Korea Research Institute for Vocational Education and Training
Korea Research Institute for Vocational Education & TrainingNot a member yet
4411 research outputs found
Sort by
[동향] 직업교육
No full textⅠ. 직업교육 정책
□ 미래창조과학부·교육부·고용노동부·관계부처, 창조경제를 견인할 「창의인재 육성방안」발표(2013.8.7.)
□ 교육부, 「제4차 특수교육발전 5개년 계획(2013~2017)」수립 발표(2013.8.22.)
□ 교육부, 직업교육기회 확대방안 발표(2013.7.26.)
□ 교육부, 「일반고 교육역량 강화 방안(시안)」발표(2013.8.14.)
□ 교육부·고용노동부·중소기업청, 「특성화고 현장실습 내실화 방안」발표(2013.8.26.)
□ 교육부, 국가전략산업 분야 마이스터고 선정 추진(2013.7.18.)
□ 교육부, 「고졸 국비 유학프로그램 추진 계획」발표(2013.7.2.)
□ 교육부 및 특허청, 직무발명 역량을 갖춘 예비 기술전문가 양성사업에 35개 학생팀 선발(2013.7.18.)
□ 교육부, 「고등교육 종합 발전 방안(시안)」발표(2013.8.13.)
□ 교육부, 「지방대학 육성방안(시안)」발표(2013.8.1.)
□ 교육부, 「대입전형 간소화 및 대입제도 발전방안(시안)」발표(2013.8.26.)
□ 교육부, 교육 국제화 특구육성종합계획 확정(2013.7.2.)
□ 교육부 및 한국장학재단, 2013학년도 2학기 정부지원 학자금대출 금리를 2.9%로 발표(2013.7.9.)
□ 교육부, 「2014학년도 학자금 대출한도 설정방안」발표(2013.8.6.)
□ 교육부, 2014학년도 정부재정지원 제한 대학·경영 부실대학 등 대학 구조개혁 방향 확정(2013.8.1.)
□ 교육부, 2014년도 정부재정지원 제한 대학, 학자금대출 제한 대학 및 경영부실대학 지정(2013.8.29.)
□ 교육부, 사립대학 재정·회계 투명성 및 책무성 강화를 위한 제도 개선(2013.7.16.)
□ 교육부 및 과학창의재단, 「2013년 대학생 창의·융합형 연구과제 운영지원」사업과제 공모(2013.7.8.)
□ 교육부, 「중소기업 취업전제 희망사다리장학금」장학증서 수여식 개최(2013.8.9.)
□ 교육부, 「2013년도 상반기 창업교육 교원 연수」개최(2013.8.20.)
□ 교육부, 「전문대학 육성 방안」최종 확정(2013.7.18.)
□ 교육부 및 한국간호교육평가원, 2015학년도 수업연한 4년제 간호과 설치대학 지정 발표(2013.7.31.)
□ 교육부, 2013년 전문대학 「교육역량 강화사업 지원 대학」선정(2013.7.3.)
□ 산업통상자원부, 「고급두뇌 역량 강화를 통한 산업 고도화 전략」을 발표(2013.7.24.)
□ 교육부 및 한국연구재단, 「BK21 플러스 특화전문인재양성 사업」확정·공고(2013.8.27.)
□ 교육부, 「2013년 교육역량 강화 사업」지원 대학 최종 확정(2013.7.31.)
□ 캠퍼스 아시아(CAMPUS Asia) 확대 등 협력을 위한 한·중·일 고등교육교류 전문가회의 개최(2013.8.6.)
□ 교육부 및 국가평생교육진흥원, 「2013년 대학중심의 평생학습 활성화 지원 사업」지원대학 발표(2013.8.5.)
□ 교육부 및 국가평생교육진흥원, '2013년 지역 평생교육 활성화 지원 사업' 운영 지방자치단체 선정
□ 교육부, '온라인 평생학습 종합전달체계'(평생학습 종합정보서비스망) 구축(2013.7.1.)
□ 교육부, 검정고시 제도 개선 방안 발표(2013.8.1.)
◈ 주요 법령 개정
□ 고등교육법 일부 개정법률(2013.8.13.)
Ⅱ. 직업교육 통계
◈ 4년제 일반대학 대학정보 공시
□ 2013년 신입생 출신 고등학교 유형별 현황
□ 2013년 신입생 충원율
□ 2013년 재학생 충원율
□ 2012년 학생 1인당 연간교육비 현황
□ 2012년 장학금 수혜 현황
□ 2013년 학자금 대출 이용 현황
□ 2013년 전임교원 확보율
□ 2013년 전임교원 1인당 학생 수
◈ 고등교육기관 졸업자 건강보험DB연계 취업통계
□ 2013년 고등교육기관 졸업자 취업 현
Validity analysis on actuality of patent information use for the future skills needs outlook
No full text본 연구에서는 특허를 이용한 미래숙련수요 전망의 현실적합성을 경험적으로 검증하고, 숙련수요 전망방법론을 발전시키고자 한다. 특히 근래에 많은 관심을 받고 있는 정보보안 부문을 대상으로 하여 특허분석을 활용한 미래숙련수요 분석방법론의 현실적합성에 대한 분석을 수행하고자 한다. 연구의 목표는 다음의 세 가지이다.
첫째, 특허를 이용한 미래숙련수요 전망체계를 구축한다.
둘째, 전망된 요구숙련에 대하여, 그 이전 시점에서 전망된 숙련전망치와 비교하여 전망결과의 현실적합성을 검토한다.
셋째, 특허를 이용한 미래숙련수요전망 방법론을 제시하고, 이의 확장을 도모한다.1. Study purpose
The purpose of this study is to verify the validity of future skills needs outlook to actuality empirically by using patent and to develop the forecast methodology for skills needs. In particular, recently spotlighted information security area was targeted for verifying the validity of future skills needs outlook analysis method to actuality by utilizing the patent analysis. This study entails the following 3 goals.
First, it builds a future skills needs forecast methodology by using patent for information security.
Second, it examines the validity of forecast result to actuality by comparing the realized skills with the expected skills based on the previous information.
Third, it presents the methodology of future skill needs outlook in general by using patent analysis.
2. Study scheme & method
This study selected information security field within ICT(Information Communication Technology: hereafter ICT), which had considerable technological advancement in recent years and is relatively well organized field for required skills needs through job analysis at present point of view after pilot analysis.
This study is configured in five large schemes: (1) Patent extraction and IPC(IPC, International Patent Classification: hereafter IPC) analysis; (2) extraction of skills unit based on job analysis; (3) correspondence of skills and IPC; (4) skills trend analysis and skills needs forecasting; (5) validity verification of skills needs forecast.요약 vii
제1장 서 론_1
제1절 연구 필요성 3
제2절 연구 목적 4
제3절 연구 체계 및 방법 5
제2장 기술과 미래숙련수요_9
제1절 기술과 숙련 11
제2절 미래숙련수요 23
제3장 분석대상으로의 정보보안 기술_29
제1절 정보보안 범위 31
제2절 정보보안 기술변화 37
제4장 정보보안 부문 직무구성과 요구숙련_49
제1절 직무구성 51
제2절 정보보안 관련 숙련 63
제3절 소결 79
제5장 특허분석에 의한 숙련수요 전망_83
제1절 정보보안 관련 특허 추이85
제2절 특허정보로부터 보안직무의 숙련수요 추이99
제3절 보안직무의 숙련수요 전망 117
제6장 결론: 특허분석을 통한 숙련전망 방법 활용_121
제1절 특허분석을 통한 숙련전망 방법론123
제2절 연구의 한계와 타 부문으로의 확장 126
SUMMARY_129
참고문헌_143
부 록_151
제1절 정보보안 기술 153
제2절 정보보안산업 현황 156
제3절 정보보안 인력 현황과 전망 16
Study on Enhancing Competency for Employability of North Korean Refugees
No full text본 연구는 북한이탈주민의 경력경로를 분석하고, 구직과 직장 적응의 성공·실패 요인을 추출하여 이들의 경력개발 요구와 산업계의 필요에 적합한 취업역량을 지원하는 국가·산업·개인 수준의 정책 방안을 제안하고자 한다.
구체적인 연구 목표는 다음과 같다.
첫째, 생애사 분석을 통한 경력경로 및 경력유형을 분석한다.
둘째, 경력개발의 성공과 실패 요인을 추출한다.
셋째, 성공을 강화하고 실패를 극복할 수 있는 정책 대안을 모색한다1. Overview
This study analyzes career paths of North Korean refugees and extracts success and failure factors for job search and adaptation. Policy measures are suggested to support their career development and employability.
The contents of this study are as follows.
First, theories on career path, career types, career development, and previous research related competencies development of North Korean refugees were analyzed.
Second, employment-related laws and policies, employment situation and trends were examined.
Third, career paths and career types were analyzed through life history analysis.
Fourth, competency level related to employability of North Korean refugees was analyzed by questionnaire survey of employers and helpers.
Finally, the strengthening measures for employment of North Korean refugees were proposed.
The methods and procedures adopted for the study were literature review, questionnaire survey, qualitative life history analysis, experts consultations and seminars.
2. Related policies review
There are variety of resettlement support-related laws and regulations so that North Korean refugees can settle into a stable community in South Korea. South Korean society is providing general settlement needed in the early stages as well as support for a stable job training required for employment assistance: job placement, employment institutions officer, employment subsidies, education and the recognition of qualifications, entrepreneurship support, social business operations support and other related policies.
In addition to legal assistance and government policy, many private groups operate a variety of programs for North Korean refugees. Private sector is a growing trend in the program, however, support the employment of North Korean refugees and professional programs for capacity building for employment is still lacking.
3. Life history analysis
Most of the North Korean refugees are coming to South Korea without stacking enough experience to form a career. Motives of North Korean refugees are mainly due to economic hardship, adaptation problems in North Korea, the constraints of professional freedom, and uncertainty of success.
First impression of South Korea for the North Korean refugees is frustration and disappointment in contrast to expectations. At this time they spend a lot of worry and hard times alone, and feel much emotional alienation. After completion of Hanawon, governmental settlement support institute for North Korean refugees, refugees showed a different career path. The biggest difficulty in the initial settlement phase is language discrepancy between North and South. The language problem is one of the barriers that inhibit an effort to occupational settlement.
Refugees get their first job through referrals and tend to attend vocational education and training related to the job. North Korean refugees have accounted for 70% of the women. Women are initially have their job as waitress, janitor, and maid in preparation for moving into better job. It is important to understand the value of money through the work in the early stage of adaptation. Many North Korean refugees show disappointment for their first job. This is due to not enough information about the job and not taking into account the experience of their aptitude, interest, working conditions and work environment of the North Korea.
Major cases of career growth stage are termination of three years employment subsidies, work-family balance, continuation of study, and awareness of inequalities for work life. Occupations associated with government subsidies tend not highly relate with an individual''s career development after training. Accreditation of education and experience in the North is institutionally provided, but the progress is not easy.
4. Career Path analysis and typology
A. Career paths of North Korean refugees
The career types of North Korean refugees are very diverse. The first of these, who has career of the military or public sector in North Korea now has the job of government officials or in public institutions in South Korea. Second, to be a government official in South Korea. Third, to have a job related to the job in North Korea. Fourth, most of interviewees have their job unrelated to that of North Korea’s. Fifth, to have the same or a related occupation in the North.
The most effective policy for North Korean refugees’ career path is subsidy for settlement and employment. Recognition of education and qualifications of North Korea, job training and employment support policies, expansion of opportunity to be government officials are also important policy. Most common acquaintances affected the career movement. South Koreans who North Korean refugees meet with have very important implications during the course of the early settlers, and stage of career movement.
The path of the current occupation of refugees is largely a business, bonds, employment through the recommendation or introduction by acquaintances, employment by their own will, employment by providing information of Hanawon, and career connection based on the experience of North Korea.
B. Typology of career paths
Types of career path can be classified into largely career-linked, career pioneering, and career break. Depending on the career path, career-linked type are re-classified into four such as professional type, the same type, a public institution type, and some connection type. Career pioneering type is mostly North Korean refugees have different types of jobs in the South such as employment type and business type. Career break type is almost inconsistent career path during migration of North Korea → the third countries → South Korea and job status and satisfaction gradually decline.
5. Success factors and barriers of career development
Success factors of career development are good social network formation, abandoning own position, attitudes of challenges and learning, work adjustment as social adjustment, understanding of South Korea, and stable home. Barriers are different speech style between North and South Korea, lack of opportunity according to the social structural discrimination, one-sided support system, lack of attention and love, interpersonal problems, South Korea's impoverished affection, disconnected career, lack of information of jobs and education and training, the barriers of age, lack of systematic career support, and lacking of work experience.
6. Policy recommendations
Policy suggestions are as following based on the study.
First, job skills assessment tool should be developed and regularly assess the competency the refugees to boost employability and to reflect employment vocational education and training programs and policies.
Second, step-by-step achievement standards need to be established for career development and to be rearranged support programs.
Third, at an early stage, it is need to spend more time to understand South Korean society rather than prematurely induced employment and senior refugees to serve as a mentor to enhance the effectiveness of the support.
Fourth, employment incentives and subsidies need to be linked with employment counseling, vocational education and training completion, and the individual's career development.
Fifth, the scope of waiver of national technical qualifications is also need to be expanded qualifications as well as work experience through the recognition system.
Sixth, it is need to strength the follow-up measures after getting job.요 약 ix
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 6
제3절 연구의 방법 및 절차 7
제2장 관련 이론 및 정책 분석_13
제1절 북한이탈주민 지원 제도 15
제2절 경력경로 관련 이론 37
제3절 취업역량 55
제4절 생애사 연구 81
제5절 북한이탈주민의 경력경로 및 취업역량 91
제3장 북한이탈주민 경력경로 분석_111
제1절 사례의 선정 113
제2절 생애사 분석 122
제3절 경력경로 및 경력유형 분석 157
제4절 소결 197
제4장 북한이탈주민 취업역량 지원에 대한 요구 분석_201
제1절 조사 도구 및 조사 방법 203
제2절 북한이탈주민 근로자 채용 기업체 인식 분석 208
제3절 북한이탈주민 조력자 인식 분석 225
제4절 소결 240
제5장 북한이탈주민 취업역량 제고 방안_245
제1절 국가 247
제2절 산업체 259
제3절 북한이탈주민 265
제4절 직업교육훈련기관 271
제5절 주체별·경력 발달 단계별 취업역량 강화 방안 274
제6장 요약 및 정책 제언_281
제1절 요약 283
제2절 정책 제언 290
SUMMARY_295
참고문헌_303
부 록_31
Construction of Manpower Demand and Supply Forecasts System for Establishment of Higher Education Talent Policies (Ⅲ)
No full text본 연구는 전망체제의 일관성 및 신뢰성 확보와 활용도의 제고를 위하고, 또한 고등교육의 인재정책을 수립하기 위한 중장기 인력수급 전망체제 구축과 전망결과의 신뢰성 제고를 위한 통계인프라의 구축, 그리고 핵심부문별 인력수급 전망 등의 목적을 달성하기 위하여 다년도 연구수행과 함께 관련 연구기관 및 전문가가 연구에 참여하는 협동연구 방식의 연구수행이 필요하다.○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 xi
제1장 서 론_1
제1절 협동연구의 필요성과 목적 3
제2절 연구 내용 7
제2장 고등교육시장의 환경변화_15
제1절 고등교육시장의 변화 현황 17
제2절 고등교육시장의 과제 29
제3절 고등교육시장의 정책환경 변화 48
제3장 중장기 고등교육 인력수급 전망_57
제1절 인력공급 전망 60
제2절 인력수요 전망 82
제3절 신규인력 수급차 전망 112
제4장 국정과제 핵심 정책분야 전문인력 분석과 전망_141
제1절 창조경제 부문의 지식재산 전문인력 수급전망 144
제2절 복지분야 인력수급전망 175
제5장 정책 제언_221
제1절 전망결과의 시사점 223
제2절 정책 과제 228
SUMMARY_237
참고문헌_25
The actual condition of vocational trainingin juvenile protection agencies and remedies
No full text본연구의 목적은 사회적 약자인 보호소년의 직업능력을 개발하기 위해 보호소년의 직업능력개발훈련의 실태를
분석 및 진단하고, 성공적인 사회 복귀를 위한 개선 방안을 제시하는 데 있다.
본연구에서 다루고자 하는 내용을 구체적으로 제시하면 다음과 같다.
가. 보호소년의 특성과 직업능력개발훈련
1) 보호소년의 특성
2) 직업능력개발훈련을 통한 보호소년의 교정교화의 의의
3) 소년원 직업능력개발훈련 운영 현황
나. 보호소년 특성과 직업능력개발훈련 실태
1) 보호소년 특성 파악, 보호소년의 사회정서적, 기초직업능력수준
2) 직업훈련교사 대상으로 보호소년 직업능력개발훈련 운영 실태 및 요구 분석
다. 보호소년 직업능력개발훈련 만족도 및 개선사항
1) 직업능력개발훈련 운영 만족도
2) 직업능력개발훈련 개선사항 및 취업관련 요구
라. 보호소년 직업능력개발훈련 개선 방안
1) 보호소년 직업능력개발훈련의 전제
2) 보호소년 직업능력개발훈련의 개선 방안Ⅰ. Research summary
The purposes of this research are to analysis and diagnosis the actual condition of vocational ability development training for juveniles under protection for occupational capability development of juveniles who are assorted as a socially disadvantaged group and to suggest the remedies for their successful return to normal social life.
In order to accomplish these purpose of the research, we collated the relevant literature materials by cooperation from the Ministry of justice, and we also accomplished both of complementary qualitative and quantitative researches such as interviews, FGI, and surveys for convergence of opinions and mutual agreement related to the actual condition, request, and satisfaction level of operating vocational ability development training for juveniles.
Ⅱ. Characteristics of protected juveniles and their vocational ability development training
1. The concept and characteristics of protected juveniles
『The juvenile law』 is the law defining protective dispositions for antisocial juveniles, and it has various regulations for juvenile protection up to date since it has been materialized as the law and system in 1958. The definition of ‘the protected juveniles’ signifies the juveniles who sent from the juvenile department of the Family Court or the juvenile department of the district Court according to the statements on 『the juvenile law』 of Article 2, section 1, and Article 32, Section 1, Item 8 to 10.
That is, ‘the protected juveniles’ calling the juveniles under protective dispositions are who under full 19 years old with antisociality or criminal tendency and committed crimes outside the range of criminal penalties when prosecutors and judges considered them for adjusting environment and correcting conducts.
The juvenile protective dispositions are assorted from No.1 to 10 disposals by judgements of the juvenile protection education institution.
No.1 disposal is for guardian care, and No.2 to No.5 disposals are for probation to be managed by probation office. As types of the strongest punitive character, No.7 to 10 disposals are for sending to training school. No. 9 disposal is for sending to the training school and getting curriculum education (including school qualification exam), personality education, or vocational ability development training for over 6 month. No. 10 disposal which is the strongest juvenile protective disposition is for sending to the training school and getting the vocational ability development training for within 2 years. People who are underage for the vocational training (the vocational ability development training is available from 15 years old) or who have insufficient academic background would get the curriculum education in school qualification exam classes. Hence, the objects of this research are protected juveniles getting the vocational ability development training in training schools under No.9(sending to a training school for short-term, less than 6 month) and No.10 (sending to a training school for long-term, less than 2 years) disposals.
The previous researches about problem behavior of protected juveniles are focused on analyzing economic and domestic factors, and those are trying to find individual factors that made the antisocial behaviors of juveniles available in these days. As the psychological factors related to delinquency actions, Bartol & Bartol (2010) suggested cognitive, developmental factors like aggression and impulsiveness, hyperactivity, and ADHD (attention deficit hyperactivity disorder) and CD (conduct disorder). Kwon Jieun (1998) considered the depression, impulsiveness, self-justification, antisocial tendency, anxiety, aggression as the causal factors of delinquency in individual aspect, and Park Hyunsun (1998) pointed out the impulsive/aggressive tendency, depressed/abandonable tendency, and developmental risk as the individual risk factors of delinquency. On this wise, several previous researchers found the individual characters occurred to delinquent teenagers including protected juveniles from depression, aggression, impulsiveness, and self-control.
The criminal trend of young offenders was reduced in the view of the crime situation, but the rate of young offenders of 16 ~ 18 years old is continuously increasing, and the rate of male is more 4 times than female offenders. In addition, it was informed that the rate of joint offenses is higher than the rate of one-man crimes, and the criminal motivation like the love of gain for supplying the entertainment expenses was multiply increased since 2010. Especially the rate of young offenders with more than four criminal records was increased from 6.9% in 2007 to 12.0% in 2011, and it can be interpreted that the juvenile delinquencies are getting habitualized.
2. Vocational ability development training in training schools
The vocational ability development training in training schools is accomplished according to the regulations of 『The regulations for vocational ability development of laborer』. Starting from the Anyang training school in 1973, the vocational ability development training in training schools has been operated by public vocational training institutions up to date since ‘the public vocational training centers’ were established in training schools across the country in 1974. Because the protected juveniles in training schools prepare to entry into the labor market upon their age, the training schools applied initial and upgrading training to over 15 years old protected juveniles who received No.9 or No.10 disposal for over 6 month within 1 year. The collective training is mainly executed due to the nature of reception institutions, but it is combined with on-th-job training and has a character of the mixed training.
The enforcement system of vocational ability development training in training schools make entered protected juveniles go through the courses of the entered inmate education (10 days), basic education, and enducation for returning to society in order. They get living guide and treatment evaluation during the entered inmate education period and curriculum education, vocational ability development training, personality education, medical and rehabilitation education, and special activities during basic education period. Career counseling, social adjustment guidance, self-sufficiency, and job placement is performed during the period of education for returning to society.
There are ten training schools including Seoul training school at the moment, and 8 schools are for boys and 2 schools are for girls, and those are operated as each name according to corresponding education curriculum.
Ⅲ. The characters of protected juveniles and actual condition of the vocational ability development training
1. In the aspect of vocational training teachers
As the result of the in-depth interview and FGI for vocational training teachers, it showed the they appealed the difficulty and its remedies about class operation and human, material infrastructure due to the characters of protected juveniles and training schools.
According to the character of training schools, each learner has different beginning and ending time for training courses, and also the academic level or age is different between 16 to 21 years old so that the coursed are operated as mixed training, therefore the vocational training reached to limit status difficult to systematize and operate for each age or academic level. Furthermore, many opinion stated night duties and assignment tasks of most teachers have larger part of the work than their vocational training duties.
In case of contract workers, there were great difficulties in management of protected juveniles in the aspect of following-up control, and they could not use their ability because their identifications were not managed properly. Whereupon, those were requested to expand the vocational training classes and corresponding manpower and to find the management plan of efficient vocational ability development training through the improvement of labor conditions for the teachers.
For the last, although a practice through the close connection with industrial sites for employment, it is difficult to process the practice by insufficient place for vocational training, and field practice or vocational guidance also has difficulty.
Therefore, the employment supporting by construction of human and material infrastructure for proper vocational ability development training was requested.
2. In the aspect of protected juveniles
As the result of the in-depth interviews for protected juveniles, it showed there are difficulties such as surrounding environment that makes them goes in to criminal situations, re-entering to a training school by the violation of probation, low academic level, unclear career awareness by lack of their own interest and attention to their aptitude, in-depth vocational training request, and job placement after coming out of the training school.
They had a difficulty to choose the vocational training to learn over a year within a short-term, and even they did not know their own interest or aptitude after they selected their job career, and the information about their career was not enough. Hence, the systematic vocational guidance education and counseling was requested to improve the level of awareness for their career and occupation.
Also, protected juveniles had very low academic level even if they graduated from middle school. Meanwhile, some outstanding students among the protected juveniles want to acquire one of qualifications as soon as possible and learn the improvement process for their spare time, but normally one teacher has various charges of basic and improvement course at the same time. Accordingly, it is requested to seek the management plan of vocational ability development training for each level through the reinforcement of corresponding educational manpower.
For the last, it was requested to find the environmental improvement plans for continuous job placement and healthy growth of protected juveniles as well as employment supporting such as sufficient field practices or commuting job placement so that they can get occupations and settle down stably.
3. Implications
First, as the result of interview about the individual features of training teachers from protective authorities and the backgrounds of selecting corresponding occupation, it was shown most training teachers had great difficulty to apply the proper teaching method or education to protected juveniles due to the lack of prior education that makes teachers understand the characters of protected juveniles before the training is began. Accordingly, the necessity of prior education regarding the characters of learner to the teachers in charge of vocational training for protected juveniles.
Second, most of protected juveniles were included in the age group of middle or highschool students, and all of them aware their academic level is low.
Third, it was pointed out the systematic education and guidance are necessary for the awareness level of life course and career of protected juveniles. Among the present vocational ability development training courses, the preference for bakery, hair, and welding was high.
Fourth, the vocational ability development training is affected by the frequent inflow and temporal nature due to the character of training school, and it made frequently changeable number of trainees and different academic level of trainees so that the vocational training has fundamental limitation.
Fifth, although the field practice connecting with industrial sites is important educational method for vocational training, various difficulties occurred to field practice or vocational guidance in vocational training of training schools.
Sixth, although these fundamental limit of vocational training in training schools, most of teacher and protected juveniles were satisfied with the chances for the vocational training.
Ⅳ. The satisfaction level of vocational ability development training for protected juveniles and improvement requirements
1. In the aspect in vocational training teachers
As of the year 2013, it has shown 1/3 (34.8%) of vocational training teachers in training school has less than 3 years of career, and the result of the proportion of their work status, the proportion of counseling about vocational training and assignment task (23.9%) and other administrative work (17.4%) had great part as well as vacational ability development training tasks.
For the reason thought by the teachers that protected juveniles join in the training, 56.5% of teachers considered the protected juveniles have purpose on employment/foundation (30.4%) and skill acquisition (26.1%). Nevertheless, they also thought 34.8% of protected juveniles participate for vacational training regardless of their intention because it was impossible to take curriculums.
As the difficulties in class of vocational ability development training, ‘interruption for classes by participation of protected juveniles causing problem behaviors (average 1.8)’, ‘academic level below standard of protected juveniles (average 2.0)’, ‘difficulty of study progress by continuous inflow of trainees (average 2.0)’ was appointed.
The support of employment and entering school from training schools was mainly applied for employment consultations (91.3%), special lectures (82.6%), participation in career fairs (82.6%), and inspections for employment and entering school (82.6%) in the order, and an opinion was proposed the manpower in overall training schools is insufficient. Especially the shortage rate was shown as protective manpower (73.9%), outside professional lecturer (73.9%), and regular vocational training teacher (65.2%) in above order.
Over the majority considered the present budget support from the government for vocational ability development training is not enough. The aspects especially requiring the budget support were ‘expansion of relevant facilities (32.5%)’, ‘training and supporting alternate manpower for specialty improvement of vocational training teachers (30.0%)’, ‘reinforcement of professionals and vocational training teachers (22.5%)’.
As the institutional requirements for improvement of vocational ability development training in training schools, securement of regular positioned vocational training teachers (average 4.6), intension of career counseling (average 4.2), characteristic vocational training for each training school (average 4.1), intension of personality education (average 4.1) in above order.
2. In the aspect of protected juveniles
It was found the awareness of relevant information for vocational ability development training participated by protected juvenile was generally low as the average 2 point. Especially, the awareness of suitability for ‘wage (average 2.2)’ and one’s own value, ability, interest, and character was low.
While some purposes on participation in the vocational ability development training of protected juveniles were considered as investment for their own future such as ‘employment and foundation after coming out of the training school (21.6%) and ’skill acquisition for employment (21.6%), 15.5% of responses was for ‘in order to bear the long-term of detention in the training school’.
Also, according to the survey result through the multiple response method about desired vocational ability development training other than present course, ‘bakery (22.9%)’, ‘hair design (14.7%)’,’construction machinery (operation) (12.1%)’ was preferred in above order. There were ‘barista’ or ‘fashion design’ among the other reponses.
The satisfaction levels of protected juveniles for vocational ability development training became low in order of ‘employment consultation (average 3.49),’support of exclusive administrative manpower (average 3.54)’, ‘professionalism and teaching method of outside lecturers (average 3.56)’. Also among the expectations for the vocational ability development training participating at present by themselves, ‘adaptation after returning to society and prevention of repeated crime (average 3.6)’ and ‘aid for employment (average 3.5)’ showed high rate.
The responses of requirements for improvement had high proportion as in order of ‘intension of support for certificate acquisitors after the completion of vocational ability development training (average 3.67)’, ‘reinforcement of vocational ability development training and field practice customized for corporations (average 3.62)’, ‘intention of employment supporting and consultation after the completion of vocational ability development training (average 3.58)’.
The proportion of career decision were high as in order of female (77.3%), over 19 years old people (79.7%), people graduated high school (81.9%), people having families (77.3%).
Also, the proportion of the responses for the reasons the protected juveniles can not decide their career (No.1 and 2 ranked responses) were high as in order of ‘do not know one’s own aptitude and talent (21.9%), ‘no information about career (12.4%)’.
The career information desired by protected juveniles (No.1 and 2 ranked responses) had high ratio of responses as in order of ‘financial wage (28.7%),’promising job (28.1%)’, ‘job stability (13.0%)’. Also, the difficulties of employment (entering school) considered by protected juveniles had high ratio as in order of ‘low school record (26.7%)’, ‘lack of skill or certificate (19.8%), poor family circumstances (11.5%)’.
3. Implications
First, as it is appeared 1/3 (34.8%) of vocational training teachers in training school have less than 3 years of experience, the prior education for learners, relevant systems, and specialty improvement for next new training teachers is required.
Second, as the result of examining the proportion of tasks for vocational training teachers, it is appeared the nonoccupational task other than vocational ability development training had high proportion, so in-depth discussion for setting up a role of vocational training teachers in training school.
Third, the preparation for expansion of protective authorities for protected juveniles treated with medication and customized class management plan considering the character and level of protected juveniles such as operating the prior education class for learners having academic level below standard before the beginning of the training.
Fourth, the preparation of continuous supporting plan considering the character of protected juveniles in the medium to longer term is required more than the supporting plan mainly consisted of consultation processed by vocational training teachers with low leveled expertise of employment and entering school or one-time special lecture and participation in an exhibition.
Fifth, those reinforcement of vocational training teachers and manpower in charge, securement of facilities and materials for efficiency of vocational training, and division of labor and reinforcement of manpower for making vocational teachers concentrate in vocational ability development training are required.
Sixth, clarifying the relevant supporting plans such as securing the manpower of vocational training teachers for qualitatively guaranteed vocational training in training school, consultation for employment and entering school for protected juveniles, reinforcement by development and application of systematic personality education. Also, the consideration for plans of specialized vocational training for each training school is also required.
Seventh, motivation of participation in the training through the interest and aptitude inspections for understanding of the character of protected juveniles related to occupational selection of vocational ability development training and detail information provision such as the wage of corresponding occupation.
Eighth, the preparation for motivation plan of training participation and systematic prior education through the sufficient information support about the vocational ability development training process participated by each learner at present is requested.
Ninth, the progress of vocational training process helping self-reliance of protected juveniles by vocational ability development training process in various field as well as the present vocational ability development training executed through a close examination about prospective jobs considering the character of protected juveniles is required.
Tenth, in case of newly established process of vocational ability development training, it is needed to try to inspire the motivation for training of protected juveniles by efforts for on-site-spot study of relevant work places and provision of the employment information.
Eleventh, More operational and detail support for how the process of vocational ability development training that most protected juveniles participate at present is applied to their future employment.
Twelfth, when the process of vocational ability development training is expanded for later No.9 protected juveniles, the establishment of target consciousness by preparing for inducement f
A Study on Korea’s Job Index(2012)
Get PDFOccupational index, which is the data provided quantitatively after regular research attributes of occupations, is to support Koreans in their job selection, and to provide job experts with basic data for their study on occupations.
The Korean occupational index is divided into basic one and applied one. Occupational index research supports job selection of Koreans, who agonize over their career selection, by providing information such as an overview for actual state of occupations, job prospects for the next ten years, good jobs for women or the elderly, occupations that those with a high school education or lower can get, and new occupations.
The study method is to research existing occupations in the entire industry over two years, and some 209 and 203 sub-group occupations were studied in 2011 and 2012 respectively. A total of 15,128 occupation-related experts and incumbents responded in 2011-2012 Korean occupational index study. Among them, 75.3% were men, and 24.7% were women. By age, those under 40 were 37.7%; those in their 40s, 33%; those in their 50s, 22.2%; those in their 60s and older, 7.1%. By educational background, university graduates took the lion's share(35.4%), followed by those with a high school education or lower, college graduates, those with master's degrees, and those with doctorate degrees. ..
Research on Developing a Model of Self-supporting Vocational Education and Training for North Korean Defectors
Get PDFThe number of North Koreans defecting to South Korea began to increase sharply from the year 2000, and it reached the age of 20,000 in 2010 with 30,000 not very far away. They are supposed to complete some courses in social education along with their background checks for a certain period of time, and settle down in South Korean society after being provided with housing, including a rental house, and a resettlement stipend.
The government proclaimed ‘The Laws on Protection of, and Resettlement Support for, North Korean Defectors’ in 1997, and has been doing research to improve their resettlement system and seeking various ways to support them. However, it is evaluated that the government’s practical resettlement support, such as a job connection and employment by which they can adapt themselves to South Korean society and be financially independent, has not been systematic. Accordingly, this report attempts to look into the resettlement support and vocational education and training system for current North Korean defectors, to analyze the factors that help or hinder self-supporting vocational education and training, and to develop the policies required for establishing a self-supporting vocational education and training model and to draw up measures to improve its system.
In order to accomplish the goals of this research, it is crucial that the following five tasks are intensively examined, and in-depth research for the tasks will proceed through qualitative research with North Korean defectors.
First, it is necessary to understand and evaluate their vocational education realities North Korean defectors received after entering South Korea.
Second, we need to understand the effect on the process of North Korean defectors’ employment according to the vocational education and training.
Third, the ultimate goal of vocational education and training provided for North Korean defectors is to make them independent. Our research will analyze the effects of vocational education and training in the meantime as well as the exact meaning of self-supporting.
Lastly, we would like to improve the system to establish a self-supporting vocational education and training model and seek the policies for it. The vocational education and training for North Korean defectors should be demand-oriented. Accordingly, the purpose of this research is to improve the system and propose appropriate policies for them so that they can enhance their degree of self-supporting and adaptability to South Korean communities...
Foundational Research on Establishment of a Comprehensive Plan to Promote Cooperation among Industry, Academia, and Research
Get PDFThe government support for companies of research and development (R&D) has been expanding and quantitative way of doing cooperation between industry, academia, and research (hereinafter referred to as “industry-academia cooperation”) also diversified. A lot of best practices of industry-academia cooperation could be found and related policy measures proposed to promote it. Industries and local governments are participating in curriculum development, operation and field training of meister high school. While outer feature is good, but qualitative advancement such as voluntary participation of interested parties and networking for cooperation is still insufficient.
The purpose of this study is to set up the basic direction and the basis of a comprehensive plan for the promotion of industry-academia cooperation through analysis of industry-academia cooperation policy and operational situation and the demand for policy at the national level...
A Study on Integrating Quality Management System for VET Institutes
No full text본 ‘직업능력개발 훈련기관 대상 통합적 질 관리 체제’연구는 직업능력개발 훈련 체제의 구성요소와 실시과정(process), 단계별 산출물(output)을 규명하고, 이러한 체제적 접근법에 의한 ‘훈련기관 대상 통합적 질 관리 체제 모형’과 운영방안 및 정책 방안을 제시함으로써 훈련기관의 전반적인 질적 향상을 도모하고, 이를 통한 우수 인력의 효과적인 양성에 기여할 수 있기를 기대한다. 또한 본 연구의 결과는 직업훈련 정책과 제도 운영상에 있어 여러 유관기관 간의 효과적인 상호 협조 체제의 가능성을 확보하고, 질 관리 측면에서 제도의 효과성과 효율성을 신장시킬 수 있는 실제적인 방안을 마련한다는 데 의의가 있다.With the growing concern for human resource development as a core components of nation’s global competitiveness, the importance of government’s policy for vocational education and training(VET) is also increasing. However, indiscriminate entrance to national VET education market and moral laxity of insufficient training institutes cause social problems. Additionally, present quality management system for VET are performed by different agents and methods, it interrupts closer cooperation systems and lowers quality of training. Therefore, this study aims to investigate all the components of national VET system and develop integrated quality management system includes not only the evaluation system but also process, procedure, and management system.
This study explored the concept of quality and quality management in the field of management and education and previous research studies and case studies in quality management to build theoretical background. Also, problems in current national VET system’s evaluation process were investigated thoroughly. Based on literature review, this study developed proto-type for integrated quality management system model for training institutes and conducted simulation to validate the quality management model. With situational limitation, some part of the model was included for the simulation in 4 training institutes. Based on the result of the simulation, the model was finalized with some modifications.
The result of this study is expected to contribute for all agents‘ clearer understanding about whole process and performance agent of each component and better communication among them by suggesting integrate quality management system model for VET institutes. Furthermore, the model is expected to upgrade performance efficiency and administrative effectiveness by building organic and complementary cooperative and circumfluence system among agents. Ultimately, the model is significance to train high-level technical professionals by improving total quality of national VET and enhancing satisfaction level of consumers.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용 및 방법6
제3절 연구 결과의 활용방안 및 기대효과13
제4절 용어의 정의 및 연구의 한계점14
제2장 이론적 배경 및 국내외 사례 분석_17
제1절 국내 직업능력개발 훈련기관 평가제도 분석19
제2절 통합적 품질 관리(TQM)의 개념37
제3절 국내 질 관리 사례46
제4절 해외 직업훈련 평가제도 및 질 관리 사례66
제5절 모형 개발의 이론적 기초100
제3장 직업능력개발 훈련기관 대상 통합적 질 관리 체제 모형의개발_109
제1절 통합적 질 관리 체제 모형 개발 절차111
제2절 통합적 질 관리 체제 최초모형 개발115
제3절 통합적 질 관리 체제 모형의 타당화125
제4절 통합적 질 관리 체제 최종모형 개발164
제4장 직업능력개발 훈련기관 대상 통합적 질 관리 체제 운영방안_181
제1절 통합적 질 관리 체제 운영방안183
제2절 통합적 질 관리 체제 운영의 효과성 검증 방안201
제5장 직업능력개발 훈련기관 대상 통합적 질 관리 체제 관련정책 제언_213
제1절 정책 제언215
제2절 통합적 질 관리 체제의 단계별 정책 추진방안224
SUMMARY_229
참고문헌_231
부 록_239
미국 COE 자체평가 위원회 업무 시트241
호주 RTO 등록 표준242
호주 AQF 자격 유형243
정부 조기경보시스템244
훈련 품질 만족도 설문지245
온라인 설문지248
훈련기관 대상 질 관리 역량 체크리스트(예시)260
훈련기관별 외부 전문가 자문 및 개선계획안(예시)269
중앙부처 인력양성사업의 자체 질 관리 도구 활용(예시)27
The Evaluation of Policies for Employment Promotion and Skills Development
No full text본 연구의 첫 번째 목적은 이러한 문제의식 속에 고용보험 사업에 대한 본원적인 문제에 대한 평가를 진행하는 것이 첫 번째 연구 목적이다. 두 번째 목적은 기존 선행연구와는 차별성을 가지면서 기존 선행연구와 사업에서 다루지 못한 부문에 대한 평가를 하는 것이다. 이와 함께 과거 선행연구들이 해 왔거나 진행해 온 부문에 대해서는 새로운 관점과 방법 및 지표를 통해 사업과 정책에 대한 재해석, 그리고 미래의 방향을 제시하는 것이다. 끝으로, 본 연구에서 정의하는 고용·능력개발이라 함은 고용창출 및 고용유지와 같이 직접적인 고용정책과 재직자 훈련과 실업자의 재취업을 위해 실시하는 훈련 및 지원금 사업, 그리고 이를 위한 사회적으로 또는 국가적 지원정책으로 규정하고자 한다. 반면에 일자리사업과 정책은 제외하는 개념이다.This paper examines the effects of employment promotion and job development which Government has implemented for the public during unemployment spell or an economic crisis.
There are five main study theme dealt with our report. First, korean voucher card for unemployment or employment, second, unemployment compensation, third, employment promotion for youth and the aged, fourth, delivery system for training and welfare, fifth, a difference between performance and cheating according to how to aid of training cost.
We apply survey on expert's recognition to measure the effect of unemployment compensation, korean voucher card and delivery system for training and welfare, which Questionnaires were sent by mail. Also, We used field experiment study to find relation between performance and cheating due to incentive system based to output and Fuzzy theory for measuring dead-weight loss which was a lot of difficult problem at field micro economics.
We find that a few significant results through our analysis. Our results show that korean voucher for training accomplished an origin purpose and the voucher reform slightly increased the expansion and approach of public training programs in korea. An other results also, indicated that incentive system related to output is likely to occur cheating for carrying out an impossible performance and dead weight of the aged is greater than that of youth. The most important fact in delivery system analysis is to cooperate of among all of the stakeholders. This finding suggests that when national crisis occur, the labor market of the future need to have stronger social systems ex) social concern, social safeguard - than that of the current.요 약
제1장 서 론_1
제1절 연구의 목적과 필요성3
제2절 연구 내용6
제3절 연구 방법9
제4절 연구 범위와 의의 그리고 한계16
제2장 이론 검토 및 선행연구_19
제1절 고용능력 개발사업의 이론적 검토 - 고용보험을 중심으로21
제2절 선행연구26
제3장 능력개발사업 평가_31
제1절 계좌제 훈련 사업33
제2절 능력개발사업 예산 지원방식 평가49
제3절 능력개발사업 전달체계 평가81
제4장 고용안정사업 평가_97
제1절 고용안정사업 정책의 특성과 현황99
제2절 평가 방법101
제3절 평가 결과112
제5장 실업급여 평가_131
제1절 고용위기와 실업급여133
제2절 실업급여체계 평가136
제3절 실업급여 평가137
제6장 결론 및 정책적 함의와 제언_145
제1절 결론147
제2절 정책적 함의와 제언151
SUMMARY_155
참고문헌_157
부 록_165
1. 실험 참가자 구인 공고문167
2. 실험참여자 특성파악을 위한 조사지169
3. 면접원(실험 참가자) 조사를 위한 지침 내용170
4. (실험참여자 관리를 위한)관리자 지침서172
5. 실험참가자의 서약서174
6. 실험을 위한 실제 조사 설문지175
7. 고용·능력 개발사업에 대한 전문가 의견 조사17