 46,655 in the air force according to laws on the support for discharged female soldiers, which made up 204,827 long-term service soldiers and 235,446 mid-term service soldiers. The female soldiers were as follows - non-commissioned officers accounted for 53.9 percent and officers for 46.1 percent. A distinctive phenomenon from male soldiers is that the rate of the officers and non-commissioned officers of the air force (32.7%) was higher than the rate of them of the navy(27.3%), which are interpreted that a feature of each force was reflected.
The government establishes the plan to expand female military manpower continuously. The rate of female military to be expended under the plan shows that the army will account for 70.8%(2,703 female soldiers) of its total rate, followed by the navy 17.1%(654), and the air force 12.1%(462) from 2012 to 2020.
Of discharged soldiers support systems, a vocational education and training-related system is divided into a basic education for changing a job for social adjustment, commissioned education of colleges[universities] and special educational institutions, cyber education, and a vocational education and training voucher for reinforcement of the employment capability according to the discharged soldiers law(Vocational Education and Training, Article 13).
Looking into discharged soldiers support performance by year, the results of employment, establishment a business, rehabilitation education(basic education for changing a job, vocational education and training) and counsel for discharged soldiers since 2003 have been increasing every year. The number of discharged soldiers who received rehabilitation education increased from 722 of 2004 to 2,373 of 2012 and the number of those who received vocational education and training increased a lot form 183 to 2,697.
Ⅱ. Analysis on the Current Status and Policy of Jobs and Vocational Education and Training for Seamless Rehabilitation of Female Discharged Soldiers
1. Analysis on employmentㆍstartup support project results and job policy for discharged soldiers
The results of Employmentㆍstartup support for discharged soldiers show that the number of discharged soldiers supported are 3,175 in 2009, 3,301 in 2010, 3,541 in 2011, and 4,193 in 2012, which have been on the increase every year. As a part of employmentㆍstartup and job support policy for discharged soldiers, the Ministry of Patriots and Veterans Affairs presented the plan for job security 50,000 jobs of discharged soldiers for at least 10 years as the 3rd promotion project of 「2013 President Report」, factoring in a time which had the largest spending on household expenses in life cycle.
2. Analysis on the current status and policy of vocational education and training for female discharged soldiers
Rehabilitation education for discharged soldiers is largely categorized as basic education of changing a job and vocational education and training. Basic education of changing a job is education to support smooth social settlement by providing discharged soldiers who lived under long-term isolation from society with information and knowledge required to prepare rehabilitation. Vocational education and training includes employmentㆍstartup education, commissioned education of colleges[universities] and a vocational education and training voucher as the education to support successful employmentㆍstartup by considering talent and aptitude of discharged soldiers and strengthening vocational competence which the society and enterprise require.
Education and training of discharged(prospective discharge)soldiers aim to establish applicability as social human resources through the support of the smooth entry into society of soldiers who discharged from the service and the military professional manpower development and utilization and to build stabilization of livelihood and plans for the second life through job creation for discharged soldiers and to support ultimate society safe of discharged soldiers through securement of unity between civilian and military.
The Ministry of Patriots and Veterans Affairs supports customized vocational capacity development education and training which correspond with their own individual abilities and aptitudes, and their goal of changing a job to promote successful rehabilitation of mid and long-term service discharged soldiers.
Ⅲ. Analysis on Problems of job and Vocational Education and Training Policies of Female Discharged Soldiers
*Survey and interview
The population of the survey was 789 female soldier members registered on Vnet under the Ministry of Patriots and Veterans Affairs and the Ministry of National Defense, except for 57 non-discharged soldiers, 190 discharged soldiers with a contact number which is not in valid or a wrong number form a total of 1,036. Telephone, fax, and email surveys were conducted form August 9 to 23 in 2013 and the number of survey respondents amounted to 260 of the valid population. Surveys were done on female discharged soldiers to draw the current status of employment, whether they participated in vocational education and training, and its requirement for improvement.
There was the in-depth interview three times with a total of 8 female discharged soldiers to grasp policy of jobs and vocational education and training for smooth rehabilitation of female discharged soldiers.
Ⅳ. Policy Proposal
A. Realization of the nurture policy for balance between work and child rearing for rehabilitation of female discharged soldiers
Expanding childrearing support service which is primary cause of career discontinuity and providing an institutional strategy for social recognition on army career, it will be even possible for female discharged soldiers to rehabilitate smoothly. Childrearing support service also needs to be provided not only after employment but in process of preparation for them to make faithfully preparations for employment and to live a stable work life after reemployment. To achieve this, measures for expansion of childrearing support service need to be drawn up and detailed strategy be established
B. Drive of vocational education and training for seamless rehabilitation of female discharged soldiers
Opportunity of vocational education and training for seamless rehabilitation of female discharged soldiers need to be expanded and the vocational training program with the high level of connectivity with employment need to be operated. Also, there needs to be sought for a solution to acknowledge army career systemically for expansion of reemployment of female discharged soldiers. Field centered education and training for acquisition of substantive work ability, education and training related to obtainment of core competency and a certificate in process of preparation for employment need to be made up. And information service about a training center needs to be available so that they can be provided education and training closer to home.
C. Customized education linked to enterprises for improvement of employment capacity of female discharged soldiers
Customized education linked to the enterprises which have the basic premise for employment to heighten employment capacity and accelerate of employment of long-term service discharged soldiers needs to be reinforced.
D. Provision of systemic employment information for female discharged soldiers
There a need to have a period of time in adjusting to society caused by long-time army life. In reality because female discharged soldiers much need information and jobs service about the actual world for social life.
E. Provision of jobs suitable for female discharged soldiers
A certain percentage of preferential system for expansion of opportunities to enter the public sector needs to be utilized to the extent which the system doesn''t cause other classes of the society damage and the enterprises develop and utilize actively jobs which are suitable for women.제1장 서 론_1
제1절 연구의 필요성 3
제2절 연구목적 4
제3절 연구내용 5
제4절 연구방법 6
제2장 이론적 분석_9
제1절 제대군인 및 제대군인 사회복귀의 개념 11
제2절 선행연구 분석 14
제3장 여성 제대군인의 현황 분석_21
제1절 여성 제대군인의 현황 분석 23
제2절 여성 제대군인의 사회복귀 지원 현황 분석 29
제4장 일자리 및 직업교육훈련 현황과 정책 분석_35
제1절 여성 제대군인의 취업과 창업 및 일자리 지원 정책 분석 37
제2절 직업교육훈련 정책 분석 50
제5장 여성 제대군인의 일자리 및 직업교육훈련 실태조사_65
제1절 실태조사 67
제2절 면담조사 119
제6장 정책 방안_125
제1절 요약 127
제2절 정책 제언 131
SUMMARY_139
참고문헌_149
부 록_151
1. 여성 제대군인의 일자리 및 직업교육훈련 설문조사 (취업자용) 153
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