Korea Research Institute for Vocational Education and Training
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국내 신규 박사학위 취득자의 특징
Get PDF국내 신규 박사학위 취득자는 남성이 65.4%, 30대가 49.4%, 직장병행자가 53.0%, 이공？의약 계열이 58.0%로 나타남.
학업전념자의 비율은 자연(71.5%), 공학(64.2%) 계열이 높으며, 직장병행자 비율은 의약(72.2%), 교육(72.1%), 사회(72.0%), 예체능(63.6%) 계열 순으로 높게 나타나 계열 간 차이가 큼.
국내 신규 박사학위 취득자의 학위 취득 당시 연령은 평균 40.9세로 매우 고령화되어 있으며, 학위 취득 소요기간은 평균 5년 1개월로 나타남.
박사학위 취득자의 학위취득 소요기간은 의약계열이 4년 1개월로 가장 짧고, 인문계열이 6년 4개월로 가장 길게 나타남.
국내 대학원의 경쟁력 제고를 위해서는 학업에 전념할 수 있는 학습 환경을 조성하고 학위의 질 관리 방안을 마련하며, 신진 연구 인력을 양성할 수 있는 재정지원이 요구됨.Research shows that males make up 65.4% of Korea's recent doctoral degree holders, while people in their 30s make up 49.4%, people doing study and work simultaneously account for 53.0%, and people majoring in science/technology/medicine, 58.0%.
Natural sciences (71.5%) and engineering (64.2%) are majors with a high percentage of full-time students. There are significant differences between majors in terms of the percentage of people who study and work at the same time: medicine (72.2%), education (72.1%), sociology (72.0%), and arts/sports (63.6%).
The results show that the average degree acquisition age of Korea's recent doctoral degree holders is 40.9 years old, indicating that degree holders are generally older, while the average time that it takes for a person to acquire a doctoral degree is five years and one month.
The average degree acquisition time is the shortest in medicine at four years and one month, and is the longest in the humanities at six years and four months. In order to enhance the competitiveness of Korea's graduate schools, it is necessary to come up with measures for managing the quality of degrees and creating a learning environment where students can devote themselves to their studies, as well as to provide financial support that makes it possible to foster rising research manpower
Relationships between Employee Training and Job Creation: An Investigation of Spillover Effects between Large Enterprises and Small&Medium Enterprises
No full text본 연구에서는 이러한 고용의 문제를 기업의 교육훈련 문제와 대·중소기업 간 관계의 문제로 환원하여 천착하고자 한다. 대·중소기업 간 고용의 질 격차를 야기하는 생산성 격차의 근본 원인에 중소기업의 저숙련 문제가 존재하기 때문이다. 또한 교육훈련을 통해 향상되는 숙련은 기업의 생산성향상으로 이어져 고용 창출 역량을 제고시킬 수 있다. 이때 기업의 기술수준과 경영전략에 따라 숙련향상의 고용창출 정도는 달라질 수 있다. 한편 중소기업 숙련의 증대가 기업 간 관계를 통해 중소기업 고용의 증대뿐만 아니라 양질의 대기업 고용의 증대에도 영향을 미칠 수 있다. 반면 대기업의 숙련향상은 중소기업 고용 파급효과를 일으키지 않거나 오히려 부정적인 방식으로 작동할 수도 있다. 이때 기업생태계 최상위층에 있는 재벌대기업이 일반대기업과 다른 양태를 보이는지도 확인해 볼 필요가 있다. 본 연구는 이러한 문제의식들을 바탕으로 실증분석과 사례연구를 통해 제기된 문제들을 보다 엄밀하게 확인해 보는 작업이 될 것이다.This paper analyzes relationships between employee training and employment at the firm level acknowledging that firms are a main agent of job creation. It aims to identify if firms can create jobs by investing in manpower, not in machines or facilities. It also tries to consider spillover effect between firms. In this paper, a spillover effect between firms is defined as the effect of one firm’s advanced employee skill level on another firm’s increase of employment. It especially separates the conglomerates (aka chaebols in Korea) from the other large enterprises and explores spillover effect from the conglomerates. Then, this research analyzes the effect of employee training by the conglomerates, which are at the topmost layer in business ecosystem, on employment of large, medium, or small businesses, and vice versa.
This paper explains the effect of employee training on employment through examining theories in diverse fields because there is a dearth of studies on this topic. It includes different perspectives such as ‘production effect’, ‘substitution effect’, ‘interaction with technology’, ‘employee commitment effect’, and ‘coordination with business strategy’. Furthermore, it includes theoretical examination on spillover effect of employee training on employment between firms. It borrows theories from ‘knowledge sharing’ and ‘transaction relationships’ studies because again there are only limited studies done in this topic. This paper particularly adds ‘trickle-down effect’ and ‘dual structure theories’ to explain spillover effect from large to small and medium enterprises.
From empirical research and case studies this paper proves that, although results vary by industries, employee training positively affects job creation. Empirical analysis also confirms that employee training has a larger effect on job creation through ‘interaction with technology’.
Though empirical analysis verifies that advanced employee skill level of small and medium enterprises has ripple effect on employment increase of large enterprises, case studies illustrate a more complicated pathway of ripple effect. A difference between industries is also noted. In business ecosystem, advanced employee skill level of smaller enterprise has a positive effect on employment increase of larger enterprise. On the other hand, advanced employee skill level of larger enterprise has no or negative effect on employment increase of smaller enterprise. In other words, the trickle down effects from the conglomerates to other enterprises, from large to small and medium enterprises are not observable or have negative effects. This phenomenon appears more clearly in the conglomerate case. Case studies do not find any evidence of the trickle-down effects, either. Moreover, increase in market share of larger enterprises does not guarantee gradual and steady increase in supply of subcontractors, which are small and medium enterprises. Only small and medium enterprises that possess independent technologies experience increase in investment of facilities and equipment and employment increase in response to supply expansion. Rather, customer diversification is a crucial factor in employment increase of small and medium enterprises.
Analytical results of this paper arrive at policy implications that improvements in employee skill level of small and medium enterprises and in business relations between firms play critical roles in job creation throughout the economy. This also has an important implication with regard to achieving 70% of employment rate and economic democratization, both of which are keystones of administrative priorities of the current government.요약 vii
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용 및 방법6
제2장 기업의 교육훈련과 고용성과에 관한 이론적 논의_11
제1절 교육훈련이 고용에 미치는 영향13
제2절 교육훈련과 고용의 기업 간 파급효과18
제3장 기업 간 파급효과와 교육훈련의 고용성과_31
제1절 도입33
제2절 실증분석을 위한 변수 구축 방법론36
제3절 실증분석 모형 및 분석결과58
제4절 소결77
제4장 기업의 경영전략과 교육훈련의 고용성과_79
제1절 도입81
제2절 선행 연구 및 연구 가설85
제3절 자료 및 변수화92
제4절 분석 결과 및 논의 97
제5장 대·중소기업 간 교육훈련의 고용성과 사례분석_107
제1절 도입109
제2절 방법론113
제3절 전자산업117
제4절 조선산업145
제5절 소결181
제6장 결 론_189
제1절 분석결과 종합191
제2절 정책적 함의 및 정책제언195
SUMMARY_205
참고문헌_209
부 록_21
An Analysis of HRD Trends in 2013: A Research Project
No full text인재개발 동향분석 연구사업(2013)은 인재정책 수립에 필요한 기초 정보의 제공과 더불어 관련 분야의 주요 이슈를 발굴하여 실증적으로 분석하고 이에 근거한 실효성 있는 정책적 제언을 시의적절하게 제공하고자 함.
그리고 이러한 동향 정보와 분석 산출물, 이에 대한 정책 제언 제공 기능을 강화하기 위해 격주간 및 격월간 동향 발간물과 이슈 브리프, 인적자원개발 지표집 등을 다양한 형태로 발간？배포하고자 함.제1장 사업 개요_1
제1절 사업의 필요성과 목적 3
제2절 사업의 주요 내용과 방법 4
제2장 사업 추진 실적_17
제1절 동향 정보 및 현안 이슈 발굴, 분석 및 제공 19
제2절 원내외 통계 업무 52
제3장 사업 평가 및 향후 추진 방향_61
제1절 사업 평가 63
제2절 향후 추진 방향 68
참고문헌_73
부 록_75
『한국의 인적자원개발지표 2013』 목록 및 내용 77
원내 과제 관련 설문조사 목록(2013) 82
취합 원자료 수(2013. 11. 20. 현재) 8
[이슈분석] 사업주 직업훈련 지원제도와 교육훈련투자 성과
No full textⅠ. 문제 제기
Ⅱ. 분석자료 및 기업의 직업훈련 실태
Ⅲ. 실증분석 모형과 분석 결과
Ⅳ. 요약 및 정책 제
[정책해설] 박근혜 정부의 일자리 정책
No full textⅠ. 들어가며
Ⅱ. 박근혜 정부의 일자리 정책 소개
1. 일자리 중심의 창조경제
가. 창조경제 생태계 조성
1) 청년 친화적 일자리 확충 기반 조성
2) 고용 친화적 정부 정책을 위한 고용 영향평가제 강화
3) 협동조합 및 사회적 기업 활성화로 따뜻한 성장 도모
나. 일자리 창출을 위한 성장동력 강화
다. 중소기업의 창조경제 주역화
2. 맞춤형 고용·복지
가. 생애주기별 맞춤형 복지 제공
나. 자립을 지원하는 복지체계 구축
1) 일을 통한 빈곤탈출 지원
2) 맞춤형 취업지원 및 고용서비스망 강화
3) 복지 일자리 확충 및 처우개선
4) 고부가가치 사회서비스 일자리 확충
다. 서민생활 및 고용안정 지원
1) 비정규직 차별해소 및 근로자 생활보장
2) 장시간 근로 개선 및 정년 연장으로 함께 일하기
3) 경기변동 대비 고용안정 노력 및 지원 강화
라. 저출산 극복과 여성 경제활동 확대
1) 행복한 임신과 출산
2) 안심하고 양육할 수 있는 여건 조성
3) 무상보육 및 무상교육 확대(0~5세)
4) 여성 경제활동 확대 및 양성평등 확산
3. 창의교육과 문화가 있는 삶
4. 안정과 통합의 사회
가. 재난·재해 예방 및 체계적 관리
나. 통합과 화합의 공동체 구현
1) 공직임용의 기회균등과 공평한 대우
2) 대화와 상생의 노사문화 구축
3) 학벌이 아닌 능력 중심 사회 만들기
다. 지역 균형발전과 지방분권 촉진
5. 행복한 통일시대의 기반 구축
Ⅲ. 맺음
[이슈분석] 기업의 조직 창의성과 특허
No full textⅠ. 문제제기
Ⅱ. 관련 논의
1. 기술혁신과 기업의 학습과정(learning process)
2. 창의적 성과와 협력
3. 조직 창의성
Ⅲ. 분석 자료
Ⅳ. ZIP 모델을 통한 분석결과
Ⅴ. 시사
[패널브리프] 기업의 인력현황 실태: 고령화 정도, 여성고용 비중, 초단기 이직률 등의 변화
No full textⅠ. 서론
□ 패널이 가진 특성을 활용하여 기업의 학력별·성별·연령별 인력활용과 관련하여 우리 사회에 이슈가 되고 있는 다음 4가지 현상의 변화를 살펴보고자 함.
□ 본고에서는 한국직업능력개발원의 '인적자본기업패널(HCCP)' 자료를 이용하여 노동시장에서의 인력활용 변화를 파악함.
Ⅱ. 인력현황의 변화
□ 학력별 고용 비중의 변화
□ 여성 고용 비중의 변화
□ 고령층 및 청년층 고용 비중의 변화
□ 초단기 이직률의 변화
Ⅲ. 요약 및 결론
□ 학력별 인력활용의 변화를 요약하면 다음과 같음.
□ 성별 인력활용의 변화를 요약하면 다음과 같음.
□ 연령별 인력활용의 변화를 요약하면 다음과 같음
Study on National Skills Outlook
No full text본 연구는 인적자원의 양성과 활용을 숙련의 관점에서 조망하고, 숙련과 관련한 질적인 정보를 찾기 위해 10년 동안 추진하는 사업 중 4년차 사업이다. 본 연구의 목적은 인적자원의 양성과 활용을 숙련의 관점에서 조망할 질적인 숙련정보 생성의 틀을 마련함과 동시에 숙련조사에 바탕을 둔 숙련전망의 틀을 마련하는 데 있다. 이러한 목적은 연도별 계획에 따라 추진되며, 금년의 추진 목표는 2012년에 수립된 10년간 연구의 종합적인 틀에 따라 숙련수요 및 공급에 대한 조사와 숙련전망을 위한 지수 및 모형을 개발하기 위한 기초 분석을 하는데 초점이 맞추어진다.The study aims to investigate the formation and utilization of human resources in the view of the employers and skill supply of workers, and to collect and analyze qualitative information about skills. This study is the forth-year report of the ten-year project pursued by KRIVET from 2010 to 2019. The main areas of this study are skill surveys and skill forecasting. The key contents of this project are composed of three parts: two skill surveys about employers and individuals, the development of skill mismatch index, and the establishment of model to forecast the demand for skills and supply of skills.
This report is composed of four parts to consider the contents of this project. Frist, we rearranged the theoretical foundation that we had discussed since 2010. Second, based on the theoretical foundation, we practiced the survey about employer and worker, and analyzed the results of the survey. Third, we explored the relevance of forecasting skill demand and supply. Finally, this study drove the alternative plans for skill survey and skill projection.
The first part sets up the framework about the concept and measurement of skills. The theoretical foundation is based of the definition that ‘skill is individual ability to make some performance through working in their job.’ This definition means that skill is affected by the individual competency as well as the structure of organization or economical status. Based on this definition, we classified skill into three types: cognitive skills, functional skills (or technical skills), and cooperative skills. Also, in order to observe skill mismatch (or skill disequilibrium) in the labor market, we examined the concepts that are related to skills shortage and skills gap in the view of skill demand, as well as over-education (or under-education) and skill obsolescence in the view of skill supply. And, based on this theoretical foundation, we suggested the framework for skill survey and the model for forecasting skill demand and supply.
The second part looks over employers and workers of the manufacturing industry, and analyzes the collected data from two surveys. The questionnaires were composed of 29 items for employer survey and 21 items for worker survey based on the theoretical foundation. The contents of questionnaire for the employer survey are composed of five areas such as skills shortage with relation to recruitment, skills gap with relation to incumbent workers, education/training and qualification, and management environment and technology. And, the contents of questionnaire for the worker survey is composed of three areas: human capital level for observing overeducation or undereducation, skills gap, and skill obsolescence. The surveys were made by interviewing 2,603 employers and 2,023 workers of establishments in the manufacturing industry on the basis of the stylized questionnaires. Contact with employers and workers was held through the web-site and telephone.
The main results of the employer survey showed that the large enterprises are facing of skills shortage as well as skills gap in the occupations of high skill, while small and medium enterprises are facing manpower shortage in the occupations of low skill. This means that skill polarization between the high skill of large enterprises and the low skill of small enterprises are serious in the labor market. Similarly, although firms have skill shortage or manpower shortage, they are too weak to solve problems through education and training of workers. Also, the results of the worker survey showed that they hardly have any overeducation (or undereducation) and skills gap. While workers are interested in their skill upgrading but the rate that they take part in education and training is really low. Also, skill obsolescence was relatively serious to workers who received higher level of education as well as more experienced workers, and to females. However, the worker survey need to solve the sample selection problem as well as to overcome the limit of pilot survey.
Next, we practiced in-dept study based on the 2012 survey and 2013 survey. The employer survey showed that skills shortage in recruitment is affecting skills gap of incumbent workers, and this phenomenon is more serious in the small enterprises. This means that small and medium enterprises are facing skilled worker’s recruitment, and as the result, they are experiencing low skill equilibrium trap. Skills shortage was affected by one or two causes of several elements. And, technical skills are more important in the service industry compared to cooperation skills, while the significant level of technical skills was lower in the manufacturing industry. On the other hand, the results of worker survey showed several facts. Firms that have manpower shortage and skills gap were employing workers of low wage and short experience. Overeducation or undereducation is lower in firms that need the firm specific skills, while horizontal matching (major-job matching) was better in firms that have low skills gap and workers of large size. Also, wage is positively related to variables such as matching between education and tasks, experience, and skill level. While on the contrary, wage is negatively related to matching between technical (or crafts) and tasks, and females. And, skill obsolescence was the positive relation with the variables such as matching between education and tasks, marriage, education and training, the change of technology, the size of firms, the amounts of sale, and investment of equipment, while it is relatively related to the variables such as wage, product demand, and operating profit.
Considering these analysis, we suggested five policies to facilitate development and utilization of skills: First is to establish incentive systems such as human capital contracts for bringing up and utilizing skilled labor. The human capital contract is the scheme of market mechanism that training institutes bring up workers of high skill through contract with a firm while the firm bears the training cost and employ trained worker. Second is to strengthen the linkage between education/training and employment. Third is to introduce the gap year scheme for job experience that enforces the potentiality of job matching after students finish their school years. Fourth is to reestablish skill development system of service area. The productivity of service sector is very important to upgrade economic development, because the worker rate of the service sector is very high in Korea. Fifth is to set up a new recognition system that ensures the results of learning through skill development for high skill workers as well as workers of high value-added service sector.
The third part contains basic analysis to explore the possibility of skill projection based on manpower projection and statistics. The results of discussion were arranged by four issues. First, it was difficult to use vacancies and skill shortage vacancies for forecasting skill demand and supply. To capture qualitative mismatch of vacancies the time series data with relation to skill mismatch is necessary, but we haven’t accumulated it. Second, the statistics were not enough to drive the projection results based on detailed data such as industry, occupation, and region. Third, it was difficult to make indices about labor market mismatch and skill mismatch. Data about vacancies and unemployment are crucial to producing these indices, but in the statistics of Korea, the unemployment rate is not classified by industry, and occupation. Fourth, we could not to forecast skill demand and supply on the ground of the existing manpower projection. To forecast skill demand and supply, it is very important to find the exact information of skills.
The final part examines the means that we have to consider importantly in next year study. This report suggested four elements to improve the establishment of the skill survey and the projection model of skill. First is to correct the questionnaire of the skill survey. In the existing survey, the relationship between skills shortage or skills gap and training was not clearly revealed in both the statistical analysis and the empirical study. Second is to set up the worker pilot survey again. The skill survey needs to include unemployed labor except the incumbent workers. Also, the connected analysis between firm and worker is very significant as the analysis results of this year survey show. Third is to develop the index with relation to skill mismatch. Since it is difficult to develop the mismatch index due to insufficiency of statistics, we need to make the index of skill mismatch based on the time series data of skill survey. The final element is to set up the model of skill projection. In order to model skill projection, we need to connect between method of manpower projection and skill information. Moreover, we need to improve manpower projection method based on elements such as skill mismatch index, matrix between skill and tasks, and education level.요약 xv
제1장 서 론_1
제1절 연구 필요성 및 목적3
제2절 연구 내용5
제3절 연구 추진 방법7
제4절 연구 범위 및 한계9
제2장 숙련전망의 이론적 기초_11
제1절 숙련의 정책적 함의14
제2절 노동시장 불일치 및 불일치 지수26
제3절 숙련불일치34
제4절 숙련전망 모형46
제3장 숙련 조사 및 기초 분석_55
제1절 조사의 기본 틀58
제2절 조사지 구성80
제3절 숙련수요조사 결과90
제4절 숙련공급조사 결과146
제4장 숙련의 실태 분석_175
제1절 채용과 재직자의 숙련부족178
제2절 숙련의 부족과 원인203
제3절 근로자-고용주 특성214
제4절 임금과 숙련퇴화233
제5장 숙련 측정과 전망을 위한 탐색_245
제1절 숙련부족의 현황과 특성248
제2절 숙련불일치: 지수 생성을 위한 점검255
제3절 인력수급전망264
제4절 숙련전망: 전공직업행렬285
제6장 결 론_297
제1절 도전과 숙련 정책299
제2절 조사 결과의 함의302
제3절 숙련전망의 쟁점311
제4절 향후 과제 313
SUMMARY_317
참고문헌_325
부 록_335
1. 내생적 성장이론 및 인력수급전망모형337
2. 설문지353
3. 조사결과38
[이슈분석] 직업훈련체제 강화
No full textⅠ. 현황 및 문제점
Ⅱ. 세부 추진 과제
1. 산업수요를 반영하는 훈련시스템 구축
2. 취약계층의 직업능력개발훈련 참여 확대
Ⅲ. 맺음
[글로벌리포트] Vocational Training and Education from a TLM perspective
No full textQuality criteria for TLM oriented labour market policy
Ⅰ. Decent work for all:
Flexible full employment; living wage; high productivity
Ⅱ. Equal opportunity:
Equal chances in education; no discrimination (wages, recruitment, etc.)
Ⅲ. Employment insurance
Insure not only unemployment but also other life course risks
Ⅳ. Work-life balance
Gender equality; time sovereignty; acknowledging unpaid work
Ⅴ. Active agein