Korea Research Institute for Vocational Education and Training
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A Study on Manpower Supply and Demand Prospect System for Establishment of Higher Education HR Policy(II)
No full text○ 본 연구는 2011~2013년 기간의 3개년 시리즈 연구로서 고등학교 인재정책 방안을 수립하기 위해 중장기 인력수급 전망체제를 구축하고, 이를 토대로 저출산·고령화 사회에 대비하여 국민경제 잠재성장력 극대화를 통해 지속적인 성장을 견인해 나갈 수 있는 방안을 모색하고자 한다.
○ 1차년도에 이어서 2차년도 연구에서는 인력수급 전망 관련 통계의 인프라 구축 현황을 분석하여 미비한 통계자료의 보완을 위한 신규 통계 구축을 제안하는 한편, 전공별 인력수급 전망을 실시하였다.1. Outline of the Study
A. Necessity and Purpose for Collaborative Study
Importance of workforce development is ever increasing in our society, marked as knowledge-based and low fertility & rapidly aging society. To establish an effective workforce development system, workforce need and supply should be projected based on the assessment of the current workforce.
Despite their limitations, nationwide aggregate projections are regarded reliable through continuous improvements by researchers. Yet, they seem to fall far short of providing the needed insights into the reliable policies for higher education workforce, ranging from basic statistical infrastructure to projection model development.
Therefore, an effective projection system is in need for making efficient and coherent higher education workforce policies aimed at sustainable growth. A multi-year, collaborative study is required to achieve the goals of this study: developing a mid and long term projection system for higher education workforce policies, securing its coherence and reliability and enhancing its availability; building up a statistical infrastructure to enhance the reliability of projection results; and providing workforce projections by major.
This 3-year long study (2011-2013) aims to contribute to maximizing the potential of national economy and leading its sustainable growth by providing a mid and long term workforce projection system, which is essential to establishing efficient and effective higher education workforce policies.
B. Purpose and Results of the 2nd-Year Study
Investigated in the second year study were the current state of workforce-related statistical infrastructures and ways to develop a novel statistical infrastructure for greater availability. Higher education workforce by major was projected by utilization of the workforce projection model developed based on the established statistical infrastructure in the 1st year-study.
This study presents higher education workforce projection by major at the sub-major group level, providing a baseline information for developing higher education workforce policies. To this end, the current statistical infrastructures for workforce projection were assessed, a new complemented statistical system was devised, and workforce projections by major were made. To be more specific, the workforce supply projection was drawn from the assessment of Higher Education Statistical DB and Employment Statistical DB published by Korean Educational Development Institute, while the workforce demand by major was projected from the outcomes of surveys done to enterprises in formulating a novel statistical infrastructure.
The outcomes of the 2nd year-study, assessment of the current statistical infrastructures and workforce projection by major, will serve as the basic statistical infrastructure for aggregate projection of higher education workforce and collaborative interdisciplinary studies in the 3rd year-study.
2. Current Status of Statistical Infrastructures for Workforce Projections
Regarding statistical infrastructures for workforce projections, standardized classifications, complementing of basic statistical infrastructure, specification and coherence of investigation scope, assessment at the unit group level, accuracy and consistency of classification were addressed (Park et al., 2006; Park et al., 2007; Lee et al., 2008; Lee et al., 2008).
Qualitative and quantitative improvement and enhanced availability can be achieved through close collaboration between organizations dealing with employment statistics. Accuracy of workforce projections can be increased by carrying out surveys addressing specific demands.
3. Current State of Higher Education Workforce Supply by Major
Trends for number of graduates, employment rate, occupational & industrial employment were assessed from Higher Education Statistical DB and Employment Statistical DB published by Korean Educational Development Institute. The assessment results is as follows.
First, the number of college and university graduates is in decrease. The ever-increasing college and university enrollment rate turned downward in the year 2008 and is projected to ever-decline considering the projected drop in high school graduates from 2016.
Second, low fertility rate is expected to end in a dramatic fall in college and university graduates in the coming 15-20 years.
Third, unlike college and university graduates, graduate school graduates are forecast to gain greater employment opportunities, mainly due to "rush to higher education.” The ratio of graduate school graduates can be predicted to keep increasing, given the Korean''''s high level of education expectancy.
4. Higher Education Workforce Projection by Major
A. Projected number of higher education graduates by major
The projection of higher education graduates in the period of 2011-2021 showed an average decline rate of 0.3%. In the former par of the period, the number of graduates is projected to slightly grow owing to "Rush to Higher Education," while in the latter part of the period, the number will fall because of the low fertility rate.
The projection of graduates of different education levels were made by major at the major group level. Junior college is projected to have lower graduates at all major groups except for medicine until 2021. Given the projected increase in the number of graduates of 4-year medical colleges, "rush to higher education" will end in the greater medical workforce from higher level of college.
College and university is expected to witness continuous growth in the number of graduates from colleges of social studies, medicine and arts & physical education. College of medicine, in particular, is forecasted to increase at a relatively high average growth rate of 1.8%.
In the mean time, the number of graduates from graduate schools is expected to have an average growth rate of 1.8% during the investigation period, with above 1% average growth rates for all major groups. College of medicine is followed by those of art & physical education, social studies, and liberal arts in the projected average growth rate of graduates.
B. Workforce Supply Projection by Major
Statistical surveys on employment of higher education graduates showed that 476.1 thousands were newly employed in 2006. The number of those newly employed slightly dropped to 475.6 thousands in 2011 but it is projected to climb up to 484.2 thousands in 2016, and go down to 470.8 thousands in 2021.
The number of newly employed junior college graduates was 190.4 thousands in 2006, and 160.7 thousands in 2011. The number is estimated to decrease to 147.0 and 133.6 thousands respectively in 2016 and 2021. By major, junior colleges of engineering and liberal arts are projected to provide less new workforce while those of social studies and medicine, greater new workforce.
During the period, increased numbers of college and university graduates in colleges of social studies, education, medicine and art & physical education are expected to be newly employed, while decreased numbers from colleges of natural science and engineering.
All major groups of graduate schools are projected to have an increased number of newly employed graduates. The ratio of graduates from college of social studies in the total new employment is forecast to increase from 21.1% to 25.2%, while that of those from college of engineering, to droop from 19.3% to 15.8%.
5. Current Status and Projection for Higher Education Workforce Demand by Major
As few statistical data on higher education workforce demand by major are available, new surveys are needed to provide specific workforce demand data. In this study, majors of employees from a total of about 2,500 operations selected by industry were investigated.
This pilot survey, designed to determine the relation between education level and industrial employment structure, has limitations to provide specific understanding but needs to be done for future, national level of studies and projections on workforce demand.
Projection on workforce demand by education level in the period of 2011-2021 showed the number of total employees is projected to reach 12,799 in 2021, with an average annual growth of 2.71% from 9,794 in 2011.
Employment of junior college graduates is forecast to increase by average annual growth of 2.7%, while that of college and university graduates, 2.4% and that of graduate school graduates, a whopping 5.8%.
The projected workforce demand by major showed an average annual growth of 5.1% in medicine, 2.7% each in engineering and arts & physical education, 2.5% each in liberal arts and education, and the lowest growth in natural sciences.
6. Conclusion
This study was designed to provide a new insight for workforce management, by addressing various factors affecting workforce demand and supply. Labor demand by educational level and major is among them and less studied. The aggregate workforce projection in the 3rd year-study is based on the study results.
From the 2nd year-study the following implications were drawn:
A. Efforts for Improved Statistical Infrastructure
Researchers have long emphasized importance and limitations of statistical infrastructures, standardized classification system, continuous complement of basic statistical infrastructure, more detailed classification and unification of investigation scope, unit group-level study, accuracy and consistency of classifications. They aren't easy for nation-wide statistical data and infrastructure. An alternative can be collaborative studies between organizations dealing with employment statistical data.
Also where nation-wide statistical data cannot be utilized as a key statistics, studies well-devised for reflecting education and labor markets can be a good solution to lack of data.
However, strenuous efforts should be made to improve statistical infrastructure for effective workforce projections.
B. Workforce Development Policies Preparing for Demographic Changes
Workforce projections clearly show that workforce development policies are needed to address the dramatic demographical changes. Low fertility rates result in a sharp fall in the school-aged population. The rapid depopulation is expected to generate serious social problems which have to be addressed, posing a huge challenge of enhancing the quality of both labor force and education.
C. National Strategies for Employment-friendly Growth
National strategies for job-friendly growth have to be in place. Job creation has been the highest priority challenge to social polarization and welfare matters. For sustainable growth, awareness of job-friendly growth policies must be increased. Collaborative and coordinated efforts should be made to catch up with the employment rate of advanced OECD countries. Government-led efforts need to back up job creation efforts by service industries. To this end, policies to expand knowlege service workforce supply.
D. Workforce Development Meeting Industrial Demands
Workforce development meeting industrial demands need to be more strengthened. Although various efforts including customized workforce development & industry-academia collaboration, are being made, higher education in Korea is said to fall short of industrial demands, resulting in mismatches between employer needs and worker skills. On-site oriented initial training programs including industry-academia curriculum development, personnel / human resources exchanges, and internship programs need to be promoted and facilitated.
E. Facilitated University Restructuring
The necessity of university restructuring has been raised upon the continuous under-enrollment due to depopulation of school age children. Colleges and universities are to be forced to be more specialty-oriented and specialized. To alleviate employment mismatches, university and colleges need to be more focused as with research/education/practice-oriented ones, departments should be reshuffled to present higher employment competitiveness, and well-coordinated school-to-work transition programs need to be facilitated.요약
제1장 서 론_1
제1절 협동연구의 필요성과 목적3
제2절 2차년도 연구의 목적7
제2장 인력수급전망을 위한 통계 인프라 현황_11
제1절 수요전망과 통계인프라15
제2절 공급전망과 통계인프라28
제3절 소결35
제3장 고등교육 전공분야별 인력공급 현황분석_45
제1절 전문대학 48
제2절 4년제 대학53
제3절 대학원(석·박사) 64
제4절 소결73
제4장 고등교육 전공분야별 인력공급 전망_81
제1절 신규인력의 개념과 분석모형83
제2절 전공분야별 인력공급 전망90
제3절 소결118
제5장 고등교육 전공분야별 인력수요 현황 및 전망_123
제1절 전공분야별 인력수요 실태조사 125
제2절 전공분야별 인력수요 전망145
제3절 소결155
제6장 정책적 시사점_159
제1절 요약 및 결론161
제2절 정책적 시사점165
SUMMARY_171
참고문헌_181
부 록_185
1. 기업체 전공별 인력 분포 조사표187
2. 고등교육기관 전공별 취업현황19
A Study on the Reform Agendas for Accredited Lifelong Education Institutions Granting Equal Academic Achievement as Vocational Colleges
No full text본 연구의 목적은 전공대학이 전문대학 학력인정 평생교육시설로서 전공대학 위상 재정립 및 실질적 관리를 위한 법·제도적 개선 방안을 마련하여 전공대학의 건전한 발전 방안을 제시하는 것이다. 따라서 이 연구는 전공대학 교육의 질 제고, 학교 운영의 투명성 제고를 위한 법·제도의 개선에 초점을 두고 추진되었다.요 약
제1장 서론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용10
제3절 연구의 방법10
제4절 연구의 제한점17
제2장 전공대학 전환 배경과 관련 법·규정 및 제도_19
제1절 전공대학 전환 배경21
제2절 전공대학 관련 법·규정 및 제도33
제3절 요약 및 시사점51
제3장 전공대학 운영 현황과 실태_55
제1절 학사운영57
제2절 학생 수업 및 평가66
제3절 교원73
제4절 재정 및 시설80
제5절 요약 및 시사점93
제4장 전공대학 졸업자의 교육 인식_97
제1절 전공대학 입학99
제2절 전공대학 교육103
제3절 전공대학 졸업 후 진로 및 취업126
제4절 조사결과 요약 및 시사점139
제5장 전공대학 발전 방향_145
제1절 고등교육-직업교육-평생교육의 변화 추세147
제2절 평생직업교육기관으로서 전공대학 발전을 위한 개선 방향165
제6장 전공대학 발전을 위한 개선 과제_175
제1절 평생직업교육기관으로서 정체성 확립을 위한 과제177
제2절 전공대학 교육의 질 제고를 위한 과제183
제3절 전공대학 학사운영 체계화를 위한 과제188
제4절 전공대학 운영의 투명성 강화를 위한 과제194
참고문헌_201
부록_207
2013년도 전공대학 입학전형 시행 계획209
2012년도 전공대학-전문대학 교육과정 편제 내용211
심층 면담 질문지215
졸업자 설문 조사지21
중고등학생의 적성 및 학습시간 변화
Get PDF학습시간이 증가했으며, 수리·논리력은 향상됐지만 비인지적 능력은 감소
10개 적성 영역 중 ‘자연친화력’, ‘창의력’, ‘언어능력’, ‘자기성찰능력’ 에서 남녀 모두 점수 하락
적성 영역 중 유일하게 ‘수리·논리력’ 만 향상
‘신체·운동능력’, ‘공간·시각능력’, ‘ 손재능’, ‘음악능력’, ‘대인관계능력’ 에서는 남학생만 감소, 여학생은 변화 없음.
학습시간이 전체적으로 증가. 여학생의 학습시간이 남학생보다 큰 폭으로 증가Learning time has increased, mathematics and reasoning skills have improved, but non-cognitive skills have diminished.
Of the ten aptitude domains, the scores on ‘Nature-friendly skills’, ‘Creativity’, ‘Language skills’ and ‘Self-examination skills’ have dropped among both male and female students.
Only the scores on the aptitude domain of ‘Mathematics and reasoning skills’ have improved.
Male students have dropped in scores on ‘Physical and athletic skills’ ‘Spatial and visual skills’, ‘Hand skills’, ‘Music skills’, and ‘Interpersonal skills’, while there was no change among female students
베이비붐 세대의 제2인생 설계 구축
Get PDF베이비붐 세대 절반이 생계형(53.6%)
연금 외에는 노후준비 수단이 달리 없고, 사적연금 의존 비율이 높아 노후소득 보장이 불안정
노후준비 부족은 자녀 부양에 대한 부담 지속에 기인
일자리 정책 우선, 정책 대상의 사각지대 해소, 전문인력의 양성, 정부와 민간의 파트너십 구축 등을 중심으로 제2인생 설계 지원 대책 마련해야About half of the baby-boom generation is just maintaining their livelihood (53.6%).
These baby boomers have no means other than a pension to prepare them for retirement; and with a high dependency ratio on private pension, their income in later years is insecure.
The lack of preparation for later years is attributed to the prolonged burden to provide support for their children.
There is a need for policy measures to support baby boomers to plan their life after retirement, especially in terms of priority given to job creation, removing policy blind spots for those who may be eligible for entitlements, development of professionals, and building of public-private partnership
A Study on the Practical Use and Methodology of Job Analysis
No full textThis study investigates job analysis methodologies and their current use. By analyzing the demands and practical use of clients(i.e., Job Training Center and Certificate Authentication Institute), an attempt was made to offer ways to enhance the guidelines for job analysis.
The research was conducted in the following manner.
Initially, we examined how job analysis was applied in real world settings and the trends in the application thereof in order to develop theoretical reviews regarding the methodology and interpretation of application cases. Thereafter, using key words such as job description, workforce planning, worker training and performance appraisal, we searched for cases in which job analyses were applied in forty-four government institutions, including the 17 bureaus and 4 committees. Afterwards, we investigated the demands for job analysis and application guidelines in order to draw recommendations for improvement in the use of job analysis in terms of educational systems, program development, qualification systems, and the standards of qualification examinations. Finally, we summarized the characteristics and trends in the contents of generally used job analysis guidelines at the Job Training Center and Certificate Authentication Institute. ..
How to Support Human Resources Development with Increasing Work Flexibility
No full textRecently, flexible work has become an issue in the world of work. Changing industrial structure and introduction of ICT in the world of work is altering the way work is organized as well as the way work is performed. This changed work environment is posing a challenge to the regular 9 to 5 work schedule. Many workers around the world are adopting different work schedules which fit their individual needs. Also, companies are offering their employees options to variety the number of working hours per day and chances to choose the venue to perform their work. Flexibility at work is taking various forms ranging from flexibility in the number of working hours(i.e. part time work) to flexibility in the organization of working hours(i.e. flex-time) and working venues.
Work flexibility is an important issue as it is considered to improve the balance between work and life for workers and productivity for employers due to rationalization of work organization. However, adoption of flexible work is still very low in Korea and there are factors that are blocking the companies to adopt flexible work.
This study tries to review the factors that are crucial in expanding flexible work in Korea. In particular, it focuses on the changes that are needed in terms of human resource management and human resource development at the industry level and at the individual level. Finally, the study suggests policy measures required to support developing competencies at flexible work...
Vocational Training as Self-reliance Support for Youth in Residential Care
No full text최근 한국사회는 가족해체와 경기침체 등의 환경적 요인으로 가족기능이 약화되면서 지역사회의 공적 보호가 필요한 청소년들이 지속적으로 증가하는 추세이다. 이 중 시설퇴소·보호관찰처분 청소년 등 자립에 당면한 청소년은 2009년 현재 63,396명으로 추산되고 있다(보건복지부, 2009).
이에, 특별한 보호가 필요한 청소년의 보호 및 자립기반 구축을 위해 보건복지부를 비롯한 관련 부처에서는 다양한 지원사업을 통해 이들의 삶의 질 개선을 꾀하고 있다. 그러나 시설에서 보호받는 청소년들은 만 18세가 되면 아동복지법에 따라 퇴소해야 하고 보호와 양육에 치중된 지원책만으로는 퇴소 이후의 생활보장이 미흡한 실정이다(이윤화·김난희, 2006). 현재 이들의 자립에 필수적인 직업훈련 지원은 대부분 적성파악과 직업체험 등 단기간의 일회성 정책들이며, 각 부처별 연계체제의 미흡으로 사각지대가 발생하는 등 실질적 자립지원에는 한계가 있다. 즉, 아동복지시설 청소년들의 자립지원을 위해서는 맞춤형 직업훈련 지원이 요구되나, 2009년 기준으로 시설 청소년 17,586명 중 직업훈련시설에서 전문적 직업훈련을 받은 청소년은 65명에 불과한 실정이고(보건복지부, 2009), 시설퇴소 청소년의 73.1%가 비정규직으로 일하고 있어, 결국 고위험 청소년 집단에서 빈곤계층으로 전락하고 있는 것으로 나타났다(신혜령 외, 2008).
이에, 시설 청소년의 퇴소 후 자족적인 생활지원을 위해 자신에 대한 이해를 바탕으로 미래를 대비할 수 있도록 지원하는 직업교육훈련 및 지지 체제를 개발함으로써 이들의 빈곤 대물림을 막는 것이 절실히 요구된다.
따라서 본 연구의 목적은 위기 청소년 중 시설에서 생활하는 청소년의 자립지원을 위한 직업훈련 지원체제를 개발하는 데 있다. 세부적 연구 목적은 다음과 같다. 첫째, 이론적 측면에서 시설 청소년의 정의를 살펴보고 현재 시설 청소년 및 시설퇴소 청소년의 취업 특성을 파악함으로써 연구의 범위 및 방향을 규정짓는다. 둘째, 정책적 측면에서 현재 시설 청소년의 자립지원을 위한 직업훈련 관련 지원책의 현황과 사례를 조사하여, 청소년 자립지원 정책의 시사점을 도출한다. 셋째, 실제적 측면에서 시설 청소년의 자립지원을 위한 직업훈련 실태와 요구를 파악함으로써 이의 성공 요인과 제한점을 분석한다. 넷째, 이러한 이론적이고 실제적인 연구 결과를 토대로 정부 정책 및 일선 시설 청소년 자립지원 기관의 운영 측면에서의 직업훈련 발전(개선) 방안을 제시한다.Ⅰ. Outline of the Research
The aim of this research is to develop a self-reliance support system for the youth in the residential care. To accomplish the aim, complementary qualitative and quantitative research through analysis on relevant literatures and materials focusing on self-reliance of the youth in the residential care, investigation(FGI and survey) focusing on the current state and bottlenecks of self-reliance support policy, and case studies to grasp success factors of vocational training was carried out. Based on precedent studies and related laws(Child Welfare Act and Framework Act on Juveniles, etc), this research limited the youth in the residential care who needs self-reliance support to the youth ages 12 to 25 in a child welfare institution, the provision of temporary or long-term care that stands in parents who have no skill their intention to play the role of parenting a child in scope.
Ⅱ. Characteristics and the Current State of the youth in the residential care
The youth under the long-term care of a welfare institution for reasons of poverty of family, parents’ divorce or separation and running away from home comprises a large proportion. And the proportion is reported to be gradually increasing Tong-Won, Kim, et al., 2005; Jae-il, Jeon, 2000). A non-contact situation with the family of the youth who enter a welfare institution in adolescence makes them experience psychological severance above the physical severance and has psychological and social problems(Seon-Uk, -Jeong, 2002; So-Yoen, KIm, 2010).
According to the Ministry of Health and Welfare of 2010, a high college entrance rate of the youth in the residential care lows compared with the total percentage and the employment rate of those is more than twice the national average unemployment rate. The range of employment by job classification is labor and service industries which are simple comparatively. It is expected that there lay much difficulty in self-reliance. Support and backing for this difficulty need to be extended.
Meanwhile, the youth in the residential care required support in the order of technical training, college entrance, employment referral, information on employment, employment and career guidance and psychological help as a much-needed support for their employment (Gyeong-Hui, Jang, 2008).
The importance of vocational training support to get the stable job which corresponds with their aptitude for successful self-reliance is emphasized. Although the youth in the residential care before releasing ask for technical training, guidance for college or universty entrance, provision of information on employment and psychological guidance, scarcity of an institution which can carry out them constantly and professionally is quite serious.
Ⅲ. Self-Reliance Policy for Domestic Adolescents in the Residential Care
The Ministry of Health and Welfare has conducted various policies for stable self-reliance living settlement and a guarantee impartial opportunity since 2011. Major contents of self-reliance support policy specified in Child Welfare Act include operation of self-reliance support standardization program(Ready? Action!), provision of resettlement funds for self-reliance aid, operation of Self-reliance Experience Center and program, excavation and disposition of self-reliance guide, Baramgaebi supporters and Didimsiattongjang (Child Development Account).
The Ministry of Gender Equality and Family operates ‘dodreamzone’ as reinforcement program of the capability of the youth’s self-reliance and provides the vulnerable adolescents ages 15 to 24 requiring self-reliance with vocational training and earning qualifications for career guidance, motivating, economic education, job exploration, technical training, connection guidance to continue study and entering the workforce.
The Ministry of Employment and Labor operates the Newstart project, Employment Officer Training School for employment and welfare support of the youth in the residential care. Particularly. Employment Officer Training School for self-reliance support of ‘Adolescents at risk outside of school’ supports so that they may grow as a sound member of society by running parallel with psychotherapy in a stable shelter through living in a dormitory as well as vocational training.
The Ministry of Education, Science and Technology provides enter school aid and educational expenses of the Discharged from the Child Residential Care and gives them priority in assigning dormitory accommodations. Also scholarship support businesses for adolescents in a low-income family and at-risk by establishment of Education Huimangsadari has been run since 2011. The Ministry of Land, Transport and Maritime Affairs grants a resident qualification of permanent rental housing, resident support of group home which leads a communal life and rental housing support for the discharged from the Child Residential Care.
Self-reliance policies for the youth in the residential care which the Korean government proceeds by department unfold variously reflecting characteristics of department, but places where there are no suffer are arising from the lack of cooperation among departments. Measures for support cooperation reflecting characteristics by department need to be set up.
Ⅳ. The Current State and Needs of Vocational Training for Self-Reliance of the Youth in the Residential Care
1. FGI and In-Depth Separate Interviewing
a. People in charge of self-reliance support
Investigation on characteristics of the youth in the residential care, the actual situation of self-reliance, needs related to self-reliance and personal characteristics of a social worker were conducted among 10 persons in charge of self-reliance support in child welfare institutions using FGI from March 28th to April 26th. The result is as follows.
For characteristics of the youth in the residential care, most of the youth in the residential care have low academic standards, as sent a welfare institution after childhood by torment and abuse from family or family break-up. And they are the youth who need more emotional help of a social aspect, getting both psychological and emotional therapy.
For self-reliance, the school dropout rate is quite high because most of the youth in the residential care go on to college or university regardless of their own aptitude. For employment, the employment persistency rate is low because they have low ability to keep daily life and the level of satisfaction is also low because of getting vocational training of the legal support field. Support for their stable employment is required because they still remain at low-level employment, taking a temporary position of simple labor or service industries. Most of social workers find it difficult to give employment and career guidance to them due to the lack of information on career guidance.
For self-reliance of the youth in the residential care, social workers required vocational training institutes to educate and instruct, grasping characteristics of the youth well and reflecting it and cultivation of a leader and vocational training institutes and programs in various sectors. For characteristics of the youth in the residential care, the provision of more careful and repetitive opportunities is required but the government’s support policies of setting a limit on participation and applying strict standards in case of dropping out of a program need to be reformed. For a self-reliance center, aids services for data management and late support are required. It is hard to accomplish self-reliance of the youth in the residential care based on immanent problems that they have in a short period of time. Connecting the government, child welfare institutions, local government in various aspects and providing a medium and long term, continuous support(therapy) to solve their complicated problems are req uired.
b. The youth in the residential care
In-depth interviewing on characteristics, occupational view, the actual situation of occupational fundamental ability, the actual situation related to self-reliance actual situation and needs of the youth in the residential care was conducted among 21 adolescents under 13 to 18 living in child welfare institutions from May 8th to 23th. The result is as follows.
When they enter an institution due to wounds form broken home, they hide their feelings and live by the rule of the institution. Although at release age, they feel the fear of self-reliance, there are frequent occasions that they choose release unconditionally due to the lack of sense of reality and antipathy for the rule. Because they have unrealistic expectations for their vocation and future, they receive unconditionally anything that the institution suggests on preparation for it. Durability and the level of satisfaction leave room for doubts. It reveals that they tend rather to prepare with their clear objectives than to seek self-reliance in easiest way to access. The youth in the residential care require administrative procedures and an application method of a local community resources, money management skills and guidance to vocational training. And there was the opinion that it'd better to start guidance related to self-reliance and training from the age of a middle school student because they lack perseverance and social adaptability in assessment of themselves.
2. Survey
The survey was conducted among the youth in the residential care of high school second-grade students, the age of sixteen living in residential care for children of child welfare institutions in Seoul and Gyeonggi-do born between March 1st, 1995 and February 28th, 1996 and each person in charge of self-reliance helping them by institution. It was conducted form July 9th, 2012 to 13th by mail and 49 institutions and 236 the youth in the residential care, exclusive of mail sent back by ambiguity of address, responded to the survey and the questionnaire divided into two groups, for the youth in the residential care and for a person in charge of self-reliance was composed of general aspects, the level of self-reliance skills, the actual situation and bottlenecks of self-reliance support.
a. People in charge of self-reliance
People in charge of self-reliance of child welfare institutions have a dual role with other duty. They recognize that ‘self-reliance support program operation’, ‘self-reliance support program plan’ and ‘a career counseling for the youth in the residential care’ of duties related to self-reliance are relatively important. And frequency of performance is less compared to the important, while their recognition of the important of ‘a career counseling for the youth in the residential care’ of duties related to self-reliance is comparatively high.
The youth in the residential care rated their recognition and performance level of the important of ‘daily life skills’ and ‘self-preservation skills’ regarding the level of self-reliance skills are high. Also, while they rated the recognition of the important in the order of ‘money management skills’, ‘work life skills’, ‘career exploration and employment skills’ is high, the level of current performance is low.
While they rated their recognition of ‘team work ability’ and ‘tools use ability’ regarding the level of vocational fundamental skills is high, they rated their recognition of ‘capacity for figures’ and ‘career development ability’ is low.
They required preferentially ‘self-reliance ability improvement’, ‘housing provision’ and ‘appropriate career and employment guidance’ regarding self-reliance support for the youth in the residential care. The bottlenecks of ‘guiding appropriate career and employment guidance’ for the youth in the residential care includes ‘their personality and the lack of desire’, ‘the lack of information and professionalism on career’ and ‘poor school records’. The survey reveals that the rate of their recognition of Ready? Action’(100.0%), ‘DidimsiattongJang’(100.0%), ‘resettlement funds for self-reliance support’(95.9%), ‘self-reliance experience’(95.9%) of the government policies and their actual participation high. Guidance and public relations for the government policies in operation need to be strengthened.
b. the youth in the residential care
The youth in the Residential Care recognize that difficulties in career and employment are caused by their poor school records and the lack of preparation for employment like technology and certificates. They required support that necessary to grasp their own aptitude and explore a relevant job.
The level of self-reliance skills of the youth in the residential care is normal generally, They are vulnerable to the scope of ‘exploration of career and employment skills’ and ‘daily life skills’ In the case that the youth in the residential care decide their career path and they keep in touch with their family. As ‘daily life skills’, ‘self-preservation skills’, ‘mony management skills’, ‘social skills’ and ‘exploration of career and employment skills’ rated as their vulnerable point of self-reliance reveals high score statistically significant, the importance of career guidance and returning of original family is strengthened.
They rated ‘teamwork ability’ and ‘leadership’ of the level of the vocational fundamental ability of the youth in the residential care high and rated ‘capacity for figures’ and ‘problem solving skill’. The recognition and the participation rate of ‘DidimsiattongJang’(74.0%), ‘resettlement funds for self-reliance support’(59.5%) was high. In the other hand, their intention of participation in the policy of ‘the self-reliance experience’ and ‘resettlement funds for self-reliance support’ is high, it can be found the cause of that from preference for activities of Experience and financial support.
3. Successful cases of self-reliance support for the youth in the residential care
Analyses on self-reliance support, self-reliance-related needs and bottlenecks and surmountableness factors in formation processes of self-reliance by institution discovering cases that support for successful self-reliance, passing environmental restriction as the youth in the residential care and conducting in-depth interviewing were carried out. The cases drew success factors of self-reliance support through interviewing and requesting a manuscript of a exclusive person in charge of self-reliance who discovered cases of four best institutions(having been recommended released people who worked for a company covered by the four insurances over one year and kept working and settling in stable their own housing and were the most satisfied form the exclusive person in charge) proven to be the low-risk group by Seoul city''s checklist on the youth in the residential care and guided the youth released from a institution. In-depth interviewing for a case study was consisted of characteristics of recipients of a institution, career and employment guide, a related support policy, success and surmountableness factors, support for preparation for the path and self-development and preparation for employment. Interviewing and case study were carried out over the span of July to August, 2012.
The case study drew the following implications.
First, a care and support system to help with confidence and emotional stability that can be independent for self-reliance support and career and employment preparation to set in needs to take precedence. Second, self-reliance manual proposed by the government needs to be redeemed to conduct systematic and practical self-reliance support, considering their needs and characteristics of the youth in the residential care by age more closely. Third, support to strengthen duties and professionalism of the person in charge of self-reliance needs to be extend. Fourth, environment of duties for self-reliance o that the person in charge of self-reliance can concentrates duties for self-reliance, reducing unnecessary administrative and financial procedures needs to be improved. Fifth, the youth in the residential care-customized self-reliance support through scrutiny on doubleness and vulnerability of support by branch of the government needs to be fulfilled. Sixth, the youth in the residential care who entered in adolescence by original family disorganization have been increasing, hence a program for their home comeback home through the provision of stable support for them need to be supported.
V. Measures of vocation support system establishment for self-reliance of the youth in the residential care
1. Stages and support policies for self-reliance of the youth in the residential care
Vocation support for self-reliance of the youth in the residential care can be greatly divided into the periodic three stages, including employment support to keep self-reliance after releasing a institution.
The first stage supporting counseling(therapy) and career guidance when entering a institution grasps the level of children for a diagnosis of the self-reliance level and fundamental ability, considering characteristics of child development and combines counselling with therapy through psychological and social diagnoses. Also it conducts systemic support and customized career guidance for fundamental learning ability. The Second stage supporting vocation for the self-reliance a year before releasing a institution applies a real experience-centered self-reliance program and operates vocational qualification classes. Also it supports recovery of family function through counseling and education of original family. The third stage supporting employment for the maintenance of self-reliance after releasing a institution conducts a two year-monitoring and support by the person in charge of self-reliance and operates a systemic connection system for twenty-four hours. Also it manages database of changes of self-reliance-related released people and combines continuous self-reliance -related support.
2. Policies and proposals for the self-reliance support of the youth in the residential care
a. The aspect of support for the self-reliance program
First, self-reliance manual and a program, considering development stages and characteristics of the youth in the residential care needs to be compensated. Second, career guidance and vocational education and training for self-reliance of the youth in the residential care need to be conducted at leat in the middle school stage and need to be practical working-centered that can be utilized in practical self-reliance. Third, benefit criterion and specialized vocational education facilities support of the youth in the residential care about school-age vocational education in effect at the government level for effective vocational education and training for self-reliance of the youth in the residential care need to be extended.
b. The aspect of manpower
First, capability of the people in charge of self-reliance needs to be reinforced and improvement of their working conditions is required. Second, support to obtain certificates in vocational training of the youth in the residential care is required. Third, recovery of family function through counselling and education of original family is required. Fourth, identity establishment of the youth in the residential care and education on parents'' read character is required.
c. The aspect of a self-reliance support system
First, systemic management of database on the information and needs of the youth in the residential care even after their releasing for their successful self-reliance needs to be conducted. Second, an integrated management system(operation of self-reliance committee(a tentative name) of the youth in the residential care at the government branch level) by branch for self-reliance committee(a tentative name) of the youth in the residential care needs to be established.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구 내용 및 방법5
제3절 연구 범위 및 제한점10
제2장 시설 청소년의 자립지원 관련 이론적 배경_11
제1절 시설 청소년의 개념 및 특성13
제2절 아동복지시설과 시설 청소년 현황18
제3절 시설 청소년의 진학과 취업 현황26
제4절 시설 청소년 자립지원 정책34
제5절 시사점57
제3장 시설 청소년 자립지원을 위한 직업교육훈련 실태 및 요구 분석_59
제1절 FGI(Focus Group Interview) 및 개별 심층 면담61
제2절 설문조사113
제3절 시사점151
제4장 시설 청소년의 자립지원 성공 사례_155
제1절 ○○○○ 직업훈련원 사례158
제2절 ○○○○ 보육원 사례184
제3절 ○○ 천사원 사례196
제4절 ○○○○○○ 고등학교 사례212
제5절 시사점219
제5장 시설 청소년 자립지원을 위한 직업지원체제 구축 방안_223
제1절 시설 청소년의 자립지원을 위한 단계 및 지원책226
제2절 시설 청소년의 자립지원을 위한 정책 방안 및 제언238
SUMMARY_245
참고문헌_261
부 록_267
자립담당자용 설문지269
청소년용 설문지27
Cooperation in HRD among International Organizations(2012)
No full text본 연구는 다음과 같은 목적이 있음. 인적자원의 글로벌 허브로서 직능원이 국제사회에 기여하고 보다 적극적으로 국제개발협력에 참여하기 위해서 국제기구와의 연계· 협력관계를 확대 증진시킬 필요가 있음
○ 5년차 일반과제의 종료연도인 2012년도에는 지난 4년간의 World Bank 및 UNESCO 방콕 사무소에 원내 전문가 파견을 통해서 추진해온 국제기구 인재개발 협력사업의 성과를 종합적으로 평가·분석하고, 개도국과 선진국의 가교로서의 역할과 지속적 협력방안을 다각도로 논의하고 기존 사업내용을 보완하는 장을 마련하고자 하였음
○ UNESCO 본부 및 국제기구에서 추진하는 아시아, 아프리카 지역의 개발도상국의 HRD, TVET 제도 및 정책 구축사업을 지원하여 TVET 발전에 기여하고자 함
○ 직능원과 유사하게 HRD, TVET 분야의 연구기능을 수행하는 독일의 BIBB, 미국 CETE, 일본 JILPT, 중국 CIVTE 등 유관기관들과 청년실업 관련 국제세미나를 개최하여 상호 간에 정책사례를 공유하고 의견을 교환하여 상호 발전을 위한 시사점을 도출하고자 함
○ 국제기구들과의 노동시장에서의 직업훈련에 관한 실태를 조사하고 비교분석하는 TVET 관련 공동연구 등을 수행하여 정책개발의 기초자료를 제공하고자 함
○ 대학 졸업자들이 지속적으로 생산되고 있으나 취업시장이 제한되어 있는 상황에서 청년층의 취업률을 제고하기 위한 방안으로 국제노동시장 진출을 확대하기 위하여 대학 교육을 글로벌 직업능력 캠퍼스로 발전시키기 위한 국제직업능력개발 캠퍼스 구축방안 연구를 수행하고자 함
○ 다양한 국제적 협력과 지원을 추진하는 과정에서 선진국과 개발도상국의 가교역할을 수행하면서 HRD, TVET 분야의 글로벌 허브로서의 면모를 갖추어 나가고자 함. 한국의 TVET 정책과 제도 관련 연구사업 결과를 공유하기 위하여 직능원의 연구사업 관련 국문자료들을 영문화 작업하여 국제기구 및 유관기관들과 공유하고, 논의를 활성화하며, 협력과 지원의 채널을 다양화하고자 함요 약
제1장 사업의 개요_1
제1절 사업의 배경 및 목적 3
제2절 사업의 주요 내용 및 방법 7
제3절 발간물 목록 20
제2장 국제협력 강화방안 워크숍_21
제1절 국제협력 강화방안 워크숍 개관 23
제2절 주요 논의 내용 26
제3절 평가 및 시사점 36
제3장 청년층 취업경쟁력 제고 직업능력개발전략 국제세미나 개최_39
제1절 청년층 취업과 직업능력개발 전략 국제세미나 개관 41
제2절 주요 논의 내용 44
제3절 평가 및 시사점 106
제4장 국제 유관기관들과의 공동연구: INDUCT 기업체조사연구_109
제1절 연구의 개요 111
제2절 조사의 표본 설계 113
제3절 조사 결과 116
제4절 요약 및 시사점 132
제5장 국제직업능력개발 캠퍼스의 체제구성 연구_137
제1절 연구의 개요 139
제2절 연구내용 및 방법 142
제3절 연구 결과 148
제4절 평가 및 시사점 169
제6장 아프리카 개발도상국의 TVET 발전을 위한 워크숍 개최_171
제1절 워크숍 개요 173
제2절 논의 내용 174
제3절 평가 및 시사점 196
제7장 연구사업 결과의 영문화 작업 및 배포_199
제1절 영문화 작업의 개요 201
제2절 영문화 작업 내용 202
제3절 평가 및 시사점 270
제8장 사업 평가 및 시사점_271
제1절 사업평가 273
제2절 시사점 278
부 록_283
1. INDUCT 자동차서비스업체 설문조사지 285
2. INDUCT 의료서비스업체 설문조사지 29
A Study on the Systematization of Korean National Qualification Information Management
No full text본 연구의 목적은 크게 두 가지이다.
첫째, 국가자격 정보를 체계화하는 방안을 모색함으로써 일반 국민에게 좀 더 다양하고, 체계적이며, 정확한 자격정보를 제공하는 것이다.
둘째, 국가자격 정보관리현황을 종합적으로 파악할 수 있도록 국가 차원에서 자격정보 통합화 방안을 마련하여 전문 인력 배출현황에 대한 종합적인 관리를 강화하고, 자격 관련 정책을 쉽게 수립할 수 있도록 하는 것이다.
특히, 통합된 자격정보가 직업정보 및 훈련정보와 연계되어 좀 더 다양하고 구체적인 노동시장정보를 생성함으로써 대국민 진로정보 서비스를 향상시킬 수 있도록 하는 것이다.Korea’s qualification system is separated by national and private sectors. Furthermore, the national qualification field can be divided again into "The National Technical Qualifications" managed by the Ministry of Employment and Labor in accordance with the National Technical Qualification Act, and "The National Qualifications" managed by individual government ministries based on relevant laws. This study focuses on the latter “National Qualifications.”
When we classify the types of qualification information, there exists 1) exam information of qualification, 2) statistical information of qualification, such as the number of applicants and successful applicants, and 3) utilizing information of qualification, such as employment and wage information of qualification holders.
As we examine closely the information service of current Korea’s national qualification, individual government ministries provide the different content of the qualification information. In addition, the amount and dissemination of the qualification information are in shortage and not streamlined.
While individual government ministries are creating and providing each exam information and statistical information of qualification, they do not create nor provide the utilizing information of qualification. In addition, the level and amount of an exam information and statistical information which individual government ministries provide are not enough in terms of the qualitative and quantitative aspects
The purpose of this study is: 1) to analyze the current status of national qualification information management and dissemination, 2) to ascertain issues by applying a variety of methods, and 3) to suggest user-friendly solutions in order to systematize national qualification information management, based on the analysis of the user-demand.
The major results of this research are based on an analysis of the following: 1) the management status of the qualifications information of all the individual ministries and awarding bodies based on a complete survey in order to systemize the qualifications information of individual ministries and awarding bodies, 2) the current status of qualification information services of each ministries and awarding bodies through due-diligence of their homepages, 3) the status of the user’s demands on qualification information and services based on the users'' survey, and 4) a review of successful cases of leading foreign countries to understand how they manage the qualification information and services.
Secondly, this study proposed 1) a standardized information service model by unifying the contents of national qualification information, which will be provided and managed by individual ministries in order to supply more diverse and accurate qualification information to the public, 2) a method to integrate qualification informations, which are scattered in individual ministries and managed by each ministries, and 3) a new perspective on how to utilize these qualification information
Finally, the study examine thoroughly the required provisions of the related law (especially Basic Act of Qualification) in order to systematize qualification information.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
1. 연구의 필요성3
2. 연구의 목적6
3. 연구의 문제제기7
제2절 연구의 내용과 절차9
1. 연구 내용9
2. 연구 방법11
3. 연구 절차14
4. 연구 대상(범위)15
제2장 국가자격 운영 현황과 자격정보 서비스 현황_17
제1절 이론적 논의와 국가자격 정보 체계화의 필요성19
1. 이론적 논의와 선행연구 분석19
2. 자격 정보 체계화의 의미와 필요성253. 자격 정보 체계화의 문제점31
제2절 국가자격 운영 현황37
1. 국가자격의 전반적인 현황37
2. 국가자격 유형별 현황45
3. 응시자 및 취득자 현황55
제3절 국가자격 정보의 서비스 현황 분석59
1. 분석 방법 및 분석 틀59
2. 자격종목정보(시험정보)60
3. 자격 통계정보70
4. 자격 활용정보79
제4절 소결80
제3장 국가자격 정보관리 현황 및 자격정보 수요현황_85
제1절 자격정보 관리현황87
1. 조사배경87
2. 국가자격 정보관리 현황 분석결과92
제2절 자격정보 수요현황120
1. 조사배경120
2. 국가자격정보 수요현황 분석결과123
제3절 소결140
제4장 외국의 자격정보 관리운영 현황_147
제1절 개요149
제2절 독일151
1. 독일 자격제도의 특징151
2. 기관별 VET 자격정보 관리현황153
3. 전문직 자격의 정보관리 현황(의사)162
4. 연방 통계청1665. 노동청의 직업정보망(Berufenet)169
제3절 영국170
1. 영국 자격제도의 특징170
2. 자격정보 분석 틀1733. 영국의 자격정보 관련 기관별 정보 내용175
제4절 일본187
1. 일본 자격제도의 특징187
2. 국가자격의 정보관리 운영현황187
3. 민간자격의 정보관리 운영현황192
4. 최근 자격활용 조사 현황195
제5절 소결197
제5장 국가자격 정보체계화 방안_205
제1절 개요207
제2절 자격분류자격코드화와 활용 매뉴얼209
1. 자격종목 분류와 활용209
2. 자격분류 결과의 코드화220
3. 자격코드 활용 매뉴얼(자격정보집)222
제3절 개별 국가자격정보의 체계적 관리 방안226
1. 자격정보 서비스의 표준화 모형226
2. 자격정보 생성 방안232
제4절 국가자격정보의 통합화 방안243
1. 국가자격 정보 통합화의 방향243
2. 국가자격 정보 결과물 통합 방안 : 단기방안246
3. 국가자격정보통합서비스 시스템 구축 : 장기방안249
제5절 자격정보의 활용방안262
제6절 자격정보 체계화를 위한 관련 법개정 검토266
1. 자격기본법266
2. 개인정보보호법271
제6장 결론_273
제1절 연구의 의의와 한계275
제2절 연구의 활용방안과 기대효과280
제3절 정책제언283
SUMMARY_299
참고문헌_303
부 록_309
1. 자격정보관리현황조사 설문지(3종)311
2. 자격정보수요조사 설문지329
3. 독일의 자격통계정보 관련 법령336
4. 자격분류상 중분류 정의343
5. 자격종목코드355
6. 소관부처별 응시자 및 취득자 수371
7. 자격종목별 자격정보서비스 및 관리현황37
Innovative Approaches to Enhance Youth Employment in Korea
No full textIn this study, the current state and background of Korea’s youth employment problem will be reviewed by evaluating the related policies implemented so far to support the youth’s smooth entry into the labor market and identifying exemplary policies that can be introduced to international society.1. Current state and background of the youth employment_p.1
1) Current state of the youth employment_p.1
2) Background of the youth employment problem_p.7
2. Promotion of measures to deal with youth employment_p.10
1) 2003 comprehensive measures against youth unemployment_p.11
2) 2005 measure to promote youth employment_p.12
3) 2007 measure to supplement youth unemployment_p.13
4) 2008 measures to promote youth employment_p.13
5) Additional measures for 2009 youth employment_p.14
6) Youth: Creating a job for me (1st-2nd projects)_p.15
7) Comprehensive evaluation_p.16
3. Case study: Youth New Start Project_p.25
1) Project overview_p.25
2) Major characteristics_p.29
3) Evaluation results_p.33
4) Factors that contributed to success_p.38
5) Items to improve in the future_p.3