Korea Research Institute for Vocational Education and Training
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일반대학원 석사학위의 경제적 효과
Get PDF신규 채용 시 대졸 인력과 석사 인력을 구분하는 기업은 43.5%, 신규 채용된 석사 인력의 경력을 2년 이상 인정해 주는 기업은 40.1%, 재직 중 석사학위 취득 시 승진소요연수가 단축될 수 있는 기업은 33.0%에 불과함. 이는 석사학위보다 노동시장 경력을 더 중요시함을 의미
석사 인력의 희망임금은 월평균 300만 원이나 실제 받는 임금은 270만 원으로 30만 원이 더 낮으며, 석사졸업 재직자의 절반 이상이 석사수준을 요구하지 않는 업무를 담당함.
비수도권 대학 출신이 비수도권 대학원에 진학하지 않고 수도권 대학원에 진학한 경우 구직기간은 1.2개월 짧지만 월평균임금은 11만 원 낮아 학벌이동의 실익이 없음.
석사 졸업 재직자는 석사학위가 학문적 성장(3.93점), 자기만족(3.85점) 측면에서는 효용성이 높으나 취업력 제고(3.47점), 소득 증대(3.32점) 측면에서는 효용성이 낮다고 평가하여 석사학위의 경제적 효과는 크지 않다고 판단하고 있음.
기업의 석사 인력에 대한 평가는 석사 인력 본인의 평가보다 대체로 낮음. 특히 대인관계능력에 대한 평가가 가장 격차가 큼.Only 43.5% of companies differentiate between people with a bachelor's degree and people with a master's degree when recruiting new employees and only 40.1% of companies recognize newly recruited employees with a master's degree as having two or more years of work experience. In addition, only in 33.0% of companies are master’s degree helpful in reducing the time required for promotion. This indicates that experience in the labor market takes precedence over the acquisition of a master's degree.
The average monthly wage desired by people with a master's degree is 3 million won, but the actual average wage paid is 300,000 won lower at 2.7 million won. In addition, more than half of employees with a master's degree are doing tasks that do not require master's level education.
A graduate of a non-capital college who advance into a graduate school in the capital area instead of one in a non-capital area will be able to shorten his/her job search period by 1.2 months. However, his/her average monthly wage will still be 110,000 won lower than that of those who graduate school in a provincial area, there is no actual merit in moving up the education ladder.
Employees with a master's degree believe that the economic benefits of a master's degree are insignificant; they perceive a master's degree is useful in terms of achieving academic growth (3.93 points) and self-satisfaction (3.85 points), but low in terms of employability enhancement (3.47 points) and income growth (3.32 points).
Generally, companies rate a person with a master’s degree lower than the person rates themselves. In particular, the greatest gap exists between their ratings on interpersonal skills
The employment policy for youth in low birth rate and aging society
No full text본 연구에서는 저출산 고령화라는 인구구조의 급격한 변화 속에서 청년고용정책이 어떻게 이루어져야 할 것인가를 모색해 보고자 한다. 먼저 청년 고용의 추이와 향후 전개를 살펴보고, 고용없는 경제성장의 가능성을 검토한다. 다음으로 청년 고용과 고령자 고용과의 관계를 신규입직자 분석, 직종별 격리지수 분석으로 살펴볼 것이다. 고용없는 경제성장의 가능성, 고령자 고용의 증가 등 청년 고용과 고령층 고용의 상충 가능성이 있으므로 청년고용정책은 갈등 해소 및 사회통합의 차원에서 논의가 진전될 필요가 있다. 이에 본고에서는 한국 사회의 청년 고용 문제를 분석하기 위한 이론체계로서 이행노동시장이론을 선택하고 그에 근거하여 기존의 청년고용정책을 평가하고 개선점을 찾아 볼 것이다. 아울러 이행노동시장이론에 따른 모범적인 외국사례를 소개하고, 청년고용정책의 향후 발전 방향을 짚어 보고자 한다.In Korea, the population of youth is decreasing, but the employment of youth has not been improved. The old people’s economic activities are growing more and more, so the probability of the conflict between youth and old people to get the jobs becomes bigger and bigger.
So we wanted to search the appropriate youth employment policies in terms of transition labor market theory(afterwards, we will call it as TLMT) in which the conflicts for employment should be managed for the social cohesion in the rule of justice.
First, we analyzed the youth labor market theory and the trend of youth employment. We also examined the phenomenon of so called ‘economic growth without employment’ in Korea. Then We compared the trends of new hires of youth and old people by industries and occupations, and calculate the index for dissimilarity in occupations between youth and old people. We found the potential existence of conflict between youth and old people for getting the jobs.
Then we assessed the youth employment policies in Korea based on the TLMT. We established the evaluation indicators along with the principles of good transition in the TLMT and calculated the weights of each indicators. After the assessment of the youth employment policies, we suggested directions for the appropriate employment policies for youth.
Below, we brief the contents of the report.
While the unemployment rate remains high, the normal employment relations are eroding, and various abnormal employment relations are spreading in the labor market. So the social system to promote transition from one status to another status should be required urgently, TLMT especially focuses on the managing the risks which appear in transitions, not to exclude anyone from society. We thought that TLMT is the most appropriate labor market theory to explain and establish the right youth employment policies in the low birth rate and aging society like Korea.
In Korea, the participation rate and employment rate of youth are persistently decreasing, the employment rate of youth is only 40% in 2012. And the speed of aging is very high, the employment rate of old people is increasing. This low birth rate and speedy aging mechanism changed the structure of the population, plus the voluminous baby boomers started to retire, then these phenomena impact the economic development of Korea in bad direction. Many scholars have pointed out the minus effect of the society’s aging and low birth rate in Korea.
And there are many symptoms of so called ‘economic growth without employment’ in Korea. The results of articles which dealt with the relation between output growth and employment growth are not consistent on that phenomenon. We analyzed the relation between cyclical component and employment in each economic cycles. First we tested the existence of unit root in the two variables by ADF test. We found that the cyclical component has the unit root, but employment does not have the unit root. So we used the first difference of cyclical component as the explaining variable. Only in sixth circulation, the relation between cyclical component and employment appears significantly, there are no significant relations among other circulations. So we concluded that there exists ‘growth without employment’ in Korea.
We analyzed the relation between youth employment and old people employment. First, we compared the youth new hires and the old new hires by the industry and occupations. We found that the portion of youth in new hires is decreasing, but the portion of old people in new hires is increasing. The occupations in which youth employment is growing are different from the occupations in which old people employment is growing. But in many occupations, the weights of youth in new hires are receding. We nocticed that in the elementary jobs of low skill industries, there might be conflicts to get the jobs between youth and old people. Second, we extracted the youth advantage occupations and the old people advantage occupations, and compared the changes among them. We found that the number of old people advantage occupations is growing from 15 to 20, and the number of youth advantage occupations is dwindling from 16 to 14. And we also found that the number of competing occupations is increasing from 9 to 12, and guessed the possibility of conflicting for getting jobs between youth and old people. Third, we calculated the index for dissimilarity in occupations between youth and old people. The index for dissimilarity in occupations between youth and old people decreased from 0.528 in 2008 to 0.486 in 2012. This size of the index is bigger than the size of the index for dissimilarity in occupations between male and female. The number of industries in which the index decreased is 14 over half, so we concluded that the substitutability between youth and old people is actualizing.
We assessed the youth employment policy in Korea. We chose each object from the five type of youth employment policies. We chose ‘youth internship for SMEs’ from the direct creating employment type, ‘National basic strategy occupation training’ from the training type, ‘youth job experience program’ from the employment services, ‘youth work internship for SMEs’ from the employment subsidy, ‘assistance for entrepreneur’ from the establishing company. We borrowed the principles for the assessment from the TLMT, and produced indicators by the aid of experts on youth employment policy. The following shows you the principles and indicators for the assessment of youth employment policies.
We calculated the important weights of the principles and indicators by AHP, then in the importance in principles, empowerment is the first, sustainable employment and income is the second, generality and risk-sharing is the third, effective and efficient governance is the last. Among indicators, the empowering by the law or the labor agreement, the probability of getting full-time job, the appropriateness of choosing the program targets, the system of stakeholders’ agreement got highest scores among their group.
The assessment results revealed that youth work internship for SMEs got the best score, and National basic strategy occupation training got the second place, youth internship for SMEs got the third place, assistance for entrepreneur got the forth place, youth job experience program got the last place. But experts in youth employment policy pointed that the dead loss should be prevented, job training should be strengthened, the experience of job program should bo extended to the career development, assistant of entrepreneur should be complemented with the education for entrepreneur.
We suggested that youth employment should be promoted as a social management for the transition risk. Among social management for risk, there are prevention strategy and mitigation strategy, and recovery strategy. Prevention strategy focuses to prevent the risk in advance, emphasizes the learning and cumulation of human capital. Mitigation strategy purposes to absorb the result of the bad impact by the safety net, provides the initial training or job opportunities. Recovery strategy guarantees the second opportunities for the education and training by the active labor market policy. The good example of prevention strategy is the ‘Swiss Job Diagnosis’ which provide the lower academic achievement students with two years standardized initial training. The example of mitigation strategy is the Dutch ‘Life-course Saving Plan’ in which individuals save a part of income and after can manage to confront many risks. The example of recovery strategy is the Swedish ‘Knowledge Lift’ which provide low educated skill workers with training to improve their status in labor market.
In Korea, people need to equip the ability of life employment for the skill-biased technology development and employment flexibility. The transition from to school to work should be administrated systematically as a social management for the transition risks, because the entering labor market is delayed and the various methods of transition appear. Korean youth employment policies are mainly composed of mitigation strategy and recovery strategy. We suggested that the prevention strategy has to be fortified by providing poor academic achievement students in high schools with initial training. There are so many policies in mitigation and recovery strategies, the policies in mitigation strategy are not enough effective, the policies in recovery strategy usually derogate the human capital or lead to dead weight losses. The policies in mitigation and recovery strategies have to be rearranged effectively. Because the employer associations are very weak, the school-company partnership like France Nord Pas de Calais have to be activated for the school-industry cooperation.
The mismatch between education and industry induces eventually the youth employment problem. So Korea has to make efforts of reforming to match the contents of education with the need from industries, and Korea also has to reform strenuously the structure of industry toward highly added value industries in order to provide high educated youth with jobs needed skill. In terms of school to work transition, we suggested that Korea must enlarge the prevention strategy, and provide poor academic achievement students with initial training for them not to become vulnerable. For the rearranging youth employment policies, it should be required to install so called ‘Council for the Promotion of Youth Employment’ under the president. This council has to decide prolongation or abolition of each youth policies after the assessment. For the assessment, the principles and the indicators based on the TLMT have to be used because the youth employment problem should be solved for the social integration. Then the youth policies could be evaluated to check whether to provide empowerment, sustainable employment and income, how to guarantee the generality and risk-sharing, how effective and efficient they are.요약 vii
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구내용 7
제3절 연구방법 11
제2장 선행연구 및 청년고용이론_13
제1절 선행연구 검토 15
제2절 청년고용에 관한 이론적 검토-이행노동시장이론 20
제3장 인구구조 변화와 고용_29
제1절 인구구조 및 취업의 변화 31
제2절 인구구조 변화와 경제성장 43
제4장 청년고용과 고령층 고용_63
제1절 신규일자리의 청년과 고령층 분포 65
제2절 세대간직종격리지수 76
제5장 청년고용정책 평가와 발전 방향_103
제1절 청년고용정책평가 105
제2절 청년고용정책의 발전 방향 118
제6장 결 론_133
제1절 요약 135
제2절 정책 제언 138
SUMMARY_143
참고문
A Study on the Relationship between Student Loan and the Preperation for employment and its outcome
No full text사회적 맥락에서 학자금 대출을 받은 학생들의 학업성과 및 노동시장 이행 실태를 장학금 수령자와 부모로부터 지원받는 학생들 간에 비교함으로써 학자금 대출 학생들의 성과를 분석·평가하고, 이를 토대로 학자금 지원 제도의 개편 및 보완 방향에 대한 정책적 시사점을 모색할 필요성이 있다.
본 연구는 학자금 대출이 학업의 충실성, 취업준비활동, 네트워킹, 주당 근로시간 등의 대학생활과, 평점, 영어성적 등의 학업 성취도에 미친 영향을 분석하고, 졸업 후 초기 노동시장 이행에 미치는 영향을 종합적으로 분석함으로써 학자금 대출의 효과를 실증적으로 제시하고 학자금 지원제도의 개선과 관련한 정책적 시사점을 모색하였다. 대학생의 취업 준비 활동은 자료의 제약으로 대학생활과 학업 성취도 영역으로 제한하여 살펴보았다. 노동시장성과는 취업과 양질의 일자리 취업여부로 분석하였다.This research is conducted in order to analyze how the student loan can affect college students seeking jobs and accomplishment.
After a rapid raise in college tuition in the mid-2000s, there were concerns about college students preparing for the future due to financial hardship. Against this backdrop, Korean government established ‘Korea Student Aid Foundation’ in 2009. The foundation runs student loan such as Income Contingent Loan (ICL), Direct Loan and Loan for Rural Students addition to National scholarship. There are pros and cons about student loan policy since it can help relieve student’s burden but it also can give burden of repayment. Thus, this study analyzes if student aid can help college students alleviate economic hardship, focus on academics and give advantages of employment after graduation.
In order to do that, firstly, we examined the theoretical background of the student aid policy effect and categorized advanced research. Then, we looked at the history and current situation of student loan system along with other countries student loan cases. Especially, we tried to find out if the student loan contributes to academic fidelity, job hunting, academic persistence and relief of labor burden. Finally, based on the analysis, we evaluated the current student aid system as well as student loan and find out improvement direction.
1. Theoretical background and previous literature
When we consider the relation on education and distribution of income from human capital theory and market signaling standpoint, human capital theory predicts that the more education investment increases, the more distribution of income is improved. However, market signaling expects the more education investment increases, the less distribution of burden is improved.
Meanwhile, college student loan policy promotes economic growth by education investment, and alleviates credit constraint problem so as to deliver social efficiency. Moreover, the policy gives equal opportunities for lower class by education investment and earning raise. However, there are concerns about default and effective investment issues towards college level compared to primary and secondary level of education.
In the United States, there are grants, loan and work-study and in U.K., there are grants and loans. In Australia, there are commonwealth grant, loan, youth allowance and scholarship. England and Australia finance certain amount of maintenance expenses and runs diverse support programs according to characteristics of the group.
2. National college student aid’s current situation (present condition)
There are three types of loans in nation college student aid, Income Contingent Loan (ICL), Direct Loan and Loan for Rural Students. Among them, Income Contingent Loan is for students from low-income families that may be used for tuition and qualifying education-related costs including living expenses. The system gives students flexibility to choose repayment options that best suits their personal circumstances.
Along with the loan programs, there are National scholarship programs which have two types. National Scholarship Type I is designed to guarantee that every student in Korea is able to pursue higher education. Family Income Level should be below 8 and the program meets basic criteria of academic performance. National Scholarship Type II is similar to Type I, except that the Type II funds are transferred to institutions. Basically, according to the institutions’ self-efforts to reduce tuition, the Korean government decides the aid’s amount and beneficiaries.
3. Student loans procurement method & School life
Logically, college life seems to be more committed when a student gets national scholarship rather than parents support or students who have loans. We tried to illustrate it.
Academic fidelity was estimated by study hours and class attitude. Weekly study hours show more statistically significance when the student pays the tuition by themselves or when they get loans instead of students who have parents’ support. Class attitude shows more statistically significant in a positive way for the students who get full scholarship compared to students who get parents full support. However, there is no statistically significant difference among parents’ support, self-pay, loan and partial scholarship.
Job seeking activity was analyzed by practicing and planning desired jobs. Students who get full scholarship tend to show more statistically significance than students with parents’ full support. However, there is no statistically significant difference among parents’ support, self-pay, loan and partial scholarship.
Networking was measured by the number of discussion with an adviser and the number of participating clubs. The number of discussion with the adviser has more statistically significance when the students get partial or full scholarship than the students with parents’ full support. On the other hand, there was no difference among parents’ full support, self-pay, or loan. The number of participating clubs show more statistically significance when the students get full scholarship compared with the students with parents’ full support, self-pay and loan.
Weekly working hours show more statistically significance when the student pays the tuition by themselves or when they get loans instead of students who have parents’ support.
Academic persistence was defined by experience of absence. Students with self-pay and loan have almost one and half times higher possibilities taking off from schools rather than students with parents’ full support. However, there is no statistically significant difference between parents’ full support and obtaining scholarship.
4. How student loan can affect study achievement
In order to examine how student loan can affect the study achievement, we analyzed fixed-effects model for school semester’s GPA. As a result, the experience of student loan turns out to raise the student’s GPA and relieve credit restraint for lower income level. However, instead of student loan system, student scholarship system shows more positive effects to lower income family. Therefore, scholarship can be the best way to support lower income college students. In addition, there is positive correlation between the experience of student loan and possibilities of leave of absence. Finally, analyzing the TOIEC’s test score, the experience of student loan proves to have negative effects to the test score. While college students who have financial issues such as student loans do not cut down the higher education consumption, they may have higher chance to reduce private education expenses like taking private English lessons in order to prepare for TOIEC test. This makes the students who have student loans in a relatively difficult situation compared to other college students because highly competitive jobs require high score of TOIEC test or similar kind of English level of test score.
5. How the student loan can affect the labor market’s accomplishment for the students
In order to examine how the student loan can affect the labor market’ early achievement for students, we looked into employment status and getting qualities of job up to two years from college graduation. In terms of estimation method, one way is regarding student loan as exogenous variable and the other way is regarding it as randomized experiment using propensity-score matching. According to the analysis, people who have student loans have limited access to getting quality of jobs rather than people without student loans since there is pressure for paying interest and repayment of debt. Specifically, in logit analysis without considering student loan selection bias, to get quality of jobs by student loan decreased its possibility by 11%. While using propensity-score matching considering selection bias, decreased its possibility to 8.5%. Also when using student loan burden as a variable, the possibility of getting quality of jobs decreased by 9%. The similar results of logit analysis and propensity-score matching suggest the reliability of the estimation result. It also shows that pressure towards repayment of debt and paying interest can hinder to get a quality of job. Therefore, national scholarship can be considered positively as there is no burden of repayment of debt. But it is important to conduct further research whether scholarship can give positive influence to the fiscal balance and help students transfer smoothly from school to labor market.요약 vii
제1장서 론_1
제1절 연구의 필요성 및 목적3 제2절 연구의 구성 및 방법8
제2장이론적 배경 및 선행연구_11
제1절 학자금 지원정책의 효과에 관한 이론적 배경13
제2절 선행 연구24
제3장학자금 지원제도의 현황_31
제1절 과거의 학자금 지원제도 변천사33
제2절 현재의 학자금 지원제도와 이용현황39
제3절 주요국의 학자금 지원제도53 제4절 요약 및 정책적 시사점75
제4장학자금 조달 방식과 학교생활_79
제1절 서론81
제2절 연구가설82
제3절 분석자료 및 분석방법83
제4절 분석 결과 89 제5절 정책적 시사점116
제5장학자금 대출이 학업성취도에 미친 영향_119
제1절 서론121
제2절 분석대상과 모형 및 자료의 구성122
제3절 분석결과132 제4절 요약 및 정책적 시사점147
제6장재학 중 학자금 대출이 노동시장 초기성과에미친 영향_149
제1절 서론151
제2절 분석방법 및 데이터155
제3절 실증분석163 제4절 결론173
제7장학자금 지원제도의 개선을 위한 정책적 시사점_175
제1절 연구의 요약177
제2절 정책적 시사점180
SUMMARY_185
참고문헌_193
부 록_19
A Study on Skilled Manpower of Baby Boomers
No full text본 연구는 규모면에서 노후빈곤이 가장 많이 발생할 것으로 예상되는 베이비붐세대 기능인력의 퇴직과 퇴직 이후의 제2인생설계를 지원하는 방안을 모색하고 이들 기능인력의 사회적 활용을 극대화하는 정책방안을 제시하는 것을 목적으로 한다. 즉 기능인력의 노동시장 특성, 퇴직규모 추정, 기업 측의 기능인력 활용에 대한 인식, 기능인력의 퇴직 후 진로계획 등을 분석하여 이를 토대로 기능인력을 지원하는 정책을 제안하고자 한다.1. Overview
This study aims to explore the retirement and second life plan for skilled manpower in baby boomer generation. They charges a large portion of population cohort, however, also likely to be vulnerable social group after their retirement. Therefore, it is a very important task to find plan to support the second life for them and to suggest policy plans for effective utilization of these skilled manpower.
For this, literature review, statistics analysis and case study were used to realize the general situation of retirement and career paths of skilled manpower of baby boomers. Several times of experts’ meetings and on-the-spot visits were held to collect opinions and voices from the parties concerned. In addition, as a summary of research, policy seminar was held to gather the opinions about the possibility to apply systems and strategies in practice.
2. The Characteristics and Current State of Labor Market of Skilled Manpower
The volume of skilled manpower is about 900,000 and it is about 32% of proportion among the paid worker in baby boomers.
It is found that they have common problem of poor working condition and anxiety of job security through study. Also, polarization is happened in the labor market. Skilled manpower is working for smaller business than large companies. Many of them want to continue working after retirement and the major reason is for living. These findings give an implication that careful policy design is necessary for the retirement and career path of skilled manpower.
3. Policy Analysis on Retirement and Career Path for Baby Boomers
The existing policies for baby boomers tended to approach without a consideration of individual variation in this population. Several kinds of points were founded through policy analysis focused on the skilled manpower. First, there are not particular policy or plan for skilled manpower. It is distinct that the customized policies is set for the retired from professional occupation. Second is exclusion of skilled manpower on the process of policy operation whether it is intended or not. Actually, the portion of skilled manpower who participated in the programs for the retired baby boomers were relatively a few. Also, regarding the career paths after retirement, the consideration of the possibility that skilled manpower can enter the field is required.
4. The Second Life Design of the Retired Skilled Manpower
To find issues and solutions for the second life design of the retired skilled manpower, 2012 HCCP(Human Capital Corporate Panel) statistics data of KRIVET was used. The results of analysis are like as follow.
At first, policy development is inevitable to support gradual retirement and employment extension for middle-aged workers. Secondly, there are clear differences between utilization of middle-aged workers and employment of young workers according to types of industry. In other words, rate of utilization of the retired tend to be low in some industry that is preferred by young workers. Therefore, this kind of industry and government need to prepare the outplacement service for the retired as soon as possible. On the contrast, it is necessary to develop environment for gradual retirement, like employment support service and retirement age extension, in the industries that depends on the aged labour force. Also, it is shown that the retirement of skilled manpower can be more serious problem to company and the intention to use them is more higher than white collar job.
In addition, case study of shipbuilding industry was done to find some practical issues from retirement and the second life design of baby boomer skilled manpower. From this case study, skill discontinuity is discussed mainly. It is showed that skill discontinuity cannot be generalized but differentiated by types of job. In other words, skill discontinuity is likely to be occurred in direct manufacturing jobs, like welding, plating and assembling. Manufacturing and technical job in shipbuilding industry is physically hard and needed to have some level of skills. Also, skill for these jobs is likely to be company-specific, so it can be obtained by training for many years. Therefore, it is hard to recruit for these fields and there would be a great skill gap when baby boomers are retired.
In conclusion, political intervention that focused on the manufacturing and technical job would be needed. Retirement age extension is one of the solutions, and part-time job for aged workers should be considered seriously because of the health condition of them. The survey also showed that labor forces of manufacturing and technical job prefer part-time job after retirement.
The career paths after retirement of baby boomer can be classified by four types. At first, there are cases that want to continue working or not after retirement and each cases can be divided two types. In other words, there are four career paths after retirement; 1) continuing working in the current workplace, 2) continuing working in the another workplace, 3) leaving workplace and having their own business, 4) leaving workplace and enjoying the leisure life.
Therefore, the development of policy for retirement and second life design should consider the characteristics of these types to increase the satisfaction and effectiveness of policy.요약 ix
제1장 서 론_1
제1절 연구의 필요성과 목적3
제2절 연구 내용 및 방법6
제3절 선행연구 분석과 용어의 정의11
제2장 베이비붐세대 기능인력의 노동시장 특성_23
제1절 베이비붐세대 기능인력 노동시장 현황25
제2절 베이비붐세대 기능인력 퇴직규모 추정42
제3절 요약 및 시사점58
제3장 베이비붐세대 기능인력 퇴직과 진로정책의 현황과 문제점_61
제1절 베이비붐세대 지원정책63
제2절 퇴직 및 퇴직 이후 지원정책72
제3절 시사점93
제4장 베이비붐세대 기능인력의 퇴직과 진로실태_97
제1절 기업의 베이비붐세대 기능인력 활용실태와 인식99
제2절 근로자의 퇴직준비와 인식: 조선산업 사례112
제3절 결론 및 시사점143
제5장 정책의 방향과 과제_151
제1절 정책방향153
제2절 정책과제157
SUMMARY_175
참고문헌_183
부 록_187
1. 베이비붐세대 기능인력의 일과 노후준비 설문지189
2. 인적자본기업패널조사(HCCP) 설문지20
Analysis on Engineering School Curriculum for Future oriented higher education specialization: with the case of Information Security major
No full text본 연구는 대학특성화와 관련하여, 근래 많은 관심이 고양되는 정보보안 부문을 대상으로 교육과정 분석을 수행하였다. 정보보안 관련 학부 및 학과를 가지고 있는 16개의 4년제 대학에 대하여, 미래숙련수요에 대한 교육과정 대응성 분석을 수행하였다. 미래 지향적 대학특성화를 위하여 다음 사항들이 제언되었다: 내부자원(자체 전임교원) 및 외부자원(유관학과 및 산학협력 등) 운영계획에 기반하여 미래수요에 대응하는 세부 특성화 방향 요구; 미래유망기술, 미래유망산업에서 요구되는 숙련단위에 대응하는 교과구성단위를 마련하고 자체 평가를 수행할 수 있도록 유인; 특허정보 등을 이용한 기술전망을 미래숙련수요 전망에 활용; 교육과정 수집 및 교육과정 개발을 위한 정책 지원 강화.Analysis on Engineering School Curriculum for Future oriented higher education specialization : with the case of Information Security major
This study attempts to analyze the curriculum of information security which is recently drawing hot attention, in connection with higher education specialization. Corresponding analysis of curriculum to future skills needs was conducted with the 16 Universities, which have information security department in undergraduate course. For the future- oriented higher education specialization, the followings are suggested: to require detailed specialization master-plan corresponding to future needs based on execution plan of the internal resource (faculty) and external resource (relevant department and industry-academy cooperation; to provide subject unit corresponding to the skills unit, which is required by the prospective future technology and industry, and to attract conducting self-evaluation of the curriculum; to utilize technological forecast using patent information, etc. in forecasting future skills needs; to strengthen the policy assistance to collect curriculum and to develope it.Ⅰ. 연구의 필요성과 목적 2
Ⅱ. 정보보안기술과 정보보안인력 4
Ⅲ. 정보보안 미래숙련수요 10
Ⅳ. 정보보안학과 교육과정의 미래숙련 대응성 분석 15
Ⅴ. 요약 및 정책적 시사 21
참고문헌 24
Abstract 26
[부록] 2
A Study on Regional College Student’s View about the Employment in Intra-regional Small Company
No full text본 연구는 청년노동시장 문제를 해결하고 지방 중소기업의 인력부족을 완화하여 지역경제를 활성화하기 위하여 지역 대학생들의 지역 내 중소기업 취업이 중요하다는 관점 하에, 지역 대학생들의 지역 내 중소기업 및 취업에 대한 인식을 살펴보고 이를 개선하기 위한 정책적 제언을 찾아보는 것을 목적으로 한다.1. Purpose and method of the study
The purpose of the study is to look into the regional college student’s view about the employment in intra-regional small and medium companies(hereafter SMEs) and seek the policy implications in view that regional college student’s employment into the intra-regional SMEs is important for accelerating the regional economic development by solving the youth labor market problem and easing the job vacancy. In the paradoxical situation of coexistence of the difficulty in filling the job vacancy and the hardship of finding jobs for the college graduates, it is import to see what they think of each other in each side’s view because it is a basement for solving the disequilibrium between labor demand and supply.
The following three main issues will be studied.
The current job situation of SMEs by region(in respect of quantity and quality).
The employment situation in intra-regional SMEs of regional college graduates.
The analysis on regional college student’s view about the employment in intra-regional SMEs.
The methods of study are statistical analyses, survey on regional college students, and FGI on human resource managers of regional SMEs.
2. The current job situation of SMEs by region
38.7% of college graduates were working for SMEs, and the ratio of the employment in SMEs by region was the lowest in the Seoul-Kyounggi area at 32.2% and the highest in Chungnam at 48.6%. Except in Seoul-Kyounggi, it was generally over 40%.
Generally speaking, the employment ratio in SMEs by industry was the highest in educational service sector, and 21.1% of new college graduates were working for this industry. Manufacturing jobs were 14.8% of all jobs in SMEs of young college graduates, and the ratio is 10.9% for professional scientific and technical services, 10.4% for healthcare services and social services, 9.3% for publishing, video, broadcasting, and communications, 8.2% for wholesale and retail, respectively in order.
The number of total wanted persons for the SMEs between 2010 and 2011 was 473 thousands in 6 months average, 369 thousands people were newly employed, and 104 thousands jobs were unoccupied and the ratio of the unoccupied to the wanted persons was 21.9%. The current employees were 6 millions 707 thousands, 246 thousands of jobs were vacant and the ratio of the job vacancies to the employees was 3.7%, and the planned new employment was 257 thousands in average. In size of the current employees, the wanted persons, the new employment, Busan-Ulsan-Kyoungnam is next to Seoul-Kyounggi, Daegu-Kyoungbuk is next to it, and Jeonbuk is the lowest. The ratio of job vacancies is higher in Busan-Ulsan-Kyoungnam and Daegu-Kyoungbuk than other area except Seoul-Kyounggi, and relatively low in Kangwon, Jeonbuk and Kwangju-Jeonnam.
The ratio of irregular worker was 32.1% of the new college graduates’ employment in SMEs. It was the highest in Kangwon as 43.3% and exceeded 30% in all areas except Busan-Ulsan-Kyoungnam where it was 29.7%. Among them, Seoul-Kyounggi(30.6%) and Kwangju-Jeonnam(31.2%) were relatively low.
The average monthly pay was 1,720 thousands won and it was 1,720 thousnads won for Seoul-Kyounggi which was the only area where it was higher than the average. It was 1,700 thousands won for Busan-Ulsan-Kyoungnam, 1,670 thousands won for Chungbuk and Chungnam, 1,630 thousands won for Daegu-Kyoungbuk, Kangwon, and Kwangju-Jeonnam. It was relatively low in Jeju and Jeonbuk as 1,590 and 1,570 thousands won, respectively.
By education level, 56.9% of total employees had high school degree and took up about half of the employment in manufacturing SMEs. 21.8% of them had college degree and 15.2% had vocational college degree. By region, in Seoul-Kyounggi area, the ratio of college graduates employees was 22.6% and that of high school graduates employees was 55.1%, which revealed that the average education level of that area was higher than others. The ration of college graduates employees was the highest in Chungbuk at 24.2% and the lowest in Daegu-Kyoungbuk at 19.1%. Busan-Ulsan-Kyoungnam was also among the relatively low areas.
3. The employment situation in intra-regional SMEs of regional college graduates.
32.2% of regional college graduates were employed in intra-regional SMEs, 20.3% were in Seoul-Kyounggi SMEs, and 40.4% were working for the big companies. According to 2011 statistics, only 17.7% of employees were working for the big companies, therefore, such high ratio of young college graduates in employment in big companies implicate that the SME aversion of them is severe.
In terms of employment conditions, the ratio of irregular workers was relatively low and the average monthly pay was higher for Seoul-Kyounggi SMEs. For the big companies, the level of average monthly pay was higher even if the irregular workers’ ratio was also high. Therefore, in respect of working condition, we couldn’t find any advantage of the intra-regional SME employment. Additionally, with regard to job contentment, there was no section related with job in which the level of contentment of those employed in big companies was lower than that of those employed in intra-regional SMEs. This means that there is not only need to improve the cognition about SMEs but also create the decent job by improvement of working condition in SMEs to induce regional college graduates to get employed in intra-regional SMEs.
8.1% of college graduates among those who had been employed in intra-regional SMEs at the first survey year of Graduates Occupational Mobility Survey(GOMS) moved their compaies. 5.3% of them moved to other intra-regional SMEs, 0.8% moved to SMEs in Seoul-Kyounggi, and 2.0% moved to big companies.
8.1% of those who had been employed in SMEs in Seoul-Kyounggi at first survey year experienced moving their companies at third survey year. 0.4% of them moved to intra-regional SMEs and 5.7% moved to other SMEs in Seoul-Kyounggi. The portion of those who moved to big companies was 2.0%.
7.7% of those who had been employed in big companies at first survey year experienced moving their companies at third survey year. 3.9% of them moved to other big companies, 1.9% moved to intra-regional SMEs, and 1.8% moved to SMEs in Seoul-Kyounggi.
In sum, we can conclude that the labor movements between regional SMEs and SMEs in Seoul-Kyounggi are not active and the markets for them are also divided into separate ones. But we could observe the demand for climbing the class ladder by moving from SMEs to big companies at both markets. The preference for SMEs in Seoul-Kyounggi over regional SMEs were not observed.
4. The analysis on regional college student’s view about the employment in intra-regional SMEs.
The results of the analysis on regional college student’s view about the employment in intra-regional SMEs, which is the core of this study, and FGI on human resource managers of regional SMEs are as follows.
At first, college students consider their aptitude, stability of jobs, and payoffs when they decide their occupations and jobs. And they prefer to get a job in public services, public institution, big companies, and foreign companies, in order, over SMEs. By the college region, the their preferences of SMEs are also different, which is biggest in Kangwon, second in Busan, and third in Kwangju.
About the question where are you going to get a job after college graduation, 26.1% answered they plan to get a job in big companies, 10.6% in SMEs, 6.6% in foreign compaines, and 23.4% are indifferent to the companies. The share of those who plan to get a job in SMEs is the highest in Busan as 13.7%, 9.5% in Kangwon, and 7% in Kwagnju. Comparing the expectation wage by the job region of SMEs, the expectiona wage for the employment in Seoul-Kyounggi SMEs is the highest as 29 millions and 40 thousands won and that for the same region of college and that for other areas are same as 26 millions won. Most of students incorrectly answered the question how much the SMEs take up in the number of enterprise and workers, which revealed the low concern of college student about the SMEs.
In the results of the scores of some items that those questioned would have given to SMEs if the big companies had got 50, the big companies were higher than SMEs at all 7 items, which are working conditions, working hours, wage, possibility of personal development, welfare, stability of job, social fame of job, and relationship between employee. Among them, relationship between employee got 37.8 and ranked top and welfare and social fame of job ranked last as they got only 29.
The result that 71% of college students answered that they didn’t know well about the intra-regional SMEs and 11.1% didn’t know anything shows that the degree of cognition of intra-regional SMEs is very low. The share of those who had considered the employment in the intra-regional SMEs was 44% and 31.4% of them had experienced in searching a job. The shares of those who had considered the employment in the intra-regional SMEs were same each other, which was 56.3% in Busan, 49% in Kangwon, and 21% in Kwangju, in order. The main sources from which the college students got SMEs’ information were schools, public website, friends and colleagues and they thought that it wag difficult to get information. The main reasion why they haven’t considered the employment in the intra-regional SMEs was that they thought the employment in Seoul-Kyounggi SMEs and big companies was more promising, so that 27.6% of those questioined answered like this. In addition, they had discontentment in welfare, low wage, and working condition in SMEs.
Only 4.1% of college students had experience in the employment in SMEs while in school, which is very low and also shows the regional difference. Futhermore, most of them answered that they were willing to get unemployed for a year after graduation or so to get employed in big companies or public institutions.
According to these results, we can conclude college students don’t like to get employed in SMEs, which seems to originate from not their experiences but the distrust on SMEs. This is because the industrial structure of our society is oriented for big companies and most of advertisements are focus on big companies. And there are overestimation of the publlic servants and public institution workers with job stability. The high bankruptcy risks of SMEs, poor working conditions, low wage, dismal aspects under the subcontracting system also increase the averseness to SMEs together.
The results of the FGI(Focus Group Interview) for the personnel managers of SMEs are follows.
At first, there are regional differences. In cases of Busan and Gangwon, they have advantages in respect of cooperative relationships between colleges and SMEs by virtue of Polytechs and vocational colleges. But it is not so in Gwangju. All of the personnel managers agreed that the cooperative relationships between high ranking regional colleges, e.g. Cheonnam University in Gwangju, Busan University in Busan, Gangwon University in Wonju, and SMEs were not good, so some companies were even unwilling to employ the graduates from those colleges.
At second, there are very prominent differences in affordable wage levels among regions. Gwangju where the industrial environment is poor is the lowest region in which the wage is between 18 millions and 22 millions won. Gangwon is the second one where the wage is between 23 and 25 millions won and Busan is the highest in which the wage is between 28 millions and 32 millions won.
Many of new employees tend to leave the companies within 6 months because the wages are very low when the real work hours are considered, the working environment is poor including accessibility and leisure time, and there are wide gaps between SMEs demand for multi-playing in reality and workers’ expectation of specialization in jobs related to their majors. Conversely, they pointed out that systemization in SMEs was needed to induce the workers who had worked for at least a year not to leave their jobs. Under the high college entering rate, most of students are entering into colleges and have too high standards for their jobs overlooking their private aptitudes and their learning abilities. They have undergone trials and errors for a few years right after the college graduations searching for easy and high-profitable jobs or stable jobs because the basical work ethnic educations such as value of work, utility of work and necessities of jobs are deficient. They point out the importance of systematical vocational educations from the elementary schools.
To improve the young internship programs, they proposed the introduction of direct subsidies for working employees who had been working for at least 3 years, which was hopefully applied as a method to activate the regional economies by regional differentiations.
They also proposed the active supports for marketing SMEs. In addition to simple support such as making web pages for SMEs, the improvement of knowledge of SMEs is needed through the application of diverse media such as the air broadcasting.
Finally, they stressed the importance of SMEs’ long-lasting endeavor. In view of the students, they naturally hope the employment in the famous companies. Therefore, the more competitive SMEs are and propose better working conditions, the more they like the employment in SMEs, which means that SMEs are also need to be changed and have to try to let them known by themselves.
5. Policy Implications.
a. Improvement of working condition in SMEs.
According to the resulth of this study, the main reason why the regional college students don’t like the employment in intra-regional SMEs is not their high standards for jobs but the poor working conditions in SMEs. Therefore, improvement of working conditions in SMEs is the most fundamental way to solve the SMEs’ difficulties in filling job vacancies and minimize the mismatch probem between labor demand and supply.
Problem is how we can improve the job quality of SMEs. One possible solution is to improve the job quality by increasing the SMEs size through the amalgamation. But the industrial structural regualtion is needed to be confined to simple support to SMEs to change gradually with farsight.
In short run, it could be thought that government makes the guideline for working condionts such as wage, working hours, proportions of regular workers, and working conditions of irregular workers, and induces SMEs by providing the firms that abide by it with addiotional supports such as addional tax credits and opportunities to participate into public projects.
Raising the social consensus about minimum condition in jobs is the most important thing in long-tem view to improve the job quality of SMEs. In the long run, raising the social consensus of minimum conditions could bring about the industrial structural regulation effects by inducing the cos-ineffective SMEs to leave the market. Therefore, it is needed that central and regional governments stress the importance of decent job, strictly monitors SMEs’ working conditions, and try to raise the social consensus level of general working condition.
b. Changing the young internship program from employer-oriented support to employee-oriented one.
To increase the inducement to job in SMEs in supply side, the change of the young internship program from employer-oriented support to employee-oriented one is needed. In addition, differentiation in support could be used as policy measure to activate the regional economies. The support could be conditional on whether the rate of regular worker must exceed the minimum level and wage rate is also higher than predetermined minimum wage. This supports not only directly the young worker but also increase the social consensus level.
c. Stress on advertisement of SMEs.
One of the main reasons that the young are unwilling to get employed in regional SMEs is their misunderstanding of and the negative social prejudice on SMEs. The FGI with personnel managers also revealed that they wanted the stable advertisement measure to let their SMEs known. They point out that there is need to get rid of the social prejudice on SMEs by the stable advertisement, not just by temporary employment fair events. Big companies can continue to advertise their images through the many media and TV broadcast, while SMEs are hard to access these and the social prejudice is widened above the real difference between big companies and SMEs, which results in college students’ unwillingness to get employed in SMEs.
To overcome these problems, government need to support the SMEs’ advertisement and we propose the concert for SMEs as the regular college class.
d. vocational career instruction and work-study dual program.
In addition to increasing the advertisement opportunities of SMEs, there is need to improve the vocational career instruction and the work-study dual program to support the college students’ understanding of SMEs and have them get realistic in employment situation.요약 vii
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 선행연구 및 연구의 구성 6
제3절 설문조사 및 심층면접조사 개관 10
제2장 지역별 중소기업 일자리 현황_13
제1절 지역별 중소기업 일자리의 양적 현황 15
제2절 지역별 중소기업 일자리의 질적 현황 24
제3장 지방대학생의 지역 내 중소기업 취업 실태_29
제1절 지방대학생의 지역 내 중소기업 취업 현황 31
제2절 지역 내 중소기업 취업 지방대학 졸업자의 이직 43
제4장 지방대학생의 지역 내 중소기업 취업에 대한 인식조사_47
제1절 설문조사 개요 49
제2절 설문조사 결과 55
제3절 설문조사 요약 및 소결 84
제4절 지역 내 중소기업 인사담당자 간담회 87
제5장 결론과 정책 제언_97
제1절 연구의 결과 요약 99
제2절 정책 제언 106
SUMMARY_117
참고문헌_131
부 록_133
설문지 135
중소기업 인사담당자 FGI 회의록 141
부처별 중소기업 대졸 청년인력 지원 정책 24
Human Capital Corporate Panel Survey in 2013
No full text○ 『인적자본기업패널조사(Human Capital Corporate Panel: HCCP)』는 기업의 ‘인적자원 개발 및 관리 현황’, 기업의 ‘인력 현황’, 근로자의 ‘교육훈련 참여 현황 및 숙련수준’ 등을 조사하여 기업과 근로자에 대한 횡단면 및 시계열 형태를 혼합한 패널자료의 구축 및 활용을 목표로 하고 있음.
○ 2013년에는 5차(2013)년도 조사를 실시하여 5차 웨이브 데이터베이스(DB)를 구축하고, 구축된 패널자료를 분석하여 정부의 기업 인적자원개발 및 근로자 직업능력개발 정책 수립평가의 기초자료로 활용하고자 함.제1장 사업 개요_1
제1절 사업의 필요성 및 목적3
제2절 2012년까지의 사업 추진 실적4
제3절 2013년도 사업의 주요 내용8
제2장 5차(2013)년도 조사 설계_13
제1절 기업 표본설계15
제2절 근로자 조사 대상 선정22
제3장 5차(2013)년도 설문지 개발_25
제1절 설문지 개발 과정27
제2절 설문 구성과 조사내용30
제4장 5차(2013)년도 본조사 및 부가조사_39
제1절 조사 사전 작업과 고용노동부 협조체제 구축41
제2절 본조사 진행 과정 및 현황49
제3절 부가조사 수행 및 활용56
제5장 데이터베이스(DB) 구축 및 자료 활용_61
제1절 데이터 클리닝 및 DB 구축63
제2절 자료의 활용66
제6장 패널 유지관리 및 홈페이지 관리_75
제1절 패널 유지관리77
제2절 홈페이지 관리79
제7장 사업의 성과와 향후 계획_83
제1절 사업의 성과85
제2절 향후 계획87
참고문헌_91
부 록_97
통계청 변경승인 관련 자료99
설문대상 파악을 위한 조사표(제조업용)102
본조사 설문지106
부가조사 설문지143
패널리뷰: HRD Review 게재 자료148
HCCP 기업 Report: 교육훈련(HRD) 현황 진단239
HCCP 자료 활용 리스트25
The Measures of linkage between life-long learning and employment for the future generation
No full text본 과제에서는 다가올 미래사회를 대비하기 위해 ‘미래세대’에서 필요로 하는 직업능력을 파악하고, 이를 토대로 ‘평생학습과 고용 연계’를 강화시키는 방안을 제시하고자 한다. 연구 목적을 구체적으로 제시하면 다음과 같다.
첫째, 미래세대가 살아갈 시대의 환경 변화를 예측하여 미래사회에서 요구되는 직업능력을 파악한다. 특히 미래 직업 트렌드, 조직 및 근무 형태, 경력 유형과 라이프스타일 등과 관련된 직업기초능력에 대해 파악한다.
둘째, 미래세대의 평생 직업능력 강화를 위한 학습-고용 연계 방안을 분석하여 실행 주체별(중앙정부, 산업체, 시·도교육청, 지자체, 학교, 그리고 기관 및 단체)로 연계 방안을 제시한다.
셋째, 미래세대를 위한 학습-고용 연계 방안과 관련한 정책적 시사점과 인문학적·철학적 담론을 제시한다.Preparing for the era of centenarians does not simply mean physical wellbeing. Surviving for a century means that we should be able to adapt ourselves to rapidly changing society as decent human beings. The extended average life expectancy not only prolongs the period of participating in economy, but also changes the time and opportunity of participating in economy, expressed as double or triple cropping. Therefore, the education received when young is not good enough to survive the changed society, which means that lifelong education is not optional, but required. If such lifelong learning is no more than learning for self-contentment to simply enjoy learning or leisure, it will not be continued due to its lack of learning power and motivation. Human''s learning is more significant only when the opportunity of social participation is provided. Neglecting human resources with fully-invested education can be a huge waste of psychological and material resources. Especially, the generational conflicts of jobs caused by the era of physically healthy centenarians are rising as a serious problem in many countries including Korea. For this, the Park, Geun-hye administration is suggesting solutions for aiming for society in which national happiness and national development are in a virtuous circle, and every member of social community lives in harmony and also enjoys stable life. One of them is to establish the ''national lifelong learning system for the era of centenarians through providing various participation basis and customized educational programs of lifelong learning. The life design for rapidly changing times is only possible through connection between lifelong learning and employment. The connection between lifelong learning and employment of the future generations are the required conditions not only for economic aspect, but also establishment of healthy social atmosphere. Thus the connection between lifelong learning and employment is the task not only for the present, but also the older generation that prepares for the future.
This study defines adolescents currently belonging to elementary/middle /high schools, who will participate in economic activities in 2020～2030 as the future generation, and also seeks for the ''measures of strengthening the connection between lifelong learning and employment for the future generation''. Chapter 1, Introduction includes the objective, contents and methods of the study. Collecting opinions from experts in futurology and lifelong education through the advanced researches & literature analysis, professional FGI, Delphi research with professionals, professional council and seminars related to the connection between lifelong learning and employment of the future generation, we aimed to increase the professionalism of the study. By conducting a survey of experts'' opinions about the future environment, changes in vocational world(job trend, organization & work type, type of experience, and lifestyle), relevant basic job skills, and measures of connecting learning with employment after selecting experts in each area of lifelong education, we drew out problems and improvement measures. The professional FGI was the advanced research for Delphi research, which was the basic research of this study. In the results, first, the survey contents related to job skills required for the future generation in accordance with the changes in the future environment were completed based on the study by Jang, Joo-Hee et al(2011). Second, the survey related to basic job skills required for the future generation was completed on the basis of KRIVET basic job skills. Chapter 2 defined the future generation of this study based on domestic & foreign future studies and the study on generations by Karl Mannheim, and also described the theoretical background of this study through literature analysis on connection between lifelong learning and employment. In Chapter 3, we researched and analyzed each job competence required for the future generation in accordance with changes in the vocational world(job trend, organization & work type, type of experience, and lifestyle) and the future environment. Chapter 4 suggested not only the current obstacle factors of connection between lifelong learning and employment, and measures of overcoming, but also the mechanism system map of connection between lifelong learning and employment. Chapter 5 suggested the measures of enhancing and strengthening networks for strengthening connection between lifelong learning and employment of the future generation by subdividing them into each practical main agent(central government, industry, city/provincial education office, unit school, and organization/group) in accordance with changes in the future vocational world(job trend, organization & work type, type of experience, and lifestyle). As suggestions for the current government and organizations to establish the practical policies related to connection between lifelong learning and employment, Chapter 6 suggested programs(plans) that could be possibly practiced based on the results of Delphi research, and also aimed to set up the framework of forming humanistic and philosophical discussions regarding connection between lifelong learning and employment of the future generation.
The main change factors that would be encountered by the future generation included fixation of low-growth basis, intensified low-birth and aging, convergence of technologies, increase of interest in quality of life, and development of information communication technology. As job competences required for the future generation related to job trend, we had ① convergent thinking skills, ② intuition & insight and forecasting ability, ③ cooperative & problem recognizing ability, ④ analytical thinking & self-directed learning, and ⑤ coping ability to changes & understanding of global culture in the order. As basic job skills required for the future generation related to organization and work type, we had ① multi-business handling ability, ② open thinking, ③ Use of information technology & cooperation, ④ challenge ability, and ⑤ personal history management ability in the order. Regarding the type of experience and lifestyle, we had ① career design & practice and concentration ability, ② converging ability & career management ability, ③ professionalism & positive thinking and attitude, ④ coping ability to changes and lifelong learning ability, and ⑤ self-control & management and attitude balanced between work and quality of life in the order.
The obstacle factors of connection between lifelong learning and employment of the future generation and measures for overcoming were researched and analyzed in six aspects such as 1) the short-sighted amendment of law and institution regarding the aspect of law and institution, 2) the absence of any prediction of the future society, and securing research budget in the financial aspect, 3) in the aspect of infrastructure/facilities, discordance of equipment and facilities between lifelong learning institutes and the fields of employment, and preparing the actual field practice programs and learning programs with invited experts in each area, 4) in the aspect of providing information, the absence of portals for the future promising job groups, and strengthening/newly establishing portals that provide the latest information from domestic and foreign future research institutes, 5) in the aspect of social recognition, lack of overall recognition of the future generation and lifelong learning, and efforts to change the national-level paradigm, and 6) for other opinions, the intensified gap of investment in educational training between large enterprises and small/medium-sized companies, and correct understanding by small/medium-sized companies and expansion of investment support in educational training.
As measures of strengthening connection between lifelong learning and employment for each practical main agent in accordance with changes in the future environment and the future vocational world, we suggested ① establishing national human resources plan, strengthening the future prediction ability & including it to curriculum, establishing policies to cope with changes in type of employment, and building lifelong learning-employment system, in the level of central government, ② excavating the future new growth power through strengthening the future technology prediction & securing human capital, establishing corporate operating strategies suitable for changes in the type of employment, human resources management focusing on capacity, and preparing re-education system suitable for companies, in the level of industry, ③ in the level of city and provincial education office, rapid amendment reflecting the industrial trend & practical business, improving curriculum and teaching methods, and developing customized-lifelong job training programs, ④ in the level of local government, administrative/ financial supporting of enterprises in the future industry, establishing flexible working system & supporting pilot application, and carrying out consumers'' demand customized-job training, ⑤ in the level of unit school, strengthening career recognition & career education, enhancing teachers'' professionalism for lifelong education of the future generation, and strengthening education of values, ⑥ in the level of organization and group, establishing support system for flexible movement between learning and employment, forming new consensus of employment flexibility, and carrying out consumers'' demand customized-job training.
As suggestions on policies for measures of strengthening connection between lifelong learning and employment of the future generation, we suggests first, changing into new paradigm of school educational system for fostering sustainable convergent and creative talent, second, operating TFT comprised of around 15 personnels in areas related to central government, industry, city/provincial education office, local government, unit school and organization & group representing industrial world as the main agents of practicing connection between lifelong learning and employment of the future generation, third, applying to the actual business foundation process of communication skills and team work techniques in which excellent talent can cooperate and develop ideas, fourth, universities' development/operation of joint curriculum between the field of humanities and science & engineering for converged job training, fifth, expanding global joint research to form working culture possible to have cooperation between necessary talent by forming global mind, sixth, providing teachers with converged training for development of convergent curriculum to foster creative talent, seventh, rapid development of National Competency Standards(NCS) and learning modules, innovating job training suitable for industrial demands, and establishing National Qualification Framework(NQF) related to it, and eighth, developing converged talent educational program & contents for elementary/middle schools, integrated with SMART-based scientific technology, humanities and arts, and preparing measures of continuous propagation and application to the educational/industrial fields. As concrete fulfilling programs(plans), we suggest ① developing general guidelines of SMART converged talent education, ② developing SMART converged talent education programs & contents, ③ developing textbooks for training, and ④ developing teachers training programs.
For affluent life of the future generation, "let children love!". In other words, education is to find objects to be loved by children. Finding objects to love till the last day of a hundred years of age, growing ability to change the objects, and leaving the labor market open to raise their own value might be the most important tasks. Many scholars in the world presented the study result saying that Korean people's materialism causes unhappiness to themselves. Clearly knowing about what is the happiness, and what value should be considered as important and pursued is the most important to improve Korean people's quality of life. For this, we should provide the career design planning chart from the period of career recognition(stage of elementary school), to the period of career exploration(stage of middle school) and the period of career selection(the stage of high school). What is the most essential here is to establish system that can be actively managed by individuals and also institutionally managed by school, state and society. Moreover, it is necessary to help learners' adaptation to the future society and development of capacity, so that learners belonging to elementary/middle/high schools can actively cope with the future society. It is also needed to provide them with not only reading environment in which they can have extensive humanistic and philosophical thinking, but also ecological learning environment for establishment of identity and self-directed learning, which might be the social heritage given from the older generation and society to the future generation.요약 xi
제1장 서 론_1
제1절 연구의 필요성과 목적3
제2절 연구 내용9
제3절 연구 방법13
제4절 용어 정의25
제2장 이론적 배경_29
제1절 미래학과 미래세대31
제2절 평생학습43
제3절 고용 연계57
제4절 평생학습-고용 연계 관련 문헌 분석62
제5절 소결71
제3장 미래세대에게 요구되는 직업능력_75
제1절 인식 및 환경 변화77
제2절 직업 트렌드 관련84
제3절 조직 및 근무 형태 관련87
제4절 경력 유형과 라이프스타일 관련90
제5절 소결93
제4장 평생학습-고용 연계 장애 요인 극복 및 요소_101
제1절 법·제도적 측면104
제2절 재정적 측면 106
제3절 인프라·시설 측면108
제4절 정보제공 측면111
제5절 사회적 의식 및 기타 측면113
제6절 평생학습-고용 연계 요소118
제7절 소결122
제5장 평생학습-고용 연계 실행 주체별 방안_131
제1절 중앙정부133
제2절 산업체142
제3절 시·도교육청151
제4절 지방자치단체160
제5절 단위학교169
제6절 기관·단체176
제7절 소결185
제6장 결론 및 정책 제언_195
제1절 결론 및 제언195
제2절 연계 실현 프로그램(안)201
제3절 미래형 인재 양성을 위한 인문학적·철학적 담론206
SUMMARY_211
참고문헌_221
부 록_227
1. 자료Ⅰ 제1차 델파이 조사지229
2. 자료Ⅱ 제2차 델파이 조사지244
3. 자료Ⅲ 제3차 델파이 조사지289
4. 자료Ⅳ 델파이 위원들에게 제공한 기초자료
※ CD 제공(Full-text pdf와 hwp파일임
A Study on Methods to Evaluate and Certify Course Completion-Based Private Accredited Qualifications
No full text현재 정부는 국정과제인 “학벌이 아닌 능력중심 사회 만들기”의 세부과제로서 “일-교육훈련-자격이 연계된 과정이수형 자격제도 도입”을 추진 중에 있음. 이에 따라 자격기본법 개정을 통해 국가공인 민간자격도 주무부장관의 승인을 받아 국가직무능력표준에 기반한 교육훈련과정을 운영할 경우 이를 이수한 자에게 자격을 부여할 수 있도록 하였음.
이러한 배경에서 이 연구는 자격기본법에서 정한 바에 따라 국가공인 민간자격 교육훈련과정을 승인하는데 필요한 평가인증 방안을 마련하여 과정이수형 국가공인 민간자격제도의 정착에 기여하고자 함.Ⅰ. 연구 배경 2
Ⅱ. 국가공인 민간자격 운영 현황 3
Ⅲ. 국내외 과정이수형 자격 인증 사례 5
Ⅳ. 공인민간자격관리자 설문조사 결과 12
Ⅴ. 심사 기준, 방법 및 절차 19
Ⅵ. 추진 일정 및 정책 제언 27
참고문헌 30
[부록] 3
The difference in the perception of workplace bullying: The influence of culture and gender
No full textThis study addressed the influence of culture and gender in the way people perceive workplace bullying. A mixture of interview and survey design was used. 50 Korean and 43 UK employees were asked to define workplace bullying and rate their tolerance level to negative acts. In the quantitative analysis, Korean employees were most tolerant of superior bullying whereas UK employees were most tolerant of peer bullying. Koreans were also more tolerant of being a bully than UK employees were. These results were attributed to Confucian culture and compulsory military service in South Korea. Gender effect emerged in that females were less tolerant of being a ‘bully’ than being bullied whereas males’ tolerance changed little. This result was attributed to social desirability effect and females’ greater tendency to be influenced by their social surroundings than males. The findings have implications for the need of indigenous approach and accounting for individual’s perceptions in addressing workplace bullying. This study was original for its attempts to cross-culturally examine the lay definition of bullying and workers appraisal of bullying items used in previous bullying questionnaire. At the same time, the study carries a limitation of the categorization of imagined profile (i.e. bully vs. victim) instead of actual profile. However, identifying actual bully and victim groups would have required an initial selection process, which was not possible during the course of study.Ⅰ. Introduction 3
Ⅱ. Methods 5
Ⅲ. Results 6
Ⅳ. Discussion 13
References 1