Korea Research Institute for Vocational Education and Training
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[이슈 분석] 핀란드의 인재개발 시스템과 정책 동향
No full textI. 들어가며
II. 핀란드의 사회·경제적 배경
III. 핀란드의 인재개발 제도
1. 핀란드의 학제
2. 핀란드의 직업교육훈련(VET)
3. 핀란드의 교사양성 시스템
IV. 핀란드의 인재개발 관련 주요 정책 동향
1. 핀란드 성인학습자의 교육훈련 참여율
2. 핀란드 직업교육훈련의 최근 동향
3. 코딩교육 강화
4. 이민자(난민)에 대한 교육지원 강화
Ⅴ. 마무리하
Work Values and Work Ethics of Koreans(2018)
Get PDFThe purpose of this research is to identify the work values and work ethics of Koreans and to analyze the changes in trend and differences between generations to provide primary data and policy implications for vocational education, career education, as well as social and lifelong education.
To study the current status and changes of work values a survey and FGI were carried out, and the results were analyzed. A survey administrator visited the households in person and conducted a face-to-face survey to a sample of 1,500 Koreans, aged 15 to 64.
In the current research, we view work values as an expression of a comprehensive term that extends to values, beliefs, attitudes, and perceptions that individuals have on occupation or work. The factors that construct work values are 1)values of work, 2)beliefs of work, 3)attitudes of work and 4)perceptions of work.
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Why Korean companies don't invest in human resource development?
Get PDFThis project investigates why Korean firms does not invest enough in training and development practices. We start our chapter 1 by providing the purpose and implications of this project. Specifically, we provide evidence on Korean firms’ low investment in training and development and introduce a new framework to understand this issue.
In chapters 2 and 3, we provide literature review and explain the new framework of firms’ investment decision model in training and development. In the literature review, human capital and institution theories are first introduced since they have been dominantly used in previous firms’ investment decision model in training and development. Furthermore, work in trust and reciprocity are suggested to support our new framework. We attempt to suggest our new framework on firms’ investment decision in training and development by integrating cost based calculation and human capital aspects. Specifically, by using the game theory, we demonstrate how changes occur in Nash equilibrium when taking into account of employees’ social preferences. Also, we describe that employees’ reciprocity and employers’ trust are important factors on firms’ investment decision besides the previous cost/benefit calculation.
In chapter 4, we compare firms’ invest decision in training and development between Korea and other countries. We use both organizational level data and individual level data in our analysis. We compare any differences between Korea and EU and OECD countries, in terms of the participation rate of training programs, training hours, and training costs. Previous studies reported few changes in Korean firms’ training and investment decision such that the investment is decreased after the IMF crisis in Korea. Also, they reported big differences in training and development investment between large firms and small firms in Korea. But still we do not have objective data on whether Korean firms spend less training and development than those in other countries. This project provides the existing differences in Korea firms’ investment between other countries with concrete data, including both small firms as well as large firms. ..
[이슈 분석] 현장 기반의 직업능력개발 성과와 과제
No full textI. 서론
Ⅱ. 현장 변화에 기반한 직업능력개발
1. 직업능력개발 현황
2. 직업능력개발 현장 변화
■ 인구구조 변화
■ 산업 및 일자리 변화
■ 이중구조의 노동시장
Ⅲ. 현장 기반의 직업능력개발 성과
1. NCS 개발 및 활용
2. NCS를 통한 국가기술자격제도 개선
3. 일학습병행제 안착
4. ISC 역할 강화
Ⅳ. 향후 필요한 직업능력개발 과제
1. 포용과 사회 통합을 위한 훈련 기회의 균등화
■ 맞춤형 훈련 설계
■ 훈련-복지 연계형 사업 추진
2. 중소기업 훈련 확대 및 지원
3. 노사 협력적 직업능력개발 체계
■ 노사 협력 차원의 포용적 일터혁신
■ 노사 협력 교육훈련제도 도입
4. 직업훈련 플랫폼 구축
5. 신산업 분야 훈련 확대
6. NCS 기반 직업훈련 내실화
7. 일학습병행제의 정착 및 내실화
8. ISC 관리·운영 내실화
9. 자격제도 관리·운영 내실화
■ 상호 인정 역량체계 설계
■ NCS 기반 국가기술자격 강화
■ 국가기술자격 검정 개선
■ 일학습병행-과정평가형 자격 연계
■ 국가 간 자격 상호 인
[글로벌 이슈 & 리포트] 덴마크 노동시장의 난민 유입에 따른 정부의 사회 통합 정책
No full textI. 들어가며
II. 본론
1. 덴마크의 인구 변화
2. 덴마크의 노동시장 상황
3. 이주 노동자 및 난민 유입이 덴마크 경제에 미치는 영향
4. 난민과 이주 노동자의 사회 통합을 위한 정책의 변화
■ 초기 역량 매핑(Early Mapping of Competences)
■ 트랜스퍼 제도(Transfer Scheme)
■ 평생교육의 인증 방안 마련
■ 언어 교육
■ 덴마크의 스텝 모델 정책(Step Model Policy)
■ 사회 통합 교육(integrationsgrunduddannelse)
■ 시민 사회와 비공식적 네트워크
■ 난민 건강 검진
III. 나가
우리나라 국민들의 선호직무와 기피직무
Get PDF보수가 적더라도 공장보다 사무실에서 일하겠다는 응답은 78.0%로 사무 직무에 대한 뚜렷한 선호를 보이는 반면, 기계를 직접 다루거나 수리하는 직무를 수행하지 못하겠다는 응답은 60.9%로 기계 관련 직무에 대한 기피경향을 보임.
회귀분석 결과, 직무에 따른 성별 격차가 큰 편으로 여성은 남성보다 사무 직무를 선호하며(1.66배), 기계 제작·수리 직무를 기피함(0.36배).
직무에 대한 선호와 기피는 개인의 경제적인 여건과 관련 없이 성장 과정에서 경험이나 노동시장 구조와 관련된 것으로 보임. 선호와 기피가 뚜렷한 계층은 고용률이 낮으며, 선호분야는 임금이 낮고 기피분야는 구인난에 직면하고 있음.
학교교육과정에서 실질적인 진로체험 강화를 통해 개인의 실제 적성과 흥미를 파악할 수 있도록 정책적인 지원이 요구됨.78% of respondents said that they prefer office jobs to factory work even if they are paid less, demonstrating a clear preference for office jobs. 60.9% said that they would not work in positions that require the operation or repair of machines, showing a tendency to avoid jobs involving machinery.
A regression analysis shows that the gender gap regarding job preference is relatively big, with more women than men preferring office jobs (1.66 times) and avoiding jobs that involve machine manufacturing and/or repair (0.36 times).
Regardless of individuals’ economic status, job preference and avoidance appear to be linked to experiences in formative years or the structure of the labor market. The employment rate is low among population segments that demonstrate a clear preference and avoidance. Preferred jobs are low-paying ones and industries that offer the least preferred jobs have difficulty in finding workers.
Policy support is needed to ensure that school curricula offer more programs for substantive job experience to understand the interest and aptitude of individual students
A Study on the Systematization of Basic Required Courses(or Areas) of the Subject Marked as ‘Nursing’ for Secondary School
No full text최근 평균 수명의 증가에 따라 보건 및 의료 분야 인력에 대한 수요가 커지고 있으며 특히, 직업계고등학교(이하 ‘직업계고’)에서는 간호조무사 양성에 대한 요구가 커지고 있으나, 현재 우리나라는 ‘간호과’ 교사에게 별도의 자격을 부여하는 자격 및 양성 체제가 갖추어져 있지 않은 실정이다. 따라서 본 연구는 직업계고 ‘간호과’ 교육의 질 제고를 위해 ‘간호과’ 교사의 직무에 적합한 자격을 부여할 수 있는 제도 마련을 위해 「중등학교 ‘간호’ 표시과목의 기본이수과목(또는 분야)」 도출을 목적으로 수행되었다. 이를 위해 본 연구에서는 관련 선행연구를 고찰하고, 직업계고 간호과 관련 교육과정과 교원양성기관 간호학과 교육과정 분석, 전문가 협의회 등을 통해 중등학교 ‘간호’ 표시과목의 기본이수과목(또는 분야)을(를) 도출하고, 설문조사를 통해 타당도 검증을 하였다. 그리고 본 연구의 결과를 바탕으로 직업계고 ‘간호과’ 교사의 직무에 적합한 자격 부여 방안과 교사의 전문성을 강화하기 위한 정책 방안을 제안하였다.This study aimed to draw/systematize the basic required courses(or areas) of the subject marked as ‘nursing’ for secondary school, in order to establish the basis of acquiring the qualifications suitable for teachers’ job in ‘nursing department’ of vocational high school....
... This study drew the basic required courses(or areas) of the subject marked as ‘nursing’ for secondary school as follows by considering the relevant literature, analyzing the curriculum related to nursing department of vocational high school and the curriculum of nursing college.
Based on the results of this study, the policy measures for strengthening the professionalism of teachers in ‘nursing department’ of secondary school were suggested as follows. First, it would be necessary to establish the legal system for acquiring the qualifications suitable for teachers’ job in ‘nursing department’ of vocational high school based on the basic required courses(or areas) of the subject marked as ‘nursing’ for secondary school. Second, there should be the support & training roadmap measures for the improvement of competencies as teachers specialized in ‘nursing department’. Third,
Fourth, it would be needed to establish the measures for improving the teacher training system for cultivating competent teachers in ‘nursing department’. Fiveth, it would be necessary to establish the measures for improving the teacher appointment system to select the teachers equipped with the balanced competencies in each subject education/major area as teachers specialized in ‘nursing department’.Ⅰ. 배경 및 필요성 02
Ⅱ. 조사 및 분석 결과 07
Ⅲ. 결론 및 정책 제언 21
Ⅳ. 기대 효과 32
참고문헌 33
Abstract 35
[부록] 3
[국내 동향] 직업교육 / 직업능력개발
No full textⅠ. 직업교육/직업능력개발 동향
◈ 임금근로자의 교육·훈련 실태: 경제활동인구조사 근로형태별 부가조사(2019.08.)
□ 2019년 8월 현재 교육훈련 경험이 있는 임금근로자의 비율은 56.9%로 2018년 8월(56.5%) 대비 2.6%p 감소한 것으로 나타남
◈ 대학정보: 2019년 8월, 10월 대학정보공시
□ 2018년 일반대학의 총 교육비 지출은 27조 24억원으로 2017년(26조 5,795억) 대비 1.6%증가하였으나 재학생 수 감소로 인하여 학생 1인당 교육비는 전년(1,534.7만원)대비 2.1%증가(1,567.4만원)하였음(2019년 8월 대학정보공시).
□ 2017년 일반대학의 전임교원 연구비 지출은 5조 5,822억원으로 2017년(5조 4,296억)대비 2.8% 증가하였으며 전임교원 1인당 연구비는 전년(7,488.2만원)대비 4.1% 증가(7,796.1만원)하였음(2019년 8월 대학정보공시).
□ 2019년 2학기 20명 이하의 소규모 강좌 비율은 39.9%로 2018년 2학기(41.2%) 대비 1.3%p 감소함(2019년 10월 대학정보공시).
□ 2019년 2학기 전임교원 강의 담당 비율은 67.8%로 2018년 2학기(65.3%) 대비 2.5%p증가하였음(2019년 10월 대학정보공시).
Ⅱ. 정책
□ ‘산업맞춤 단기직무능력 인증과정 매치업’ 강좌, 내년부터 학점으로 인정(2019 11. 27)
□ 2020년 1월부터 「국민내일배움카드」 제도 시행(2019 11. 19)
□ 내년부터 ‘전문대 재학생단계 일학습병행 공동훈련센터’ 6곳으로 확대 운영(2019. 11. 13)
□ 「스마트 직업훈련 플랫폼(STEP)」 개통식 개최(2019. 11. 1
Research on the Private Qualifications Ecosystems
Get PDFPrivate qualifications have grown enormously in quantities in a short amount of time. The accredited private qualification system was enacted in the law, but it was first implemented in 2000 and the private qualification registration system was implemented in 2007. Since then, the number of private qualification managers has increased to 2,218. The number of qualifications has increased to more than 30,000. There is a decline in the school-age population and a preference for job-related vocational qualifications is emerging. In addition, overseas qualification is being made in Korea. The rapid expansion of private qualification managers has caused social problems such as excessive competition between private qualification administrators, deterioration of qualifications, degradation of similar qualifications, false advertising of false exaggerations.
In the meantime, the policy on private qualification managers focused on efforts to strengthen regulations to address the problems that arise. Mainly focusing on finding a direction to manage private qualifications from the perspective of quality management of qualifications. The purpose of this study is, for the first time, to identify the various alternatives that the private qualification manager selects during the process of development, management, operation and abolishment of qualifications from the viewpoint of ecosystem utilizing the elements of robustness, productivity, and innovation. Based on this analysis, we identified the problems of the private qualification ecosystem and present future policy issues.
Major research contents are as follows:
？Constitution of private qualification ecosystem analysis framework: Theoretical background about concept of ecosystem, Preliminary study of private qualification ecosystem, Analysis of private qualification ecosystem; and
？Analysis of private qualifications ecosystem: Analysis on the robustness, productivity and innovation of private qualification ecosystem
Major policy recommendations are as follows:
？To maintain a healthy ecosystem, an ecosystem must be built that can increase the number of people who acquired qualification;
？Establish institutional arrangements to restrain the creation of indiscriminate private qualifications and increase the role of the internal self-governance of private qualification institution;
？In order to keep the ecosystem healthy, it is necessary to lower the threshold for the approval of registered private qualifications as accredited private qualifications; and
？The services provided by the Korea Research Institute for Vocational Education & Training Institute(KRIVET) to private qualification managers should be expanded