Korea Research Institute for Vocational Education and Training
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외국의 국가자격체계(NQF) 거버넌스와 시사점
No full text박근혜 정부는 「학벌이 아닌 능력중심사회 만들기」를 새 정부의 핵심 국정과제로 선정하고, 세부 이행과제로 국가자격체계(National Qualifications Framework) 구축을 계획하고 있다. 이미 여러 국가들은 NQF를 구축하여 운영하고 있지만, 우리나라의 경우에는 NQF가 아직 디자인 단계이며, NQF에 대한 거버넌스도 공식적으로 논의되고 있지 않다. 앞으로 NQF가 사회적으로 널리 수용되기 위해서는 많은 사람들의 이해와 공감이 필요하므로, 구축단계에서부터 관련 이해 관계자가 참여할 수 있는 거버넌스 구축에 대한 논의가 요구된다. 따라서 본 연구는 외국 NQF 거버넌스의 경우 조직은 어떻게 구성되고, 의사결정 주체는 누구이며, 어떻게 운영되는지, 또한 어떤 기능을 하는지를 분석하여 향후 우리나라 NQF 거버넌스 구축에 시사점을 찾고자 한다.Ⅰ. 서론 3
Ⅱ. 독일의 NQF 거버넌스 6
Ⅲ. 호주의 NQF 거버넌스 13
Ⅳ. 프랑스의 NQF 거버넌스 18
Ⅴ. 맺는말 : 시사점 23
참고문헌 2
The foundation study of analysing the association between career education performance and school education performance
No full text진로교육 강화정책에 따른 진로교육성과와 학교교육성과의 연관성 분석을 위한 기초를 제시하는 것이 본 연구의 목적이다. 연구의 세부적인 목적은 다음과 같다.
· 진로교육성과와 학교교육성과의 연관성 분석을 위해 활용할 수 있는 성과지표와 자료를 제시한다.
· 진로교육성과와 학교교육성과의 연관성을 검토할 수 있는 다양한 양적？질적 분석 기법을 실행한다.
· 향후 지속해서 진로교육성과와 학교교육성과를 평가하고, 두 성과의 연관성을 분석하기 위해 필요한 개선점을 제안한다.Since the introduction of the Career Education Reinforcement Policy in 2011, the need has been raised for research to examine how career education may influence school education performance. However, due to the short period of time that passed since the introduction of the policy, it is too early to expect to obtain significant results.
Therefore, the aim of the study is to provide the basis for analysing the association between career education performance and school education performance and to analyse the association between the performances with the existing data set. For that purpose, the report defined ‘performance’ as a multi-dimensional concept that can be measured in terms of the ‘output’ and ‘outcome’. The report also distinguished the concept of career education performance and school education performance by limiting their scope. Then, indices that could be used to represent the two performances were identified and their associations were analysed.
Quantitative analyses were conducted using the existing data set(2012 School Career Education Indices, School Information Announcement(2010, 2012) and Careernet Career Maturity Test Data(2009~2012)). Additional qualitative analyses were also conducted based on the FGI and interview of Career Guidance Teachers, other subject teachers and students.
The results provided a limited support to the link between career education performance and school education performance. However, this could be explained as that the Career Education Reinforcement Policy is still at its early stage. Further study is required later when the policy has been fully implemented and settled in order to examine the impact of the policy on the career education performance and of the career education performance, in turn, on school education performance.
Addressing the limitation of the study, further suggestions were made regarding the collection and management of the data. Currently, the data sets used for the statistical analyses are managed separately by separate body. They should be managed together so that the indices for the career education performance and school education performance could be drawn from the same data set and analysed without facing the difficulties the current study faced. Further data that matches the performance indices should also be obtained. In the current study, only a limited number of indices could be used in the analysis and the association between career education performance and school education performance could not be clearly established.
In order to ensure that the performance indices are in line with the education policy, it was recommended for the policy makers to consider what would the ultimate aim of the policy they are making and implementing.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 용어의 정리 5
제3절 연구의 내용 및 방법 8
제4절 연구의 범위 및 제한점 14
제2장 진로교육성과와 학교교육성과의 연관성에 대한이론적 논의_15
제1절 진로교육성과와 학교교육성과의 연관성 논의 17
제2절 진로교육성과와 학교교육성과의 지표 선정 20
제3절 진로교육 정책 변화 추이 27
제4절 소 결 43
제3장 진로교육성과와 학교교육성과의 연관성 분석: 양적 분석_45
제1절 연구내용 및 방법 47
제2절 진로교육 강화정책 분석 58
제3절 진로교육성과와 학교교육성과 시계열 분석 68
제4절 진로교육성과와 학교교육성과 연관성 분석 74
제5절 소 결 82
제4장 진로교육성과와 학교교육성과의 연관성 분석: 질적 분석_87
제1절 연구 개요 89
제2절 시·도교육청 진로교육 평가 등급별 비교 및 중점교/비중점교 분석: 진로진학상담교사 92
제3절 학교 유형별 분석: 타교과교사 및 학생 101
제4절 소 결 111
제5장 논의 및 제언_115
제1절 분석 결과 논의 117
제2절 제 언 118
SUMMARY_127
참고문헌_131
부 록_139
1. 진로교육 강화정책과 학교교육성과 분석 141
2. 진로교육성과 시계열 분석(부표) 144
3. 면담지: 진로진학상담교사, 타교과교사, 학생 145
4. 기타 질적 분석 16
A Study on Working Hour Reduction and Vocational Training in Firm
No full text본 연구의 목적은 주40시간제를 중심으로 근로시간 단축이 기업의 직업훈련 참여에 미치는 영향에 대해 살펴봄으로써 근로시간 단축 시 직업훈련의 증가를 통해 근로자의 숙련개발과 생산성 향상이 이뤄지기 위해서는 기업의 인적자원개발과 직업훈련에 대한 투자가 어떤 방향으로 이뤄져야 하는지, 그리고 이를 위한 정부의 훈련정책 방향에 대해 제안하는데 있다.
이를 위해 근로시간과 직업능력개발에 대한 선행연구와 이론적 논의를 검토하고, 근로시간 감소에 따른 직업훈련 참여의 변화 추세를 통계자료로 살펴본 다음, 근로시간과 기업의 직업훈련의 관계를 기업체 수준과 생산작업팀 수준, 그리고 사례연구로 나눠 실증분석 하고자 한다. 이를 통해 근로시간 단축이 근로자의 직업훈련에 어떤 영향관계인지 정리한 다음, 근로시간 단축 시 기업에서 근로자의 훈련참여율은 어떤 요인들에 영향을 받으며 주40시간제 도입이 참여율 제고에 긍정적인 역할을 했는지, 또 근로시간 단축이 작업장 수준에서 비공식적으로 이뤄지는 학습활동에는 어떻게 작용하는지 살펴본다. 그리고 제조업체에 대한 사례연구를 통해 근로시간 단축 시 경영진의 판단, 임금보전과의 관계 등 사업장 내부 주체들의 조정과정에서 직업훈련의 역할을 종합적으로 파악하고자 한다.1. Purpose of the Study
The purpose of this study is to investigate how to enhance workers' skills and labor productivity when working hours are reduced. For the purpose, this study conducts empirical and case studies on how working hour reduction affects vocational training in firms. We mainly analyze the changes in formal and informal job training after the weekly 40 hour system was legally mandated, utilizing Workplace Panel Survey, government archive data sets(Statistics Korea and Ministry of Employment & Labor) and a unique dataset surveyed for this study.
2. Main Findings
1) Theoretically firms have motivation to increase job training for their workers when working hours are reduced, for they try to enhance labor productivity and capital efficiency through work organization innovation, redesign of working hour pattern, and strengthening of management. Even in this context, there is likely to occur market failure of job training within companies, especially small-medium-sized enterprises, whose resources are very limited and which suffer from chronical labor shortages. This indicates that governmental policies to support job training in firms are still called for.
2) Based on descriptive statistic analyses for the archive datasets in Statistics Korea and Employment Insurance, we find the ratios of employees' job training participation are on an inverted u-curve with a peak on the fourth year after the weekly 40 hour system are adopted. The results indicate that the increase of job training is more likely to be a temporary response to work organization restructuring or attendance pattern modification, not a strategical change in firms' job training policy.
3) The main findings from the analysis on Workplace Panel Survey are as follows. Firstly, the ratio of employees' job training participation are varying across industries and occupations. Only manufacture industry, where many firms have long working hour practices, witnesses a positive effect of the weekly 40 hour system on the ratio of employees'' job training participation. Secondly, the effect of the weekly 40 hour system on the ratio of employees' job training participation is contingent on labor-management cooperation and consultation level. Thirdly, the effects of job-related certificates and job skill requirements on the ratio of employees'' job training participation are significantly positive only in professional occupation companies.
4) The main findings from the analysis upon the unique dataset are as follows. Firstly, long working hour practices impede both formal job training and informal workplace learning. Secondly, Shorter working hours make contribution to workers' workplace learning through making higher job complexity and job skill requirements. Thirdly, shorter working hour reduces the likelihood of turnover, which indicates that working hour reduction is likely to facilitate job training through more stable employment relations.
5) The results of the case studies are as follows. Firstly, The willingness of management and the cooperation of labor union are the most important factor for job training success after the weekly 40 hour system is adopted. Secondly, there were conflicts mainly over wage and staffing during the working hour reduction, but they have been gradually resolved, resulting in workers' higher job and organizational satisfaction.
3. Policy implications
The results of this study indicate that government should play a role to enhance workers' job training when reducing working hours. In this relation, government need to adopt a policy of bringing together elimination of long working hour practices, workplace innovation, job redesign, and job training as a package. More specifically, it should provide support to resource-limited or labor- short companies and workers' self-directed training, and it should have more specific plans on informal workplace learning. Basically it should take upskilling perspective.
As regards firms' job training policy, it should be noted that long working hour practices will undermine their competitiveness in a long run, and the problem should be resolved. Labor-management relations should take intentional efforts to enhance skills and labor productivity, and thus need to develop job training programs. Also firms need to take proactive approaches for more flexible working hours.요약 vii
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 연구의 내용 구성과 방법 9
제2장 이론적 논의와 연구모형_19
제1절 들어가는 말 21
제2절 이론적 논의 24
제3절 연구모형 34
제3장 주40시간제 도입의 직업훈련 참여율에 대한 영향_37
제1절 들어가는 말 39
제2절 근로시간과 직업훈련 참여의 변화 추이 45
제3절 주40시간제 도입의 훈련참여율에 대한 영향 분석 53
제4절 요약과 결론 67
제4장 근로시간과 비공식학습: 작업팀 단위 분석_73
제1절 들어가는 말 75
제2절 조사개요와 표본특성 77
제3절 작업팀 일반현황 81
제4절 근로시간과 작업장 분위기 86
제5절 근로시간과 작업장학습 102
제6절 요약과 시사점 110
제5장 근로시간 단축과 직업훈련에 대한 사례연구_115
제1절 사례연구의 개요 117
제2절 근로시간 단축의 사례 122
제3절 사례의 요약 및 함의 160
제6장 결론 및 정책 시사점_165
제1절 요약 및 결론 167
제2절 정책 시사점 및 향후 연구과제 176
SUMMARY_185
참고문헌_189
부 록_195
1. 보론: 근로시간제도와 교대제 197
2. 설문지 20
A Study on Acceleration of Knowledge Start-ups through University Entrepreneurship Societies
No full text본 연구는 우리나라 대학 창업동아리 실태에 대한 분석 및 국내외 우수사례 발굴 등을 통해 학생 창업동아리 활성화 방안을 모색함과 동시에 이러한 학생들의 동아리 활동이 지식창업으로 연계될 수 있는 실천 방안을 모색하는 것을 목적으로 한다.
현재 교육부, 중소기업청 등을 중심으로 대학 창업동아리에 대한 지원을 하고 있지만 학생 창업동아리 활동을 위한 전용공간 제공은 물론 창업동아리 조직 활동 전반에 대한 체계적 지원 방안이 제대로 마련되지 못하고 있는 것이 우리의 현실이다. 이에 따라 여기서는 이러한 문제점들을 여하히 조기에 해소해 나갈 수 있을 것인가에 초점을 맞추어 새로운 대안들을 모색해 보고자 한다. 이와 더불어 대학 창업동아리를 중심으로 지식창업을 위한 컨설팅 및 멘토링 강화 방안을 위한 구체적 대안을 찾아보도록 할 것이다.1. Outline of Research
This study aims to find ways to promote knowledge start-ups through student-led entrepreneurship societies. To this end we analyzed the government policies for university entrepreneurship societies, the actual conditions of the student-led entrepreneurship organizations and the excellent domestic and foreign cases.
First, we reviewed the theoretical discussions related to the youth start-ups and the entrepreneurship societies. This study bases on the assumption that youth start-ups don’t depend on a small number of genius. That’s why we focused on the student-led organizations where students can engage in a collective creativity.
Second, we examined the actual conditions and problems of government’s policies for student-led entrepreneurship societies. The government’s policies for the university entrepreneurship societies were analyzed for each ministry, and their problems were assessed.
Third, we conducted a survey related to the university entrepreneurship societies. The 900 samples were collected and analyzed. The questionnaire focused on the prospects of youth employment and the understanding of the youth start-ups, youth entrepreneurship societies, problems and alternatives of the youth entrepreneurship societies, and mentoring systems for youth start-ups.
Finally, domestic and foreign cases that could play a role model for the invigoration of the youth entrepreneurship societies were analyzed. By studying the actual woking mechanisms of the youth entrepreneurship societies in Stanford university, MIT university, US and Aaalto university in Finland, and Hoseo University in Korea, the implications for the activation of Korean university entrepreneurship societies were derived.
2. Main Findings
First, it was certified that the lower the possibilities of employment were, the higher the possibility of planning student start-ups. In other words, there is an inverse relationship between employment and planning a start-up.
Second, it has been confirmed that if we reduce the burden of failure, the more student will take part in the youth start-ups. This means that we need to institutionalize youth start-up ecosystem that minimizes the risks for start-ups.
Third, when students possesses start-up items, the possibility of planning a new business is increasing dramatically. This certifies that start-up items critically matter for the young starters.
Fourth, students who have experienced activities of university entrepreneurship societies are much more active in planning student start-ups. Through the activities of student-led entrepreneurship societies, most of the students can hedge various risks, exchange numerous informations through mutual networking.
Fifth, the role of mentors does matter in the youth start-ups. This verifies that to accelerate the youth start-ups we need to support not only a financial help but a practical advice to solve the real problems which new starters face in the early stages of business. In this regard, government need to establish a nation-wide youth mentoring systems.
Finally, the longer the entrepreneurship societies’ membership period lasts, the higher the possibility of planning a youth start-up. The student-led entrepreneurship societies encourage the acceleration of knowledge start-ups, business incubations by serving as a meeting places where various students can meet together at any time. Through the activities of university entrepreneurship societies students can have a lived experience.
3. Policy Implications
By studying student-led entrepreneurship societies, we could derive several policy implications, which are as follows.
First, to activate the youth knowledge start-ups, we need to enact a law which supports the youth labor market formation. Currently, we are facing a serious youth unemployment problem. Nonetheless, the legal and institutional arrangements are still insufficient.
Second, finding and offering start-up items and ideas does matter. To do this, the government need to act as go-between university student and major industries to collect and distribute unsolved concepts and technological problems.
Third, to find a new idea and promote youth start-ups, we need to establish a nation-wide mentor networking systems. To achieve this goal, the incentives for the mentor professors, BI(Business Incubation) managers, scientists should be developed comprehensively.
Fourth, it is nessary to organize interdisciplinary entrepreneurship societies to maximize students’ collective creativity. Only 40% of universities have student-led entrepreneurship societies. In other words, there is still room for government intervention.
Finally, to activate youth knowledge start-ups, government funding for the youth starters need to be expanded drastically. Furthermore, it is very important to institutionalize youth start-up ecosystem that minimizes the risks for start-ups.요약 vii
제1장 서론 1
제1절 연구의 필요성과 목적 3
제2절 연구 내용과 방법 7
제2장 청년 창업동아리 관련 이론적 논의 11
제1절 창업 및 창조성 관련 선행연구 흐름 13
제2절 집합적 창조성과 창업동아리 17
제3절 국내의 창업동아리 실태 및 청년 지식창업 26
제3장 정부의 대학 창업동아리 지원 현황과 문제점 35
제1절 정부의 청년 창업동아리 지원 정책 현황 39
제2절 정부의 창업동아리 지원 정책의 문제점 55
제4장 대학 창업동아리 실태 분석 59
제1절 조사 개요 61
제2절 청년 창업동아리 실태 조사 결과 66
제3절 청년창업 계획의 결정요인 분석과 시사점 84
제5장 국내외 창업동아리 우수사례 분석 97
제1절 미국의 대학 창업동아리 사례 99
제2절 핀란드 알토대학 창업동아리 사례 112
제3절 국내 대학 창업동아리 사례 123
제4절 국내외 사례의 시사점 분석 139
제6장 결론 및 정책 제언 145
제1절 정부 차원의 정책과제 148
제2절 대학 차원의 정책과제 158
SUMMARY 163
참고문헌 167
부록 17
A Research Study on Measures to Expand Support for Specialized High Schools based on Cooperation between Government Departments, Local Governments and Industry
No full text정부부처·지자체·산업체 연계 특성화고 육성 사업은 2005년 직업교육체제 혁신방안 발표 이후, 2008년에 여러 부처에서 동시 다발적으로 추진되기 시작하였고, 2010년 고교 직업교육 선진화 방안 발표 이후, 다시 양적으로 확대되어 오고 있다. 그러나, 정부부처 연계 특성화고는 양적인 확대에 비해 질적 개선이 이루어지지 못하였고, 지자체·산업체 연계 특성화고는 운영 사례를 찾아보기 힘들 정도로 운영 실적이 미흡하였다. 특성화고가 도입되던 시기(취업과 진학 병행)와 지금(취업중심)의 상황은 크게 달라졌다. 이러한 상황 변화에 맞춰 정부부처 연계 특성화고 육성 사업도 소관 부처별 관련 산업분야에서 고졸 적합 일자리 및 직무의 발굴, 고졸 인력의 성장경로 제시 등을 통해 졸업후 취업과 연계된 프로그램 운영으로 전환되어야 한다.
본 고에서는 이를 위해 (1) 특성화고의 개념 및 정책 변화, (2) 특성화고의 운영 현황, (3) 정부부처·지자체·산업체 연계 특성화고의 문제점 등을 분석하였고, 이를 토대로 (4) 정부부처 연계 특성화고의 확대 및 지자체·산업체 연계 특성화고의 활성화를 위한 앞으로의 정책과제를 제안하였다.Ⅰ. 문제제기 2
Ⅱ. 정부부처·지자체·산업체 연계 특성화고의 현황및 문제점 4
Ⅲ. 정책제언 16
참고문헌 2
The Study of quality management on private qualification system
No full text본 연구의 목적은 민간자격제도 운영의 전반에 대한 체계적인 조사와 분석을 통해 민간자격제도의 질 관리 방안을 마련하는 것이다. 구체적인 하위 목적을 제시하면 다음과 같다.
첫째, 민간자격의 질 관리 기제로서 등록제와 공인제도의 운영 실태를 분석하여 문제점을 도출한다.
둘째, 민간자격의 생태계-누가, 어느 분야에서 자격이 신설되고, 어떻게 관리· 운영하며, 어디에 활용되는지-를 파악한다.
셋째, 정부의 역할과 규제를 최소화하면서 민간자격관리기관 간의 경쟁을 유도할 수 있는 민간자율의 질 관리 방안을 제시한다.1. Overview
Since 1997 when it was adopted, private qualification already surpassed national qualification in terms of quantity, and, recently, it draws a great deal of attentions from various generations due to increase in youth unemployment and beginning of an aging society. Quality of private qualification, however, has recently been raised as a social problem, and quality management of private qualification is becoming necessary.
In this reason, it is needed to establish systematic quality management methods for overall private qualification after figuring out current status of quality management of private qualification and existing problems.
Based on this necessity, this research aims to analyze current status and problems of methods of quality management of private qualification, such as registration of private qualification and accreditation of private qualification and to figure out current status of qualification management and operation by private qualification managers, in order to suggest private autonomous quality management methods that can induce competition among private qualification managers while minimizing roles of and regulation by government.
In order to achieve theses goals, this research analyzes backgrounds of establishing private qualification system and current status of private qualification quality management and operation of major countries through analyzing written materials and other data. It also collected opinions on current status of private qualification management and methods of managing quality through survey and delphi survey.
2. Implementation results of registration of private qualification and accreditation of private qualification
□ Registration of private qualification
The number of registered private qualification from the year of 2008 when registration of private qualification began to the year of 2012 was 4,077, and, annually, in average, 815 private qualifications are being newly registered. The number of registered private qualification was approximately 6.2 times more than the number of national qualification. In terms of quantity, registration system turned out to significantly contribute to invigoration of private qualification.
The number of private qualification manager was 1,198, and each private qualification manager was operating approximately 3.40 qualifications in average. However, 153 private qualification managers (12.8%) were operating and managing 2,290, 51.7% of all registered qualifications.
□ Accreditation of private qualification
Until 2012, 1,167 private qualifications applied for accreditation, and 111 private qualifications of those were accredited (accreditation rate: 9.5%). There were 61 accredited qualification manager, and each manager was accredited 1.8 qualifications in average. However, 34.2 percent of all accredited qualifications (32 accredited qualifications), are occupied by 4 accredited qualification managers. The number of accreditation application qualifications in the year of 2012 was 62. This number is reduced by 28.1% from that in the year of 2000, 217 qualifications.
3. The survey of private qualification management and operation
A population for survey includes 1,198 private qualification managers that were registered at Korea Research Institute for Vocational Education & Training(KRIVET) as of March, 2013. 507 private qualification managers(42.3%) of those questioned participated in the survey.
□ Private qualification areas and testing performance
When reviewing private qualification areas, education·social work area has the biggest number of qualifications, 452 qualifications (41.2%); sports·health area has 145 qualifications(13.2%); hobby·beauty area treatment has 142 qualifications(12.8%); and business management are has 117 qualifications(10.8%).
In average, annually, 398 applicants applied for registered qualifications. 593 qualifications(59.9%) have less than 100 applicants per year in average. Based on this data, approximately 60% of all qualifications are financially vulnerable when using testing fees as the only financial resource for management and operation.
It turned out that 16.8% of 507 private qualification managers (85 managers) did not implement testing for registered qualification in 2012. Thus, it could be understood that significant number of registered qualifications are not being operated currently.
□ Organizations and human resources
64.4% of private qualification managers (344 managers) had organization only for management and operation of registered qualification; and 67.9% of managers (344 managers) had human resources only for these tasks. In case of individuals and general associations, however, hired respectively 2.5 and 2.7 persons as permanent workers showing petty scale of these managers.
□ Education and training programs for acquiring qualification
93.1& of private qualification managers turned out to operate education and training programs for acquiring qualification. It means that these manages secure financial resources not through testing fees but through education and training fees.
□ Management systems for qualification acquirers
587 out of 1,093 registered qualifications (53.7%) turned out to be implementing supplementary education for qualification acquirers. When reviewing methods of managing qualification acquirers, 55.5% of all qualifications are managing qualification acquirers by using electronic files; 25.5% of qualifications are by document registry; and 17.3% of qualifications are by information system.
Considering more than 50% of registered qualifications are implementing supplementary education for qualification acquirers, serious problems regarding re-issue of certificates, etc. can occur if electronic files are damaged.
4. Policy Suggestions
Fundamental direction for quality management of private qualification system is to minimize participation and roles of government, and to induce private qualification managers to voluntarily participate in enhancing quality of qualification through autonomous competition.
□ Strengthening registration standards of private qualification
Strengthening registration standards of private qualification is needed on order to solve problems of indiscreet establishment of private qualifications and of management after establishment. That is to say, through restricting qualification for private qualification manager to corporations, private qualification managers could be induced to secure enough human resources and budgets for qualification management and operation; and, through guidance and inspection by the competent Ministry, operation capability and transparency could be secured.
□ Mandatory disclosure of information on registered qualification
Information provided by existing private qualification information service is limited due to problems of management and operation; and is not accurate enough, thus, level availability of the information is significantly low. To solve this problem, introducing mandatory disclosure of information on registered qualification is needed to be considered. If such mandatory disclosure is implemented, consumer’s right to choose qualification would be reinforced; damages from false and exaggerated advertisement would be reduced; and transparency of qualification management and operation would be secured.
□ Re-registration of private qualification
It is needed to introduce re-registration of private qualification in order for government to execute guidance and supervision effectively, and in order for qualifications for which there is no demand in the market to be expired automatically. A proper cycle for re-registration would be 3 years. Application procedure for re-registration is identical to that for new registration, but, documents to be submitted could be replcaed by information disclosure data if information disclosure becomes mandatory. If re-registration for certain qualification is not applied, then registration of the qualification is deemed to be canceled automatically.
□ Private qualification quality certification system
In short terms, introducing and implementing private qualification quality certification system while accreditation of private qualification is being operated could be additional regulation and burdens for private qualification managers. In long terms, however, private- centered quality management system such as private qualification quality certification system is inevitable in order to convert from government-centered quality management to private-centered one.
Thus, in order to achieve goals of private qualification quality management, differentiating it with existing accreditation of private qualification, and active participation by private qualification managers are important tasks to be done.요약 ix
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용6
제3절 연구 방법 및 절차8
제2장 민간자격제도의 질 관리 개념과 정부의 역할_13
제1절 자격의 개념과 범위15
제2절 민간자격제도의 질 관리 개념22
제3절 민간자격과 정부의 역할29
제3장 제도적 측면의 질 관리 실태 분석_39
제1절 민간자격제도의 도입 및 변천41
제2절 민간자격제도의 운영 구조45
제3절 민간자격제도 질 관리의 문제점54
제4장 관리운영 측면의 질 관리 실태와 활용 문제점_79
제1절 민간자격 관리운영 실태 조사81
제2절 민간자격 활용의 문제점112
제5장 외국의 질 관리 사례_127
제1절 미국129
제2절 일본139
제6장 민간자격제도의 질 관리 체제 및 방안_147
제1절 민간자격제도의 질 관리 운영 방향 델파이 조사149
제2절 기본 방향 및 체제167
제3절 민간자격제도의 질 관리 방안 170
제4절 결론 및 제언187
SUMMARY_195
참고문헌_203
부 록_209
부록 1. 민간자격 질 관리 실태 조사지211
부록 2. 델파이 조사지(1차2차)221
부록 3. 동일명칭 등록자격 비교243
부록 4. 적합훈련과정 신청 전산입력 정보254
부록 5. NCCA 인증 자격 프로그램 수25
A Study on the Human Resource Development Strategy in the Age of FTA
No full text전반적으로, 한국 경제의 지속 성장 관점에서 FTA가 갖는 중요성에도 불구하고, 그것이 그 자체로써 한국 경제의 지속 성장을 자동적으로 담보할 수 없음을 의미한다. FTA는 한국 경제의 성장 지속을 위한 가능성을 제공할 뿐이며, 그것의 현실화는 경제 주체들이 새로운 경쟁 여건하에서 어떻게 대응하는지에 달려 있다. 이러한 점은 한국 경제의 근본적 경쟁력 제고라는 점에서, FTA 정책 자체 외에도 현재 HRD 정책에 대한 다각적 검토가 필요하다는 것을 시사한다. 특히 이러한 검토는 최근 제기되는 한국 경제의 근본적 변신에 대한 요구를 전제로 이루어져야 한다. 즉, 특정 국가·경제권과의 FTA로 일시적으로 유리한 교역 조건을 확보하였다고 그에 안주해 버린다면 FTA를 통해 장기적 지속 성장의 발판을 마련한다는 기대와 달리 오히려 그러한 성장의 가능성을 스스로 좁혀 버리는 결과를 낳을 것이다. 이러한 관점에서 더더욱 FTA로 대표되는 최근의 급속한 글로벌화 속에서 한국 경제의 체질을 근본적으로 개선하기 위한 HRD 정책에 대한 진지한 재검토가 요구된다.○Projections on higher education workforce demand & supply were made on the basis of the 1st and 2nd-year study results. Over the 2012~2022 projection period, higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from the low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅰ. Outline of the Study
1. Background
□ Paradigm Shift in the Global Economy
○Global economy has witnessed the rapid paradigm shifts from Industrial Economy, Knowledge Economy and now to Creative Economy, which emphasize on physical things such as commodities, knowledges & information, and creativity, respectively.
-Specifically, the focus on the main resources has shifted from hardware in Industrial Economy, software in Knowledge Economy and now to wetware (human brain) in Creative Economy. Developed countries, well aware of the impotance of human capital in determining national competitiveness, have fostered, alloted and utilized human resources at a national level.
□Importance of Human Capital Development in the “Creative Economy” Era
○An increasingly greater emphasis has been placed on human capital development in Korea, with its population rapidly ageing and fertility rate continuing to fall, and also with the current government’s focus on “Creative Economy.”
-Workforce demand & supply projections on the basis of current status and future prospects of the human capital development and utilization shall be in place for an effective human capital development. But in reality, infrastructure for a reliable workforce demand & supply projection, including base statistical data and a functional classification system, has yet to be in order.
2. Goal
□Workforce Demand & Supply Projection System as a Reliable Source for Workforce Planning
○Establishing a long-term workforce demand & supply projection system is critical to develop effective and practical policies for higher education workforce, which shall lead a continued economic growth.
-The long-term workforce demand & supply projection is conducive to effective human planning and a maximized national economic growth potential, and ultimately to the long-term national economic growth.
○Multi-year, collaborative researches and studies have been conducted to secure a consistent, reliable and favorable projection system, develope a long-term workforce demand & supply projection system for higher education workforce planning, build a statistical infrastructure for reliable projections, and project workforce demand and supply by different factors.
Ⅱ. Main Results
1.Overview of the long-term higher education workforce demand & supply projection system
□ Assumptions & Projection Period
○Annual average potential growth rate of 3.6%
○Additional part-time job openings resulting from efforts made to realize ‘Roadmap to 70% employment rate’
□ Projection Model
○KRIVET Workforce Demand & Supply Projection Model, based on BLS stock approach for aggregate projection and ROA flow approach for new workforce demand & supply projection
□ Projection Procedure
○Workforce Supply Projection
-Civilian, non-institutional working age population was calculated on the basis of population projections published by Statistics Korea.
-Yearly economic activity rates were projected based on long-term projections.
-Economically active population, i.e. the total labor force, was drawn using working age population and economic activity rate.
○Workforce Demand Projection
-Gross domestic product by industry was projected by using potential growth rate and KRIVET Macro-Econometric Model developed in the 1st-year study. Yearly employment was estimated using gross domestic product by industry and employment to GDP Ratio. Employment to GDP Ratio: the number of employees input to generate 1 billion won of GDP. Lower employment to GDP ratio is translated to technical advancement & enhanced productivity.
-Employment by occupation was calculated from the industry- occupation matrix and then employment by educational attainment was drawn from the results.
○New Labor Force Supply Projection
-New labor force supply (job seekers) was estimated with economic activity rate by major & the number of graduates with associate degree or more projected from Basic Statistics on Schools.
-New labor force supply by occupation was drawn from the major-occupation matrix.
○New Labor Force Demand Projection
-New labor force demand consists of employment growth Additional jobs in a particular occupation that are added to the workforce over and above the existing workforce. (employment growth=total employment of the assessment year-total employment of the previous year)
and replacement demand The number of job openings required to replace workers who change occupations or leave the labor force for such reasons as retirement, marriage, education, military service, and emigration. (replacement demand=workforce demand projection ×replacement demand rate)
-Employment growth was drawn from changes in annual total employment and replacement demand was calculated with occupational dropout rates.
□Main projection Outcomes
○Total population is forecast to have a stunted growth, while civilian, non institutional working age population is projected to rise from 41.58 mil. in 2012 to 44.01 mil. in 2022.
○Working age population is to increase, and economically active population to rise from 25.50 mil. in 2012 to 27.89 mil. in 2022.
-economic activity rate: 2.1%p increase from 61.3% in 2012 to 63.4% in 2022
○With the projected potent growth rate of 3.6%, the total employment is projected to rise about 28 thousands annually over the projection period, from 24.68 mil in 2012 to 27.46 mil. in 2022.
-An annual average growth rate of 1.3% in the former half of the projection period (2012~2017) and a slower growth rate of 0.9% in the latter half (2017~2022)
○Employment rate is going to go up with the employment growth rate passing over working age population growth rate.
-employment rate: a 3.0%p growth from 59.4% in 2012 to 62.4% in 2022.
2. Workforce Supply Projection
□Working Age Population Projection
○Working age population is projected to increase by 2.42 million, an average annual growth rate of 0.6%, over the projection period.
○By age, with the declining fertility rate and ageing babyboomers, the share of core working population group aged 25-49 is going to fall, while those of the 50-55 population and the 55 and older population are going to rise.
○By educational attainment, due to “Rush to higher education,” the share of graduates with associate degree or more will have a whopping 11.3%p growth, from 41.0% in 2012 to 52.3% in 2022.
□ Economic Activity Rate Projection
○Over the 2012-2022 projection period, economic activity rate is projected to rise 2.1%p.
○Female economic activity rate is going to continue its growth, leading the total economic activity rate, while male economic activity rate is going to have a slight growth.
-male economic activity rate: a 0.9%p rise from 73.3% in 2012 to 74.2% in 2022
-female economic activity rate: a 2.1%p rise from 49.9% in 2012 to 52.0% in 2022
□ Economically Active Population Projection
○Over the projection period, economically active population is forecast to grow 2.41 mil. at an average annual growth rate of 0.9%.
○Economic activity rate of prime working age group, workers aged 35-39, is going to drop.
○Economic activity rate of people with high school diploma or less will continue to fall at an average annual rate of 1.0%, while that of people with associate degree or more will keep growing at an average annual rate of 3.2%.
3. Workforce Demand Projections
□ Workforce Demand Projection by Industry
○Workforce demand is expected to increase at an average annual growth rate of 1.1%, by 2.78 mil. over the projection period 2012~2022.
○Employment in farming and fishing is going to continue to decrease from 15.3 mil. in 2012 to 10.9 mil. in 2022, and employment in mining is projected to fall from 15 thousands in 2012 to 12 thousands in 2022.
○Employment in manufacturing is going to grow at an average rate of 0.2%, from 4.11 mil. in 2012 to 4.17 mil. in 2022.
○Service industry is going to hire more employees at an average growth rate of 1.5%, from 19.03 mil. in 2012 to 22.19 mil. in 2022.
○The share of manufacturing industry in the total employment is going to drop, while that of service industry is going to rise
-Share of manufacturing industry: 16.6% in 2012 to 15.2% in 2022, a 1.4%p drop
-Share of service industry: 69.3% in 2012 to 73.9% in 2022, a 4.6%p rise.
□ Workforce Demand Projection by Occupation
○Over the 2012-2022 decade the most rapid growth at the major occupational group level is expected to occur among management and professional & related occupations, while the fastest decline in the farming & forestry occupational group.
-average annual growth rate: management occupations(2.8%), professional and related occupations(2.7%), farming & forestry occupations(-3.3%)
○At the sub-major occupational group level, public sector & corporate executives will see the fastest average annual growth rate of 5.5%, followed by legal and administrative professionals (4.1%), office and administrative support occupations (4.0%), and healthcare, social assistance & religion related occupations (3.8%).
□Workforce Demand Projection by Educational Attainment
○Employment of those with high school diploma or less is projected to decline at an average annual rate of 0.5%, while employment of those with associate degree or more is going to rise at an average annual rate of 3.0%.
○Higher education group’s share in total employment will rise 8.5%p from 41.0% in 2012 to 49.5% in 2022.
-Despite the strong demand for the higher educated, demand for graduates with high school diploma or less is projected to remain high.
4. New Workforce Demand and Supply Gap Projection
□ New Workforce Supply Projection
○The number of graduates with associate degree or more is forecast to fall about 2.3 thousands annually, an average drop rate of 0.4%, from 584 thousands in 2012 to 561 thousands in 2022.
-average annual growth rate of graduates: associate degree (-1.9%), bachelor’s degree (-0.2%), master’s degree (1.6%)
○New labor supply from higher education is expected to grow slightly from 482 thousands in 2012 to 486 thousands in 2017 owing to the higher education rush, but to slight drop to 479 thousands in 2022 due to the falling fertility rate.
○Over the projection period, less of associate and bachelor’s degree completers are going to join the job market, while more from the master’s degree or more group are going to gain a job.
□ New Workforce Demand and Supply Gap projection
○Over the 2012-2022 projection period higher education groups with associate degree or more will have a total excess demand of 80 thousands, roughly 8 thousands per year.
○The surplus in demand for the higher education workforce stems from low fertility rate and decline in higher education enrollment rate, rather than the strong demand for the higher education workforce.
○By educational attainment, the associate degree group is expected to supply more than demand, while groups with bachelor’s degree or more are projected to provide less than demand.
Ⅲ. Recommendations
□ Addressing Demographic Changes
○Enhancing productivity to offset the decline of core working population
-Boosting productivity of the existing labor force through increased investment in human capital and vocational competencies development, including life-long learning of employees and promoting senior employability.
○Developing measures to secure additional workforce supply
-Preparation of various job preparation programs for the young adults
-Facilitating senior workers'' employability through life-long learning programs
-Introduction of foreign talents and revision of the immigrant policy tenor
○Stimulating female participation for the sustainable economic growth
-Efforts to tackle with female-discriminatory systems and practices in labor market and to help childcare
□ Dealing with structural changes in Labor market
○Fostering core creative scientific brains to lead economic growth
-Development of high-skilled scientific and technical talents to head new “growth engine” and converging industries in the Creative Economy era
○Keeping up employment in conventional industries with higher employment capacity
-Promoting technical competitiveness in parts and material industries
-Employment retention through an active investment in trade, food-service, SOC industries and competitiveness enhancement in accommodation and food industries.
□ Narrowing workforce demand & supply gap
○Excess demand for associate degree mid and low-skilled workers
-Introducing foreign talents needs to be considered in occupations with the projected supply shortage.
-Driving out the least competitive businesses needs to be considered.
○ Demand & supply gap in the bachelor’s degree group
-Generally, a slight surplus in demand is regarded as a desirable balance. For the continued balance, efforts shall be made to generate more job openings for mid to high skilled workers, a transition from low to mid skilled occupational structure.
-Measures are to be sought to relocate surplus labor supply to occupations with surplus demand.
○ Demand & supply gap in the master’s degree or more group
-System development for and long-sighted, consistent investment in building up of high-skilled workforce
-Considering time requirement for degree completion, measures need to be considered to attract foreign talents.
□ Improving infrastructure for higher education workforce demand & supply projection
○Statistical infrastructure development to strengthen the link between higher education market and labor market
○Statistical infrastructure development and extension of surveys for workforce demand & supply projection
○Continued improvement in statistical infrastructure for workforce demand & supply projection요약 ix
제1장 서 론_1
제1절 연구 배경 3
제2절 연구 개요 16
제1부 창의성의 사회적 차원
제2장 창의성의 사회적 차원: 이론적 검토_25
제1절 머리말 27
제2절 창의성의 사회적 성격: 이론적 실증적 이슈들 29
제3절 소결: 연구 모형의 설정 59
제3장 창의성 영향 요인 설문조사 결과_61
제1절 조사 설계 63
제2절 조사 결과 73
제3절 소결 108
제4장 일터에서의 집합적 창의성: 기업 사례 조사_113
제1절 머리말 115
제2절 소규모 기업 사례 117
제3절 M사 사례 126
제4절 S사 창의개발센터 사례 143
제5절 소결 159
제2부 글로벌화와 노동이동
제5장 FTA시대의 노동이동_165
제1절 머리말 167
제2절 노동이동에 대한 일반적 논의 169
제3절 한국에서의 국가 간 노동이동 177
제4절 FTA와 노동이동 192
제5절 소결 204
제6장 노동이동과 자격의 역할_207
제1절 머리말 209
제2절 노동이동과 자격의 역할: EU와 호주 사례를 중심으로 211
제3절 소결 240
제3부 결론
제7장 요약 및 정책 대안_245
제1절 요약 247
제2절 정책 대안 256
SUMMARY_273
참고문헌_287
부록_305
1. FTA 인재포럼 주요 내용 307
제1절 우리나라 외국 인력 정책의 현황과 주요 이슈 307
제2절 해외 취업을 위한 국경 간 노동력 이동: 현황과 문제점 분석 314
제3절 글로벌 일자리 창출 전략 318
제4절 삼성전자 글로벌 인재활용 전략 326
제5절 비 브라운의 성공 메커니즘 333
제6절 밀라노 패션산업의 성공 요인: 기술과 시너지 효과 340
2. 설문조사 348
3. 일터에서의 창의성 회귀 분석용 기초 통계 36
A Study on Current Situation Analysis and Methods to Improve the Corporate Human Resources Management and its Effects on Youth Employment
No full text우리나라의 청년고용 문제는 노동시장에서의 공급과 수요 간에 나타나는 노동시장 불일치의 문제로 볼 수 있으며, 따라서 청년고용 문제의 해결을 위해서는 노동의 공급 측면인 구직자뿐만 아니라 노동의 수요 측면인 기업의 상황도 살펴볼 필요가 있음. 기업의 고용성과를 총 고용 수준, 청년고용 비중, 채용규모, 단기 및 장기 근속자 이직 등으로 구분하여 각 고용성과의 동적인 변화에 영향을 미칠 수 있는 인적자원관리 제도들의 영향력을 살펴보았음. 이를 통해 우리나라 청년고용 노동시장의 현황 및 문제점을 파악하고 이를 해소하거나 완화하기 위해 기업 및 정부가 노력해야 할 과제는 무엇이며, 이를 위해 필요한 정책적인 지원은 무엇인지를 살펴보았음.The employment problems of Korean young generation could be considered as the labor market mismatch problems due to mismatch between supply and demand in the labor market. Therefore, situations of companies which are the labor demand side as well as those of job seekers which are the labor supply side should be considered to resolve employment problems of Korean young generation. This study explored effects of human resource management practices on various employment performances such as the total employment level, employment proportion of young generation, proportion of regular employment, turnover of short and long term tenured employees by analyzing impacts of human resource management practices on dynamic changes of each employment performance. It tried to understand current situations and issues in the young generation labor market, identify efforts of firms and government to resolve or relieve problems in the young generation employment, and verify policy supports for them.Ⅰ. 배경 및 문제점 2
Ⅱ. 조사 및 분석 결과 4
Ⅲ. 정책 제언 14
Ⅳ. 기대효과 18
참고문헌 2
A Study of Supplementary Policy Initiatives for the Vocational College Promotion Plan by the New Government
No full text정부가 ‘전문대학 육성 방안’을 발표한 상황에서 국책연구소인 한국직업능력개발원에서는 이 방안을 진단해 보고 중장기적인 관점에서 정부가 추가적으로 추진할 수 있는 전문대학의 발전 과제에 접근하여 그 결과를 정부에 제안할 필요가 있다. 이러한 필요성에 터해 한국직업능력개발원은 ’13년 5월 2일부터 ‘전문대학 연구사업 TF’를 구성하여 운영하였다. 이 TF의 운영 목적은 현재 정부가 추진하는 ‘전문대학 육성 방안’의 원활한 진행을 위해 국책연구소로서 단기 및 중장기 추진 전략을 개발하여 정부에 제공하는 것이다. 이를 위해 이 TF는 ‘정부의 전문대학 지원 정책 진단 및 보완 대책’ 연구를 수행하였다. 이 연구는 정부의 전문대학 육성 방안을 중심으로 지원 정책을 진단하고 그 결과에 터해 향후 정부가 추진하여야 할 정책 방안을 연구하여 제언함을 주 목적으로 하였다.A. Purpose of Study
Historically, Korean vocational colleges have contributed to outstanding achievements of the economy by responding the needs from industries at national and regional levels. However, it does not now actively satisfy various demands from the industries in the midst of rapidly changing society.
In this regard, the Ministry of Education pronounced‘the Vocational College Promotion Plan’in 18th of July in 2013, as a national agenda of the New Government which begun in 2012.
The plan is expected 1) to supply excellent manpower responding to various needs from industries at national and regional levels by promoting 100 specialized vocational colleges, 2) to establish the foundation of competence-based society by expanding and strengthening high level of vocational education for peoples of society in vocational colleges, and 3) to intensify the competitiveness of vocational colleges by promoting changes in systems and programs.
Now, Korean vocational colleges are facing the situation where they could make remarkable developments by strong supports from the Government. However the Vocational College Promotion Plan by the Government, alone, could lead all the action plans for the renovation and development of vocational colleges. Another policies are needed to supplemented to the plan by the Government.
Based on this perspective, this study aims at monitoring the Vocational College Promotion Plan and exploring supplementary initiatives with long-term perspectives for renovation and development of vocational colleges in the future.
B. Research Methods
Several research methods were adopted in this study. A review of the related literature and government documents is carried out, focusing on current situation and problems of vocational colleges.
A series of conferences were held with government authorities, vocational educators, and authorities from industries with a view to designing and directing contents and methods of the study.
The FGI(Focused Group Interview) method and workshops were held with a view to monitoring and developing initiatives for the innovation and development of the vocational colleges.
Finally, a seminar was held to present the outcomes of this study and discuss the feasibility of the proposed initiatives and tasks.
C. Policy Recommendations
A set of supplementary Initiatives are suggested in accordance with the Vocational College Promotion Plan.
1. The Relationship of the Vocational College Promotion Plan with the Labour Market
Firstly, openings and closings of departments in vocational colleges are needed to relate with outcomes of forecast of demand-supply of future manpower in the labour market.
Secondly, policies of NCS(National Competence Standards) needs to be strongly implemented in those vocational colleges which get financial supports from the Government.
Thirdly, the more stronger school-industry cooperation system than ever needs to be established in vocational colleges so as to make school-work transition of students effective and efficient.
Fourthly, various counter policies are to be develop and implemented to prevent income and promotion discriminations between graduates from vocational colleges and their counterparts from four-year universities in the labour market.
2. Government’s Supplementary Initiatives with Long-term Perspective
Firstly, the efficient teaching-learning evaluation model needs to be developed and implemented in vocational colleges with introduction of policies of NCS.
Secondly, education programs for‘the basic competence skills’, which are called ‘core skills’in the England, need to be strengthened in vocational colleges with a view to responding needs from industries.
Thirdly, entrepreneurship and start-up education programs that are proper to students in vocational colleges need to be strengthened
Fourthly, students’ majors in vocational colleges need to be linked with specialty-soldiers system in the military recruitment institution so as to give them chances for maintaining their special skills achieved during college lives.
Fifthly, various systems responding to needs of the lifelong society need to be developed and implemented in vocational colleges for adult learners with various individual backgrounds. In particular, the tuition fee policy in vocational colleges need to changed from semester-based to credit-based system.요약 vii
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용과 연구 방법론7
제3절 연구의 범위 11
제2장 노동시장과 전문대학 정책_13
제1절 전문대졸 신규인력의 중장기 수급차 전망15
제2절 전문대졸 근로자의 노동시장 진입과 직장 생활 22
제3절 전문대학 정책에 제공하는 시사점 53
제3장 '전문대학 육성 방안'의 추진 과정 진단_59
제1절 '전문대학 육성 방안'의 개요 61
제2절 '전문대학 육성 방안'의 추진 경과 74
제3절 '전문대학 육성 방안'에 대한 매스컴 반응과 보완 조치 83
제4절 연구를 통한 '전문대학 육성 방안'논의 91
제4장 전문대학의 중장기 발전 과제_97
제1절 중장기 발전 과제 추출을 위한 접근 방식 100
제2절 중장기 발전 과제 102
제3절 '전문대학 육성 방안' 관련 유관 부처의 정책 131
제5장 정책 제언_147
제1절 노동시장과 연계한 전문대학 정책149
제2절 전문대학의 중장기 발전 과제152
제3절 향후 연구 과제162
SUMMARY_167
참고문헌_171
부 록_177
1. 전문대학 졸업자의 노동시장에서의 수요파악을 위한 설문지 179
2. 미국 CEE의 창업 단계별 창업교육 세부 내용과 해당교과목 18
Job Training Program Development for the Medium & Old- Aged Retired
No full text이런 배경 하에 이 연구를 수행하는 목적은 다음과 같다.
첫째, 중장년층의 희망은퇴시점(만 65.5세)과 주된 일자리에서의 실제퇴직시점(만 54세)을 연결해주는 가교일자리에 필요한 직능영역의 추출, 일자리와의 연계방안을 제시하고자 한다.
둘째, 퇴직한 중장년층의 다양한 요구를 충족하고 고용의 질을 높이기 위한 ‘직업능력개발 프로그램’ 개발 방안을 제시하고자 한다. 이때 베이비붐세대의 인적자본과 직종, 경력 등이 다양하다는 점에서 통합된 프로그램보다 다양한 프로그램으로 접근해야 한다.
궁극적으로 이 연구를 통해 중장년층 퇴직자에게 적절한 직업능력개발 기회를 제공하여 양질의 일자리 진입을 유도하고 고용안정을 도모하는 정책방안을 제안하고자 한다.In this study we analyzed the retirement and reemployment of the medium & old-aged worker and suggested how to design job training program for retirees. We focus on the ''bridging job training program'' for linkage of present job and available job after actual retirement and customized approach for reemployment.
The main contents were the followings: Firstly we reviewed the previous studies about the transition from the labor market to retirement and reemployment of the medium & old-aged worker. Secondly, we collected current government-aided program and employment promotion policies for the medium & old-aged worker. Thirdly we conducted reemployment and job training needs survey of the medium & old-aged worker who was participating in job training program supported by government. It appeared that most of the ongoing training programs were concentrated on low-skilled jobs.
Several policy suggestion were as follows. We should suggest the flexible labor market transition model from employment to retirement for the medium & old-aged worker. Considering highly educated medium & old-aged workers, the level of job skills was expected to be high and the scope of available job need to be extended. Three types were designed; ''type of maintaining livelihood,'' ''type of career development,'' ‘type of social contribution.'' Therefore we should design career guidelines, customized job training and employment services, for example, specific measures for the medium & old-aged worker only. We should refer and match the decent job for highly-educated retires. These jobs should be available to the medium & old-aged worker and also highly demanded at workplace.요약 vii
제1장 서론_1
제1절 연구의 필요성과 목적3
제2절 연구 내용과 방법6
제3절 중장년층의 범위8
제2장 중장년층 노동시장이행과 직업능력개발_9
제1절 중장년층 노동시장이행 관련 이론적 논의11
제2절 국내의 중장년층 직업능력개발 관련 선행연구17
제3절 중장년층 고용구조의 특성22
제4절 중장년층 퇴직자 특성 분석29 제5절 소결40
제3장 중장년층 퇴직자 지원정책 및 직업능력개발 프로그램 실태_43
제1절 정부의 퇴직자 지원정책 현황45
제2절 퇴직자 직업능력개발프로그램 운영실태58
제3절 전직지원 및 퇴직자 고용서비스 운영실태75
제4절 시사점82
제4장 중장년층 퇴직자 직업능력개발 요구조사분석_85
제1절 조사 개요87
제2절 중장년층의 전직 경험90
제3절 중장년층 직업교육훈련 참여 실태98
제4절 중장년층의 향후 희망 직업교육훈련 요구105
제5절 시사점119
제5장 중장년층 퇴직자를 위한 직능개발프로그램의 과제_121
제1절 기본방향123
제2절 기업의 퇴직자 인력수요 충족124
제3절 재취업설계와 적합직능영역125
제4절 맞춤형 직능개발 프로그램 발굴128
제5절 고용가능성 제고 인프라 구축134
SUMMARY_137
참고문헌_139
부록_14