Korea Research Institute for Vocational Education and Training
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A Survey on Doctoral Degree Holders(2012)
No full text본 연구의 목적은 다음과 같음.
○ 박사급 고급 인적자원 정책 수립을 위한 기초자료 수집 및 제공
- 장기간에 걸친 전수조사로 박사의 양성-배분-활용에 대한 신뢰성 있고 시의적절한 통계 데이터 생성
- 국가 고급인재 정책 수립을 위한 기초자료 제공
○ 최근 배출되는 국내 박사 인력에 대한 실태 분석 및 비교
- 성별, 지역별, 전공계열별 등으로 박사 인력 양성 및 공급 실태를 분석
- 국내 박사의 장기간 조사를 통해 박사 인력의 경제활동 상태 등을 분석
○ 전수조사 3년 뒤 직장생활을 하고 있는 박사의 추적조사 시 조사 설계, 특히 표본 설계를 위한 졸업자 전수 명부
(조사모집단) 수집요약
제1부 사업 개요
제1장 서 론_3
제1절 사업의 필요성 및 목적 5 제2절 사업의 주요 내용 7
제2장 국내외 박사조사 사례_15
제1절 한국직업능력개발원의 기존 박사조사 17
제2절 KISTEP 이공계 인력 실태조사 27
제3절 국외 조사 사례 30
제4절 박사조사(2012)와 타 조사와의 차별점 33
제3장 실사 및 DB 구축_37
제1절 조사 설계 39
제2절 조사 준비 및 실사 44
제3절 데이터 클리닝 및 DB 구축 51
제4장 3차년도 조사 준비 및 향후 계획_61
제2부 박사조사(2012) 기초분석
제1장 조사 결과 개요_71
제1절 명부 수집 결과 73
제2절 조사 자료(설문 응답 자료) 분포 74
제2장 박사학위 과정 및 연구 성과_79
제1절 박사학위 과정 81
제2절 연구 성과 92
제3장 노동시장 이행 성과_97
제1절 취업 상태 99
제2절 취업자 103
제3절 미취업자 111
제4장 박사후과정(Post-doc) 및 시간강사_119
제1절 박사후과정(Post-doc) 121
제2절 시간강사 124
제5장 시사점_129
제1절 대학원 질 관리 강화 필요 131
제2절 연구 역량이 뛰어난 고급인력을 양성하기 위한 재정 지원 확대 필요 132
제3절 고급인력에 대한 고용 불안정 해소 필요 133
제4절 대학원 정보공시 강화 필요 134
참고문헌_137
부 록_139
1. 박사조사(2012)에 대한 협조 공문 141
2. 2012년도 박사조사 시행 계획(안) 142
3-1. 박사조사(2012) 설문지(2월 졸업자 조사표) 146
3-2. 박사조사(2012) 설문지(8월 졸업자 조사표) 153
3-3. 박사조사(2013) 영문 설문지 160
4-1. 변수 레이아웃(2월 졸업자) 167
4-2. 변수 레이아웃(8월 졸업자) 173
5. THE HRD REVIEW 7월호 - 패널브리프 177
6. 이슈브리프 제14호 18
An Empirical Analysis of the Relationship between Employment and Profit among Korean Companies
No full text사람중심경영 이론은 궁극적으로 고용이 이윤에 플러스 영향을 준다고 말한다. 그렇다면 시대적 과제인 고용의 관점에서 한국 기업은 사람중심경영을 하는지 확인할 필요가 있다. 이를 위해 고용과 이윤의 관계를 확인하는 분석모형을 세우고 기업의 실적자료를 통계적으로 분석하였다. 분석모형은 Cobb-Douglas 생산함수를 응용하여 이윤을 종속변수로, 노동(종업원 수와 복리후생비)과 자본(1인당 자산과 1인당 매출)을 독립변수로 각각 설정하였다. 그리고 코스피 200지수 기업의 3년 간 자료(2006~2008)을 분석대상으로 통계분석하였다. 그 결과 EVA(경제적 부가가치)를 이윤지표로 할 경우 고용과 이윤이 플러스 상관관계인 것으로 드러났다. 이것은 EVA 성과에서 바라보면 한국 기업이 사람중심경영을 실천한다는 것을 의미한다. 따라서 정부가 사람중심경영을 더 적극적으로 지원하면 고용을 촉진할 것으로 기대된다.Many researches of Human Resource-Oriented Management are agreed on the contribution of the human employments to the profits in companies. In order to appreciate the relationship between employment and profit among Korean Companies, the data of Korean Companies' performance are put into a statistic analysis model. This model, as an application of Cobb-Dougls production function, is consisted of a dependent variable(profit) and four independent variables, that are, capital factors(per capita assets and per capita sales) and labor factors(employment and fringe benefits). The data are collected from the performance record of KOSPI 200 companies during 2006-08. The observation from this statistic analysis is that employment has positively related to profit, which is appraised through Economic Value Added. This phenomenon, well seen through EVA, means that Korean companies are managed by HROM. Therefore, the government is advised to support HROM for creating more employment in companies
A Study on Measures to Improve the Transfer of Learning in Companies
No full textThe transfer of learning refers to the application of the knowledge and skills learners acquire in training programs to their jobs. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, the transfer of learning has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job.
However, while the importance of training is generally accepted in practice, there has been little attention paid to the transfer of learning. In addition, although the government, and in particular the Ministry of Employment and Labor, has supported training for employees in companies, the concern for the transfer of training knowledge remains insufficient. Despite the great amount of money spent on training, there remains a compelling need to examine the status of the transfer of learning in companies and to suggest measures to improve the transfer of learning. Therefore, this study seeks to provide transfer-enabling strategies by analyzing the status of the transfer of learning in Korean companies and the problems related thereto.
The first step in terms of the achievement of the research goals was a review of the available literature on the transfer of learning. Second, the status of the transfer of learning in companies was analyzed through the conduct of surveys and focus group interviews with human resource development(HRD) practitioners as well as employees. Case studies on three companies were also carried out to examine how they manage and assess the transfer of learning following the implementation of employee training programs. Third, the study investigated what factors affect the transfer of learning for employees. More specifically, the transfer was measured based on distinguishable dyads, namely employees’ perceptions and those of their immediate bosses. Finally, policy suggestions on how to best increase the transfer of learning in companies were introduced...
Mid-and Long-term Plans for Enlarging the Special Recruitment of Incumbents
No full textThe purpose of this study is to analyze and evaluate the performance, consider the limitations, and verify the issues with the policies related to the special recruitment of incumbents(SRI), and then adopt the necessary mid to long-term plans.
To achieve this objective, we adopted the following research methods. First, we reviewed the existing literature on the SRI. Second, we conducted focus group interviews with university staff and policy makers. Third, we surveyed the university staff and incumbents, and conducted an analysis using the Analytic Hierarchy Process(AHP) technique.
On the basis of the research, we came up with a series of suggestions related to the implementation of four major tasks. First, the public relations aspect of the SRI-related policy should be strengthened. Second, the recruitment system should be improved, with clear guidelines put in place. Third, other academic affairs that take incumbents’ situations into consideration also need to be improved. Fourth, financial support needs to be expanded to include scholarships, tuition fee support and corporate support.
Based on expert surveys, we drew some conclusions about the middle and long-term policies which should be implemented within a relatively immediate time frame. These consist of the offering of scholarships to outstanding students; the provision of clear guidelines for the selection process; the holding of a workshop for the teachers in specialized high schools; the strengthening of public relations; support for evening and weekend classes; the provision of financial support for universities; the diversification of the selection process; the provision of an information guideline on students’ academic and campus life.
We finally suggested the policies appropriate for each individual sector. While the incumbents need to be given scholarships and tuition aid, the government should implement a series of policy measures that includes a survey of the demand for graduates from specialized high-schools; verification of the public relations of the policy; the provision of guidelines for the selection process; and the diversification of the selection process and recruitment units. Meanwhile universities should not only provide incentives for professors, but also support evening and weekend classes in an effort to improve the incumbents’ situations. Finally corporations, need to be given incentives and tax reductions
Science and Technology Education Innovation Planfor Creating New National Competitiveness
No full textThe purpose of this research is to reinforce the human development policy (talent training policy) and system so as to create new competitiveness in the field of science and technology education. The fact that the speed of education reform in Korea surpassed that of technological development from the 1970s onwards made it possible for Korea to not only decrease the gap between the rich and the poor, but also to increase the college graduate employment rate. To this end, it is necessary to acknowledge the importance of science, engineering, technology, and math education, and to spread recognition thereof.
In order to derive objective and valid conclusions, the present research is based on the results of earlier studies and a review of the relevant literature, professional conferences, related statistical research and related DB. The central focus of this research is that of identifying the issues related to the deriving of a human development policy(skilled labor training policy) and system. This research project is divided into seven chapters. While a general introduction to the research, the current state of science & technology, and the theoretical background to the study constitute the main focus, the current situation and the outlook for the supply and demand of science and technology-related labor, state of skilled labor in advanced countries, instances of science & technology policy reform and suggestions, as well as the problems pertaining to the creation of a new national competitiveness in terms of power, are also addressed herein...
A Study on the Effect of Job Training on Non-regular Employees
No full textBased on a microeconometric evaluation, this paper investigates the handling of the issue of training effects on non-regular employees. In addition, it also examines the effects of job training which non-regular employees take part in while working in their workplace or company. The paper also introduces a nonparametric matching and continuous treatment effect method to analyze the total effects of job training on changes in wages and employees’ status within the Korea labor market. In particular, the study applies multiple treatment effect methods to measure the effect of various job training types for non-regular employees in companies that have introduced training vouchers and supporting funds for participants and Job-ability Upgrading & Maturing Program(JUMP).
We used raw data received from the economically active population survey (EAPS) conducted by Statistics Korea to analyze the total effects, and survey data pertaining to a total 3,000 persons-1,000 per group respectively-selected based on HRD.net operated by KEIS to examine the effect by job training type.
We concluded that job training is a more important factor in explaining changes in the employment status of non-regular employees within the Korean labor market than in terms of wages.
Non-regular employees move to regular status in the multiple treatment setting shows that JUMP treatment groups were more affected than other comparison groups. Furthermore, we could not uncover any evidence of differences between types of training as far as variations in job satisfaction post-job training were concerned.
Our findings imply that job training for non-regular employees can be a good strategy to improve or change their employment status. The government should develop or tailor training programs designed to raise the effectiveness and efficiency of public-sponsored training programs for employees.
It is our hope that the outcome of the present paper will constitute to a step toward a richer and more inclusive understanding of the reality of training of non-regular employees
Management of Eligible Training Program List(ETPL) within Vocational Competency Development Account System and Reorganization of ETPL Review System
No full textThe Eligible Training Program List(ETPL) established within the Vocational Competency Development Account System has served as a tool to control the quality of vocational training programs. In this regard, efforts have been made to implement a fair ETPL review process that is based on rational review methods and standards designed by related specialists. However, while 2011 marked the fourth year of the implementation of the Vocational Competency Development Account System, problems have emerged with regards to the management and review procedure of the Vocational Competency Development Account System’s ETPL. In this regard, the need to improve the applicability of the ETPL in the actual field and its objectivity has been continuously raised.
This study thoroughly analyzes the actual state of the management of the Vocational Competency Development Account System implemented in the training and employment fields, and the problems that have emerged as a result of the ETPL review system. This examination is intended to facilitate the reorganization of the existing review methods and standards used in conjunction with the ETPL in a manner that makes it possible for the ETPL review system to contribute to the stabilization of the Vocational Competency Development Account System at the early stages, an tod serve as a tool through which to control the quality of vocational training programs.
In order to attain the objectives of this study, related references and materials such as HRD-Net, existing studies, and statistical data were collected and used to analyze institutions related to the ETPL review procedures, the current state of approval, implementation, and participation in the ETPL, as well as cases related to similar review processes and management in advanced countries. In addition, face-to-face interviews and surveys were conducted in order to develop a better understanding of the actual state of the management of, and participation in, the ETPL, as well as the problems related to the reviewing procedures and the improvement thereof. Based on these results and subsequent discussions between a specialists’ council and the research team, measures to improve the ETPL review system were identified...
Application and Challenges of Competency Evaluation in Industries with Relation to the Introduction of 2012 Absolute Evaluation System in Meister/Specialized High Schools
No full text본 연구의 목적은 다음과 같다.
첫째, 특성화고교 교사를 대상으로 하여, 본 (절대)성취평가제가 어떻게 인식되고 있으며, 향후 제도 보완을 위해 필요한 내용, 장애요인, 국가직무능력표준과의 연계 발전 가능성에 대한 내용을 검토하고 정책적 시사점을 도출한다. 둘째, 산업체 관계자를 대상으로 (절대)성취평가제에 대한 인식 및 수용성, 본 (절대)성취평가제 운영에 따른 문제점 및 개선 방안, 국가직무능력표준과의 연계 발전 가능성에 대한 내용을 검토하고 정책적 시사점을 도출한다.The purpose of this study is to successfully settle the competency evaluation, introducing based on 2012 absoluteevaluation system in vocational high schools. For teachers and industry people, this studydid arecognition survey that was expected to provideit as basic materials for futurepolicy study. Weadditionallyconductedthe compliance degree methods based on industrial people’s demographic factors. Other research methods such as analyzingrelated materials or reviewing literature, and holdingconferences of vocational education professionals are included. As a result, the output is presented as policy recommendations which came out with help of SWOT analysis methods.
1. Characters of the Competency Evaluation
First of all, the competency evaluation needs to be developedas a way of closely connecting with the National Competency Standard. This connectivity between two concepts is mostly required to meet the needs of a job competency, such aspreparing curriculums in class or training courses in workplace
Second, even though it was initially designed to reflect the industrial trends, the previous evaluationshave been failed to fulfill its satisfaction level. Because these evaluations were not enough to meet the need of industrial workplaces in the aspects ofrecognition of the existing, utilization alternatives, and expected outcomes, etc.
2. Teacher/Industry People Recognition Survey
First, when it comes to deal with the introduction of the 2012 absolute evaluation system, it has been shown in a positive mood by teachers as well as industry people. However, it generated conflicting result todeal with its application in the industry.
Second, after its sectional analysis, the teacher’s recognition level is high in terms ofrecognition of the existing, utilization alternatives, and expected outcomes. Especially, the recognition level of teachers in the general curriculum is more than that of teachers in the specialized.
Third, the level of outcome in the industry is high in case that they are aged, experienced, graduated from vocational college, humanities course in high school, and in rural areas.
Fourth, the results of compliance degree reveal that it had significant results, which is not only the availability of the system but also the reliability on vocational education in general. Judging by this result, it needs to prepare, to back up policy alternatives, or to prepare methods to raise its reliability
3. Policy Recommendations
Firstly, it should mitigate side effectscame from the temptation of overstatement in school grade. For this, it is need to develop the achievement evaluation and its related specific standards, to reinforce its power from the committee of management of school grade, to revitalize curriculum conference, to do teacher occupational training, and to strengthen consulting efforts.
Second, it needs to improve the evaluation system’s validity as well as its reliability. It is essential to secure credit from industry as networking, standarzation of conductive evaluation sheet or its methods
Third, as introducing theabsolute evaluation systems, it needs to eradicate its concern about administrative overloads in school jobs. As alternatives, it is recommended thatit take developing national Achievement Standards and Achievement Level system, preparing the systemic solution to teacher’s overloads, organizing a follow-up management.
Fourth, the absolute evaluation system should be efficiently adopted in school. Both swift efficient marketing strategy and teacher training are recommended as alternatives.
Lastly, the absolute evaluate system can also apply to the industry. There are diverse options such as a curriculum development reflected NCS, Achievement Standards and Achievement Level system based on industry needs, optimizing its evaluation methods accordance to the industry field, teacher’s industrial training, advertisement for this evaluation system’s effectiveness toward industry, Achievement evaluation portal site, and social atmosphere.요약
제1장 서 론_1
제1절 연구의 목적과 필요성3
제2절 연구의 방법 및 절차5
제2장 선행연구 검토 및 이론적 배경_17
제1절 (절대)성취평가제 도입에 따른 산업체 직무능력 평가19
제2절 산업체 대상 정책수용도 이론 적용24
제3장 (절대)성취평가제 도입 설문분석결과_35
제1절 학교 및 산업체 대상 인식조사37
제2절 산업체 정책수용도 조사59
제4장 결론 및 정책 제언_73
제1절 SWOT 분석 결과75
제2절 주요 이슈별 해결 방안 제시78
제3절 정책 제언90
SUMMARY_101
참고문헌_105
부 록_103
1. 마이스터고ㆍ특성화고 성취평가제 운영의 대한 인식 조사 설문지(교원 및 직업교육 관계자용)105
2. 마이스터고ㆍ특성화고 성취평가제 운영의 대한 인식 조사 설문지(산업체 관계자용)11
[이슈 분석] 청년의무고용제도의 분석
No full textⅠ. 문제제기
Ⅱ. 청년의무고용제도의 고용효과
Ⅲ. 로제타 플랜
1. 내용
2. 시행효과
3. 제도 변화
Ⅳ. 청년의무고용제도의 구성요소
Ⅴ. 결
[패널 브리프] 학자금 대출자 비교 분석
No full textⅠ. 서론
□ 우리나라의 경우 고등교육투자는 정부 지원에 의한 공적 지원보다는 민간의 대학 등록금에 대한 의존 비율이 높음.
□ 학자금 대출자인 대학생들의 노동시장 이행 실태를 분석하고자 함
Ⅱ. 학자금 대출자와 비대출자의 노동시장 이행 분석 결과
1. 경제활동 현황
□ 개요
□ 대출자와 비대출자 간의 경제활동 비교
2. 졸업 후 취업자의 일자리 유형
3. 정규직 비율
4. 월평균 급여
5. 근로시간과 직장 만족도
6. 취업의 질 결정요인 분석
Ⅲ. 결론
1. 요약
□ 첫째, 대출자와 비대출자 간에 뚜렷한 차이를 보이는 것은 4년제 여자 졸업생의 경제활동 참여임.
□ 둘째, 2년제 남학생의 경우 비대출자의 자영업자 비율이 매우 높게 나타남.
□ 셋째, 학자금 대출자의 정규직 비율이 낮음.
□ 넷째, 학자금 대출 요인이 취업 여부를 설명하는 데는 한계를 보임.
2. 결론
□ 학자금 대출제도는 가정형편이 어려운 학생들에게 공부할 수 있는 기회를 제공한다는 측면에서 교육기회의 형평성에 기여하는 제도라는 점에는 이견이 없음.
□ 그러나 학자금 대출의 긍정적인 측명을 인정한다고 해도 대출을 받은 학생들이 학교공부에 전념할 수 없고 졸업 후 노동시장에서 상대적으로 열악한(비정규직, 저임금, 장시간 근로 등) 환경에 직면하는 경우가 높다면, 학자금 대출이 학생들에게 응원이 아니라 삶의 질곡이 될 수 있을 것임.
□ 따라서 학자금 대출제도의 정교한 설계도 중요하지만, 학생들에게는 학자금 대출보다는 장학금 제도의 확충이 더욱 필요하다고 봄