Korea Research Institute for Vocational Education and Training
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비정규직 근로자의 교육훈련 참여 실태
Get PDF비정규직 근로자의 교육훈련 참여율은 2007년 18.6%에서 2011년 27.8%로 4년 동안 9.2%p 증가했으나, 2011년 현재 정규직에 비해 11.7%p 낮은 수준임.
교육훈련 참여자의 경우 22.4%만이 훈련 참여를 본인 스스로 선택, 나머지는 회사의 방침이나 상사 지시 등으로 선택함. 스스로 선택한 사람일수록 교육훈련의 노동시장 지위 개선 효과를 긍정적으로 인식함.
교육훈련 미참여자의 경우 미참여 사유로는‘필요성을 못 느껴서’라는 응답이 가장 많았으며(56.8%) 향후 교육훈련을 희망하는 비율은 15.8%에 그침.
교육훈련이 정규직 전환이나 임금 상승에 영향을 미친다고 인식하는 비중은 전반적으로 낮게 나타남. 비정규직 훈련 기회의 확대와 함께 교육훈련의 결과가 근로자의 지위 개선으로 이어지는 노동시장 관행이 정착되어야 함.The participation rate of non-regular workers in education and training has increased in 4 years by 9.2% from 18.6% in 2007 to 27.8% in 2011, but this is still 11.7%p lower than that of the regular workers as of 2011.
Only 22.4% of the participants made the decision for themselves to take part in education and training, while the rest took part to conform to company policies or follow superiors’ directions. Those who voluntarily participated in education and training had more optimistic perceptions about the effectiveness of education and training in improving their position in the labor market.
Among non-participants, the most common reason for not taking part in education and training was the lack of need (56.8%); only 15.8% indicated that they would undertake education and training in the future.
Generally, not many are optimistic that education and training affect the change of employment status from non-regular to regular or the rise in wage. In addition to providing more training opportunities for temporary employees, it should be more widely practiced that education and training outcomes lead to improvement in the worker’s employment status
4년제 대학생의 스펙 쌓기 실태
Get PDF평균 학점이 3.62점(4.5점 만점 기준)으로 높고, 괜찮은 일자리 취업 여부나 대학 특성, 전공, 가구소득 등과 무관하게 모두 높게 나타나 학점 인플레 문제가 심각함을 확인
괜찮은 일자리 취업자의 스펙이 기타 취업자나 미취업자보다 전반적으로 높아, 스펙이 괜찮은 일자리 취업에 영향을 주고 있을 가능성
서울 소재 대학 출신이라도 영어성적이 낮을 경우 영어성적이 높은 다른 대학 출신자보다 괜찮은 일자리 취업 가능성이 낮음.
가구소득 수준에 따른 영어성적이나 어학연수 경험 비율의 차이가 커 일자리 양극화의 세대간 재생산이 우려되는 상황Korean university graduates have a GPA 3.62(total of 4.5) and there is a serious inflation of academic grades without relation to finding a decent job, to university attributes, academic majors or to household income.
Even those graduates of schools located in Seoul, the possibility of finding a decent job is lower than those who graduated from regional universities if their English test scores are lower.
There are large differences in English test scores and the ratio of those with/without language training abroad depending on the graduates’ household income level, raising concerns about job polarization being passed onto next generations
[동향] 일자리
No full textⅠ. 일자리 정책
□ 고용노동부, [2012년도 주요업무 추진계획] 보고(2011.12.14)
□ 정년 없는 사업장에도 「고령자고용지원금제도」시행
□ 2012년 1월 22일부터 자영업자 고용보험 가입 제도 시행
□ 2012년 글로벌 청년취업(GE4U) 사업 현황
Ⅱ. 일자리 통계
□ 2012년 1월 고용률은 57.4%, 실업률은 3.5%로 전년동월대비 고용현황 개선
□ 남녀 모두 전년동월대비 취업자와 고용률 증가
□ 상용근로자와 자영업자는 전년동월대비 증가, 일용근로자는 감소
□ 청년층(15~29세)은 취업자 감소, 고용률 증가
□ 고령층(55~79세)은 취업자와 고용률 모두 증가
□ 실업자는 남녀 모두 감소
□ 청년층(15~29세) 실업자 33만 9천 명, 실업률 8.0%(전년동월대비 0.5%p 감소)
□ 고령층(55~79세) 실업자 12만 9천 명, 실업률 2.8%(전년동월대비 0.2%p 감소)
□ 비경제활동인구는 1,673만 6천 명으로 전년동월대비 7천명 증가
□ 청년층(15~29세) 비경제활동인구는 531만명으로 전년동월대비 5만6천명 감
[동향] 해외
No full textⅠ. 번영을 위한 길: 21세기 미국의 청년층 인재 양성을 위한 해법
1. 미국 교육시스템의 당면 과제
□ 21세기 미국 노동시장의 변화
□ 미국 교육시스템의 문제점
2. 해외사례
□ 유럽 중남부 지역의 직업교육
□ OECD 직업교욱훈련 보고서
3. 미국 교육시스템의 개선 방향
□ 학교 개혁을 위한 다양한 비전 및 진로 설정
□ 다양한 진로를 지원하기 위한 고용주 역할 확대
□ 새로운 사회적 협력체계 구축
4. '번영을 위한 길 네트워크(Pathway to Prosperity Network)' 구축
5. 시사점
Ⅱ. 광저우 모델을 통해 살펴본 현대 중국의 중·고등 직업교육 시스템
1. 중국의 교육체계
2. 광저우 직업교육의 현황
3. 광저우 모델의 개요
가. 광저우 모델의 사회경제적 등장 배경
나. 광저우 모델의 의미
다. 광저우 모델의 전략적 기반
라. 광저우 모델의 특징
4. 광저우 모델의 '삼위일체' 인재양성 체계
가. 정부-학교-기업의 일체화
나. 업무-학습-평가의 일체화
다. 기술-공정-직업윤리의 일체화
5. 시사
The Occupational Perceptions of Female Nursing Students Attending a Private Regional University
No full text이 연구는 지방사립대학교 간호학과 여학생들의 직업인식을 탐구하기 위하여 M대학교 간호학과 4학년 여학생 10명을 대상으로 심층면담을 실시하였다. 이 연구의 결과는 다음과 같다. 첫째, 학과선택에는 취업률과 성고정관념이 가장 큰 영향을 미쳤다. 둘째, 실습 시 환자들의 긍정적인 피드백은 학생들이 미래직업에 긍정적 생각을 하는데 도움을 주었다. 그러나 현장 간호사와의 만남은 간호사의 직업세계를 간파하는 계기가 되었다. 셋째, 간호사로서 갖추어야 할 요소는 전문지식, 인간적 배려 그리고 자기관리와 동료와의 관계라고 진술하였다. 넷째, 간호학과 여학생들은 대체로 서울로 취업하기를 원했다. 이 연구를 통해 연구자는 직업세계에 대한 직업탐색의 기회제공, 실습 전후 개입, 사례관리와 같은 직업교육의 필요성을 제안하였다. 마지막으로 연구의 제한점과 후속연구를 위한 시사점을 제시하였다.This study explores the occupational perceptions of female nursing students at a private regional university. This dissertation employes qualitative methodology with ten 4th year female nursing students. This study demonstrates the following: first, these female students were motivated by employment prospects and sex stereotypes. Second, during clinical practice positive feedback from patients positively influenced their future jobs they penetrated the world of nursing. Third, they considered their future nursing jobs as being intelligent, caring and humane. Fourth, they wanted to gain employment in Seoul. Based on these findings this study proposes the following: the needs for both occupational education for female students and the opportunity to explore the world of employment; intervention before and after clinical practice and case management. Finally, suggestions for future research have also been highlighted
A Study on the Guideline for Prohibited Areas of Private Qualifications
No full text2008년 민간자격 등록제도 시행으로 정부는 민간자격의 현황을 관리할 수 있게 되었으며, 국민에게 위해가 되는 금지분야 민간자격의 시장 진입을 억제하여 국민을 보호하고, 민간자격 관리기관에 대한 지속적인 관리·지원 등을 통하여 민간자격제도의 질적 수준을 제고하게 되었음. 그러나 자격기본법 제17조 제1항에서 정하고 있는 금지분야에 대한 해석과 적용 기준이 다양하여 일관된 제도 운영에 어려움이 제기됨에 따라 민간자격 등록을 신청하는 민간자격 관리자나 금지분야 여부를 검토하는 관계중앙행정기관에서 검토 기준으로 삼을 수 있는 가이드라인을 마련하여 민간자격 등록제도의 정착에 기여하고자 함.Ⅰ. 배경 및 문제점 2
Ⅱ. 민간자격 등록 금지 현황 3
Ⅲ. 민간자격 금지분야에 대한 고찰 9
Ⅳ. 민간자격 금지분야 가이드라인 도출 17
Ⅴ. 정책 제언 20
참고문헌 23
[부록] 2
Human Capital Corporate Panel Survey(2012)
No full text인적자본기업패널조사(Human Capital Coporate Panel: HCCP)는 기업의 “인적자원 개발 및 관리 현황”, 기업의 “인력현황”, 근로자의 “교육훈련 참여현황 및 숙련수준” 등을 조사하여 기업과 근로자에 대한 횡단면 및 시계열 형태를 혼합한 패널자료의 구축 및 활용을 목표로 하고 있음.
2012년에는 4차(2011)년도 조사 자료의 클리닝과 제4회 학술대회를 통해 1~4차 웨이브 패널데이터를 생성·제공하고, 생성된 패널자료를 분석하여 정부의 기업 인적자원개발 및 근로자 직업능력개발 정책 수립·평가의 기초자료로 활용하고자 함.요 약
제1장 사업 개요_1
제1절 사업의 필요성 및 목적3
제2절 2011년까지의 사업 추진 실적4
제3절 2012년도 사업의 주요 내용8
제2장 4차(2011)년도 본조사 및 부가조사_11
제1절 4차(2011)년도 본조사 결과13
제2절 부가조사20
제3장 데이터 클리닝 및 자료 공개_23
제1절 데이터 클리닝25
제2절 2차 자료(Secondary Data)29
제3절 데이터베이스 구축 및 자료 공개31
제4장 제4회 학술대회_33
제1절 학술대회 준비35
제2절 학술대회 개최38
제3절 학술대회 마무리45
제5장 기초분석보고서 발간 및 자료 활용_47
제1절 기초분석보고서 발간49
제2절 자료의 활용61
제6장 패널 유지 관리 및 홈페이지관리_65
제1절 패널 유지 관리67
제2절 홈페이지 관리70
제7장 5차(2013)년도 조사 설계_73
제1절 표본설계75
제2절 설문지 개발81
제3절 부가조사 계획83
제8장 사업의 평가와 향후 계획_85
제1절 사업의 평가87
제2절 향후 계획91
참고문헌_95
부 록_101
학술대회 보도자료103
학술대회 홍보자료109
학술대회 발표논문 요약문119
패널브리프 각 호155
HCCP 자료 활용 리스트183
HCCP 기업 Report: 기업 문화와 직무인식19
Evaluation on Outcomes and Future Tasks of Meister High School Policy
No full text본 연구의 목적은 지난 5년간의 마이스터고 정책 추진의 경과를 정리하고, 정책의 성과를 평가하는데 있으며,구체적인 연구목표는 다음과 같음
- 마이스터고 정책 추진 경과 분석
- 마이스터고 운영 성과 관리 시스템 운영 현황 분석
- 마이스터고 정책 추진 성과 평가요 약
제1장 서론_1
제1절 연구의 필요성 및 범위3
제2절 연구의 목적6
제3절 연구의 방법6
제2장 마이스터고 정책 추진 경과_15
제1절 마이스터고 정책 추진 배경17
제2절 마이스터고 정책 추진 경과23
제3절 마이스터고 정책 추진을 위한 관련 제도 개선 실태38
제4절 시사점54
제3장 마이스터고 성과 관리 시스템 운영 현황_57
제1절 마이스터고 성과 관리 시스템 구축59
제2절 마이스터고 성과 관리 시스템 운영 결과72
제3절 시사점133
제4장 마이스터고 정책 추진 성과 평가_133
제1절 전문가 조사 결과135
제2절 산업체 인사 조사 결과155
제3절 학부모 조사 결과173
제4절 학생 조사 결과189
제5절 시사점204
제5장 마이스터고 발전을 위한 과제_211
제1절 기본 방향213
제2절 정책 형성 단계 발전 과제215
제3절 정책 집행 단계 발전 과제217
제4절 정책 성과 단계 발전 과제222
참고문헌_225
부 록_22
Study on Qualification in Service Industry(III): Focused on Personal Service
No full text본 연구의 목적은 서비스산업 중 개인서비스업의 교육훈련, 고용 및 국내외 자격 실태를 분석하여 기존 자격에서 나타나는 문제점에 대한 개선 방안을 제시하고, 새롭게 요구되는 개인서비스업 자격을 발굴하며, 정책과 추후 과제를 제시하는 것이다. 구체적인 하위 연구 목표는 다음과 같다.
첫째, 개인서비스업 분야 자격 현황과 실태를 조사하고, 자격의 활용성과 자격제도의 적절성을 종합적으로 분석하여, 기존 개인서비스업 자격의 문제점과 개선 방안을 도출하고, 둘째, 국내외 개인서비스업 관련 양성, 고용, 인력 수급 및 자격 현황에 대한 조사 분석에 기반하여 개인서비스 신설 자격과 자격(안)을 발굴하고, 셋째, 개인서비스업 종사자의 전문성 강화 및 지원을 위한 정책과 세부 사업 도출 그리고 정책 추진에 필요한 종합 계획 수립, 실행 연구 주제 등 추후 연구 과제를 제언하는 데 목적이 있다.This research aims to suggest a solution for the issue raised out of an existing qualification through the comprehensive analysis on the current state in qualification of personal service amid service industry, and thus to develop the newly-demanded qualification in personal service. To attain these goals, the significance, the current state of personal service and its VET have been examined along with an analysis of qualification''s utilization and proposition of drawback, solution, etc., based on the results of research. For the foreign personal service qualification and current state of occupation, those of Japan, France, Germany, Britain and the US were researched and analyzed in comparison with the domestic. The examination for the suitability of a newly-developed qualification was proceeded following the preparation of the criteria and course for its selection to create the demand for it. The further study was offered along with the cultivation of business and the measure related to the qualification system and job creation. The methodology utilized was literature analysis, professions council, survey ,interview, etc.
For its current state, there are about 239 of personal service qualifications with private qualification of more than 70% among them. In this study the portions of service provision and production with management for the personal service qualifications of 239 were compared, while a personal service was prescribed to be ''a job creating profits by satisfying the customer''s demand with individual provision of service''. Among them, the qualifications with higher portion in service-related job were chosen for the examination study. In case of private qualifications, 84 of them were chosen at last for the examination on the preferential basis of repetitions in job specifications between them.
For the utilization of personal service qualification, that of hotel manager(3.70), hotel servant(3.61), tour guide-interpreter(3.66), etc. was appeared to be relatively high among the national qualifications in its governing law, while that of race official(2.86) was low. The utilization in qualification of craftsman such as cook, blowfish(4.0), industrial engineer such as cook, blowfish(3.98), industrial engineer, Chinese food(3.97), patissier(3.94), jeweller(3.94), craftsman in gas(3.87), industrial engineer in boiler(3.84), etc. was upheld among the national technical qualifications. Especially, all the qualifications in the fields of accommodation and restaurant scored the high degree of application above the level of 3.5. By and large the degree of utilization of national technical qualification in personal service was above 3.0, higher than the private qualification. Among the private qualifications, the utilization was presented to be high in the order of a barista(3.82), funeral manager(3.74), shoe fitter(3.66), pet groomer(3.56), etc. The qualification such as international naming consultant(2.97) or dowser(2.98) was in lower use.
For drawbacks and corrective measures for them in personal service qualification, it was founded that a lack of demand in the industrial field and specialization begat the lower the degree of utilization as a drawback at large. Wholesalers, retailers, accommodations and restaurants lacked specialization, while arts, sports, and leisure services lacked a legal basis. Associations, groups, repairs and other miscellaneous personal services were questioned for the absence of systematic and transnational qualification. As the biggest issue raised was that it was strewn with difficulties in the job performance despite the acquisition of qualification in case of a national qualification in personal service, there were numerous voices for the improvement in examination methods and strengthened courses of training as possible solutions. For the private qualification, a lack of utilization and profession of qualification was mainly pointed out for ambiguity of job boundary and its detail as well as absence of systematic education. For corrective measures, it was suggested that the higher quality assurance and profession of qualification needed to be ensured from tightening the evaluation of the agency in charge of examination and management of a qualification.
The criteria for development of new personal service qualification was determined to be the degree of demand for service, profession, need for recognition of competency, job availability, etc. There are 15 newly developed qualifications in jobs such as temple food specialist, catering service, carver, industrial engineer in beverage management, eco-friendly golf course manager, shoe fitter, etc. Although the national qualification showed higher degree of utilization than that of the private in labor market, appropriate examination is inevitable for the relevant assignment in development of new national qualifications as it means a greater burden with social cost incurred for the government to nationalize all the necessary qualifications. It was found that most of personal service workers prefers the national and national technical qualifications with a particular favor of certified private qualification in the fields such as arts, sports and leisure services. Apparently the private qualification should be basically designed and managed by the lead of concerned association or group, while its maintenance is continued by the registration as a private qualification under the supervision of Ministry of Education, Science and Technology. If necessary, the objectivity and reliability as much as the level of national qualification can be obtained between the qualification holder and consumer by the concerned department preparing the related authorization procedures of for the certified private qualification. Among the 15 qualifications ‘craftsman motor vehicles maintenance’ and ‘craftsman motor cycles maintenance’ were found appropriate to be national qualifications as a result of collection views from researchers and professionals in qualification for the type of newly-developed personal service qualifications based on the criteria of selection for national qualification.
The mid-long term measures deducted are the enhancement of profession in cultivation and qualification system, establishment of support system, organization and management of funding for cultivation and support, etc. Firstly the measure of enhancement of profession in cultivation and qualification system is comprised of NCS development, recognition of curriculum and qualification of specialized education and training, criteria development for evaluation of qualification management, amelioration and linkage to employment of existing qualification, measure recognizing sole proprietor''s personal service, etc. The measure of establishment of support system deals with review of its project and legislation, regularization of council for employment and qualification, composition and management of sector council, and establishment and management of platform agency. Also the measure of organization and management of funding for cultivation and support suggested to support education and training as well as reeducation of small business, project for organizing supportive funding, building up and utilization of the online community.
The further studies were suggested in three fields- comprehensive planning, implementation of research project and quality assurance. Firstly the comprehensive planning study for the departmental integration of government, research on the current state and measure of enhancing competitiveness were suggested for the detailed research. For the research project, the study was suggested in development of job specification and NCS, composition of professional qualification and supportive research, establishment and management of qualification, evaluation of performance and drawback, job specification and qualification in amalgamating fields, establishment of sector council, etc. The detailed study in quality assurance was proposed in the research on the evaluation and recognition system of training and qualification, establishment of performance management system related to cultivation, qualification and employment, infra-structure for the enhancement of profession, etc.요약
제1장 서 론_1
제1절 연구의 배경, 필요성 및 목적3
제2절 연구의 범위, 내용 및 방법8
제3절 자격 관련 선행 연구와 이론적 배경16
제2장 개인서비스업 관련 현황_33
제1절 서비스산업의 특징35
제2절 개인서비스업의 범위 및 중요성39
제3절 개인서비스업 현황44
제4절 개인서비스업의 관련 직업 현황53
제5절 개인서비스업 교육훈련 현황77
제6절 요약 및 시사점93
제3장 개인서비스업 자격의 문제점 및 개선 방안_97
제1절 개인서비스업 자격 현황99
제2절 개인서비스업 자격의 활용성 분석108
제3절 개인서비스업 자격의 문제점 및 개선 방안139
제4절 요약 및 시사점149
제4장 국외 개인서비스업 자격 및 직업 현황_153
제1절 일본의 자격 및 직업 현황155
제2절 프랑스의 자격 및 직업 현황166
제3절 독일의 자격 및 직업 현황184
제4절 영국의 자격 및 직업 현황203
제5절 미국의 자격 및 직업 현황214
제6절 요약 및 시사점224
제5장 개인서비스업 자격의 신설 수요_229
제1절 개인서비스업 자격 신설의 방향231
제2절 자격 발굴 절차235
제3절 발굴 자격(안)의 적합성 조사 및 운영 방향242
제4절 요약 및 시사점250
제6장 정책 및 추후 연구 과제 제언_253
제1절 종합 시사점255
제2절 정책 제언258
제3절 추후 연구 과제 제언269
SUMMARY_275
참고문헌_281
부 록_289
[부록 1] 개인서비스업 자격 분류(한국표준산업분류 기준)291
[부록 2] 개인서비스업종별 설문지295
[부록 3] 개인서비스업 자격 신설(안) - 총 15개32
Research on Developing a Model of Self-supporting Vocational Education and Training for North Korean Defectors
No full text남한으로 입국하는 북한이탈주민의 수는 2000년을 기점으로 급상승하기 시작하여 2010년에 북한이탈주민 2만 명 시대가 도래하였고, 이제는 3만 명 시대가 눈앞에 와 있다. 국내에 입국한 북한이탈주민은 일정 기간 신원 조사와 함께 소정의 사회 교육을 이수하고, 이후 임대 주택을 비롯한 주거 시설 제공과 정착 지원금을 받고 사회에 정착하고 있다. 북한이탈주민에 대한 초기의 은혜적이고 온정적인 정착 제도는 2005년부터 자활 자립 정착 제도로 변경하고자 정부와 민간 차원의 인적· 물적 지원이 제공되고 있지만, 상당수 북한이탈주민들은 여전히 사회 적응에 어려움을 겪고 있으며, 특히 정착 기간이 일정 기간이 지났음에도 불구하고 남한 사회에서 자기 자리를 찾아가지 못하는 것이 현실이다. 현재 약 50% 이상의 북한이탈주민이 4대 보험에 등록된 직장에서 일하는 것으로 나타나고 있어 그나마 다행이나 상당수의 북한이탈주민들은 4대 보험의 사각 지대에서 아르바이트로 전전하고 있거나 실업 상태에 놓여 있다. 4대 보험이 적용되는 직장에서 일하고 있는 사람들도 북한의 작업 방식과 전혀 다른 생산 공정에서 일하고 있기 때문에 이들이 남한 직장에서 적응할 수 있도록 기초직업능력의 개발과 더불어 맞춤식 직업교육훈련 프로그램이 매우 필요하다.
정부는 북한이탈주민 보호 및 정착지원에 관한 법률로 정착 제도 개선을 위한 연구와 다양한 지원을 모색하고 있으나 북한이탈주민들이 사회에 적응하고 자립할 수 있는 초기 직업 상담, 직업교육훈련, 취업 등 실제 정착 지원은 체계적이지 못하다는 평가가 있다. 따라서 이 연구의 착안점은 현행 북한이탈주민을 대상으로 한 정착 지원 및 직업교육훈련제도 등을 파악하고, 자립형 직업교육훈련에 도움이 되거나 저해되는 요인을 분석하여 자립형 직업교육훈련 모형을 정착시켜 나가는 데 요구되는 정책 개발과 제도 개선 방안을 마련하는 데 있다.1. Research Background and Objectives
The 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, analyze the factors that help or hinder self-supporting vocational education and training, and develop the policies needed for establishing a self-supporting vocational education and training model and draw up measures to improve its system.
In order to accomplish the goals of this research, it is crucial that the following five tasks be examined intensively, 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 how much this kind of vocational education and training has an effect on the process of North Korean defectors’ employment.
Third, the ultimate goal of vocational education and training provided for North Korean defectors is to make it stand on its own feet. 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 polices 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 the policies appropriate for them so that they can enhance their degree of self-supporting and adaptability to South Korean communities.
2. Research Contents and Methods
North Korean defectors’ being financially independent can be operationally defined as the state where they are employed with four kinds of major insurance, or establish a business and are self-employed, without getting living expenses from the government. Thus, in the sphere of this research are included vocational education and training that can help North Korean defectors be financially independent and all its related resettlement system.
The research methods included a review of literature, in-depth case studies of North Korean defectors, a conference with specialists, and an interview or forum with the focus group.
We analyze the actual and current conditions of vocational education and training for the North Korean defectors through a review of the literature, the concept and contents of a self-supporting vocational education and training model, the present vocational education and training environment for the North Korean defectors, and today’s vocational education and training system for them.
We conducted case studies of the self-supporting vocational education and training through an in-depth interview, one of the qualitative methods, analyzed the North Korean defectors who succeeded or try to stand on their own feet, and try to propose the vocational education and training strategies and self-supporting measures for them.
The subjects for this research are 16 North Korean defectors who, as of February 2012, were successful in a self-supporting type of employment or in establishing a business, or are still trying to settle down. Only those people who had been staying in South Korea for three to five years, were chosen, if possible. We moved from open questions to specific ones for the in-depth interview. The questions were designed to figure out why it was hard to adapt themselves to South Korean society, what their previous occupations were, whether the vocational education and training was difficult or helpful, and whether the job training system has any problems or needs to be improved.
The conferences and forums with the specialists we held to examine North Korean defectors’ resettlement and employment, and the measures related to their basic job skills and development of a self-supporting vocational education and training model were discussed. Especially, we tried to find out their realities and sought the measures to support them through brain-storming in the specialists’ conferences and focus group interviews. Finally, the examples of North Korean defectors’ successful resettlement and vocational education and training, who were successful in being financially independent or who still can’t stand on their own feet at present were analyzed, and their implications were presented.
3. Case studies
Those who are financially independent are positive, willing, and highly motivated for learning. Their network, including their family, shows that, in case they had their family support or were admitted alone, they tend to be independent, excellent in self-control, and good at utilizing the network surrounding them. Their education and work experience in North Korea show that the majority of them graduated from junior college or above, working for a company or school for over a year or serving in the military for 10 years. Their third-world experience is varied and hard to say in connection with South Korea, but they can be said to have stayed and worked for over six months. They are usually positive about living expenses support and stipends for a rental house, resettlement, and employment, but are both positive and negative about the education in Hanawon, and are asking to use resettlement assistants. In case of vocational education and training, many of them visited the Hanawon personnel or job training c enters and got the training by their own will, having a high tendency to work in the same kind of occupation.
In general, the North Korean defectors who failed to be financially independent are lacking in a positive attitude, complacent about life, depressed and unhealthy, and frequently suffering from loneliness at the beginning of resettlement, while some had a strong will to stand by themselves. Even though they have their family, children, and the Hanawon network, their education and work experience in North Korea do not play a big role compared to those in the successful cases. They are subject to physical diseases or emotional difficulties from having a hard time when they go through the third world. They are highly dependent on government subsidies or support funds, and fail to get job training due to broker or living expenses or health problems. As a result, they tend to work part-time at restaurants or other places; otherwise, they have a hard time finding a job owing to prejudice in workplace or their health.
4. A self-supporting vocational education and training model
We proposed a job training model necessary for establishing a self-supporting type of vocational education and training model through a review of literature, case studies of self-supporting vocational education and training, and conferences and forums with the specialists. We have developed (1) a self-supporting vocational education and training model for those at the beginning stage of entrance, (2) a self-supporting vocational education and training model for those who stayed for 3-5 years, and (3) a self-supporting vocational education and training model by job classification.
First, they can be classified into the following eight categories on the basis of their physical health, positive consciousness, and basic job skills at their beginning stage.
(1) physical health, positive consciousness, basic job skills
(2) physical health, positive consciousness, no basic job skills
(3) physical health, negative consciousness, basic job skills
(4) physical health, negative consciousness, no basic job skills
(5) physical disease, positive consciousness, basic job skills
(6) physical disease, positive consciousness, no basic job skills
(7) physical disease, negative consciousness, basic job skills
(8) physical disease, negative consciousness, no basic job skills
Second, those who stayed for 3-5 years after entrance need to be reexamined after getting customized support through a diagnosis at the beginning of resettlement. Because there is a big adaptability deviation among North Korean defectors, support is needed depending on their job training, employment and self-supporting types as follows.
a. Cases where they got their job training, were employed in the same business, and are financially independent
b. Cases where they got their job training, were employed in the same business, but are not financially independent
c. Cases where they got their job training, were employed in a different business, and are financially independent
d. Cases where they got their job training, were employed in a different business, but are not financially independent
e. Cases where they got their job training, were not employed, and are not financially independent
f. Cases where they did not get their job training, but are financially independent
g. Cases where they did not get their job training, were employed, but are not financially independent
h. Cases where they did not get their job training, lost their jobs, are not employed, or work part-time, and are not financially independent
By job classification, a variety of different job models which include self-employment, public offices, production, sales and services, agriculture and fishery, a community model, and a professional model can be proposed.
5. Policy proposals
Based on the above models, the policies necessary for North Korean defectors’ self-supporting job training model have been proposed, as follows:
Self-supporting vocational education and training policies at the beginning stage of entrance: First, it is required that a team able to diagnose both physical and mental health be formed so that a diagnostic tool that can check North Korean defectors’ health and positive sense be developed.
Second, it is urgent to develop a diagnostic tool that can check North Korean defectors’ basic job skills, through which a program that can develop their weak basic job skills should be developed.
Third, based on the program, it is desired that professional consultants be cultivated so that North Korean defectors’ career guidance can be strengthened. Above all, we can use a primary successful employment package for a diagnosis of their career paths, but need to use the career path program developed for them later.
Self-supporting vocational education and training policies for those who have stayed for 3-5 years: a new diagnostic tool different from that for the beginning stage of entrance needs to be developed. Because there are also cases where basic job skills were developed through various channels as they began to settle down in Korea, we need to do in-depth research on the development of basic job skills needed by job classification. As seen in the cases above, a differentiation in the degree of self-supporting among North Korean defectors can be significant 3-5 years after their entrance. Those who became financially stable through employment and employment grants continue their career development through in-house job training, and it is necessary to strengthen consultation about their career guidance and career development so that they can remove the causes in case they keep quitting a job or transferring to another job. It is also desirable to create a cooperative project with the Ministry of Unification, the Ministry of Employment and Labor, and the Ministry of Education, Science and Technology in connection with the second Hanawon in Hwacheon, the purpose of which is to reeducate and which will be completed in December 2012
Vocational education and training policies by job classification: training about the system and knowledge needed for business methods, public relations, accounting, etc. should be provided for North Korean defectors free of charge before support funds for establishing a business. The following job training is needed in order to bring them up to be in charge of carrying out a business, not as an intern to take care of simple counseling or a survey in public offices. In other words, there needs to be education in basic bills related to computers, word processing, and administration and secondary in-house job training that enables them to be responsible for their department and make it expand.
Although many North Korean defectors take job training courses connected to production now, few people advance to the same kind of business after getting job training and acquiring a certificate. Thus, professional job consultation is required so that they can learn the job skills they want. The job training in the same kind of business for North Korean defectors is necessary for settling down in South Korea and for understanding capitalism.
Furthermore, in case they want to be self-employed, it is imperative that they get vocational education in marketing. In case of North Korean defectors, many of them experienced agriculture on North Korea''''s collective farms. If they settle down in farming and fishing villages with their experience in North Korea, they can get better results than being employed in a unfamiliar business. They can even contribute to the development of farming villages by implementing the job training for learning agricultural skills demanded for their resettlement and by leasing farmland.요약
제1장 서 론_1
제1절 연구의 배경과 목적3
제2절 연구의 내용과 방법5
제3절 연구의 정의, 범위 및 모형개발 과정9
제2장 이론적 배경과 선행 연구_11
제1절 이주 및 노동 시장13
제2절 북한이탈주민들의 특성16
제3절 북한이탈주민의 직업교육훈련22
제4절 북한이탈주민의 자립28
제5절 시사점37
제3장 북한이탈주민 대상 현행 직업교육훈련 환경 분석_39
제1절 북한이탈주민 정착 지원 체계41
제2절 북한이탈주민 취업 지원 체계52
제3절 북한이탈주민의 직업교육훈련시스템 분석60
제4절 북한이탈주민 대상 직업교육훈련의 문제점과 시사점72
제4장 북한이탈주민 직업교육훈련 관련 심층 면담 사례_77
제1절 사례 조사의 개요79
제2절 심층 면담 사례 조사 결과84
제3절 사례 분석 및 논의126
제5장 북한이탈주민의 자립형 직업교육훈련 모형 개발_135
제1절 모형 개발의 의의137
제2절 자립형 직업교육훈련 모형 개발138
제3절 자립형 직업교육훈련 모형 구축을 위한 제도 개선167
제6장 결론 및 정책 제안_185
제1절 결론187
제2절 직업교육훈련 정책 제안191
Summary_205
참고문헌_217
부 록_229
1. 심층 면접을 위한 준비 사항231
2. 자립형 직업교육훈련 모형을 위한 심층 면접지(안)232
3. 북한이탈주민 사례 면담 적용 요약23