Korea Research Institute for Vocational Education and Training
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A Study on the Utilization of Retired Professionals in Jobs for Social Commitment and Contribution
No full text본 연구에서는 과학기술, 경영, 교육 등의 분야에서 퇴직전문인력의 장기간 축적된 관련 전문지식 및 노하우를 공공기관, 비영리단체, 사회적기업 등의 자문 및 컨설팅, 멘토링, 강의 등 다양한 방면으로 활용을 활성화하는 구체적인 방안을 마련하여 퇴직전문인력들이 새로운 사회활동에 성공적으로 참여해 나갈 수 있도록 원조하는 체계를 모색하고자 한다.Despite of rapid aging society, the number of retired professionals has sharply increased because baby boomers have been forced to retire from various labor markets due to retirement system and corporate restructuring. Ironically though, while the massive retirement of baby boomer generation in their middle-old age with vast professional careers and experiences contributes to the increases in the number of available professionals, a great number of non-profit organizations and social enterprises under poor financial structure still suffer from chronic lack of professionals. Therefore, there is an urgent need for the development of a strategic plan to better utilize the available retired professionals by continuously allocating them at suitable workplaces such as public institutions and social enterprises so that they can share their acquired knowledge, experiences and expertise therein.
Accordingly, this study aims at providing a specific and detailed strategic plan to make a full utilization of the accumulated knowledge and know-hows of the retired professionals in the fields including scientific technologies, business administration, education, and the like, in order to help public institutions, non-profit organizations, and social enterprises by assisting them with consultations, advices, mentoring, lectures, etc. Therefore, it can establish a mutually beneficial concrete system to enable the rapid professionals to activity participate with great success in new social activities.
In order to achieve the above goals, this study was conducted as follows.
First, a vast amount of related documents and informative data were collected and analyzed to investigate the current situations of recruitment and job hunting of retired professionals in seeking public interest jobs as well as the theories and systems regarding the retired professionals and social contribution jobs.
Second, a demand survey was conducted for recruiting companies, such as non-profit organizations and social enterprises which can offer social contribution jobs to the retired professionals, via telephone survey for each respective party followed by intensive interviews thereafter.
Third, the investigators involved in this study paid direct on-site visits to the organizations known for their excellent operation of social contribution jobs to retired professionals, conducted interviews with the concerned parties and investigated a few good exemplary cases.
Fourth, the current situations and conditions of utilizing public interest jobs by the retired professionals and the model examples in advanced countries such as the U.S., the United Kingdom, and Japan were investigated via online surveys and/or documents available.
Based on the above results, a draft strategic plan was prepared for promoting the utilization of the social contribution jobs by the retired professionals. and it was finalized through committee meetings and experts conferences.
The major research results and policy proposals finally drawn from this study are set forth hereunder.
First, in light of the continued growth and maintenance of new job seekers at middle-old age in 2011 since their drastic increase in 2010, it is expected that there will soon be a rush of retired professionals into various job markets. As the baby boomers reach retirement age a growing number of people will look for the places where they can continue to work. Some may be desperate to find any open positions to manage their livelihood while others may prefer to have a place to exploit their rich experiences and accumulated specialized knowledge and specific know-hows. Therefore, it is essential that sufficient job openings be continuously prepared and developed in various work fields to accommodate those retired professionals.
Second, Although a growing number of retired professionals who wish to participate in social contribution activities exists the social contribution jobs available for these people are very limited. Therefore, it is imperative that a large number of new social contribution jobs be created and new employments be provided for the expansion of the participation of these people over the entire society of the nation being driven by a well-established governmental strategic plan. In other words, it is preferable that allowances for the retired professionals on their social contribution activities and per diem allowance and travel expenses be supported via governmental subsidies; surveys on the demand with respect to the required human resources, fields of activities, details of required work assignments be performed systematically on a national scale; and the result of utilization of the retired professionals in the public sectors be reflected on the evaluation of public institutions.
Third, it is also preferable that preliminary training and education be provided to the retired professionals regarding the basic job knowledge such as computer literacy before they are placed into the public interest job positions so that they can more effectively contribute themselves to the assigned social contribution activities. If the retired professionals intend to perform only based on their previous work experiences and theoretical knowledge they have acquired without grasping the real conditions of the environment and situations of the public interest jobs, it is most likely that they would not be able to perform their assigned work with strong practicability and adaptability. Therefore, it is absolutely essential that the retired professionals, after being recruited and selected, take necessary educational programs and only those who have successfully completed these programs be given the opportunities to participate in the social contribution activities.
Fourth, due to the presence of various governmental departments and administration offices involved in the utilization of middle-old aged people, it is not quite unusual to see the middle-old aged people, although working at the same place with the same type of work, are placed therein by the support of different administration offices. Further, the difference in their wage system also raises an unexpected difficulty in the management of these people by the administration offices. Hence, it is preferable that a cooperative committee (tentatively named as “cooperative committee for utilization of retired professionals”) be established so that these middle-old aged retired professionals can be controlled under an appropriate management aided by the government.
Fifth, it is necessary to establish a general information supporting center which can interconnect the retired professionals and the social contribution jobs offering institutions so that the retired professionals can systematically get accessed to the information on the social contribution jobs available suitable for them, whereas the social contribution jobs offering institutions can also easily obtain the information on the available retired professionals. The general information supporting center of social contribution jobs for retired professionals (provisional) is deemed necessary to assist the provision of jobs related to social contribution activities of the retired professionals, consultations and educations and trainings for them, and it is preferable that the center be separated in its role into a central organization and a respective local institution.
Sixth, there is a limitation in assigning important tasks which require responsibilities to these retired professionals in their new work environment, and it also poses a problem in terms of labor cost to hire retirees within the limited budget. Therefore, it is preferable that, once retired professionals are employed in a social contribution job offering institution, the very institution be allowed to create a work group therein for the practical utilization of these people and also exempt their wages from the total labor cost budget of the institution. To this end, it is essential that the improvement in the judicial and institutional procedure related to organizational structure of public institutions and their budget system.요약
제1장 서론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 4
제3절 연구의 방법 5
제4절 기대효과 및 활용 방안 7
제2장 퇴직전문인력의 사회공헌일자리 활용 관련 이론 및 제도 고찰_9
제1절 퇴직전문인력 및 사회공헌일자리의 정의와 범위 11
제2절 퇴직전문인력의 사회 참여와 주요 활동내용 24
제3절 퇴직전문인력의 경제활동 실태와 향후 전망 34
제4절 시사점과 함의 54
제3장 퇴직전문인력의 사회공헌일자리 수요조사 결과 분석_57
제1절 수요조사의 개요 59
제2절 분야별 수요조사 결과 60
제3절 시사점과 함의 97
제4장 퇴직전문인력의 사회공헌일자리 활용 국내사례 조사결과 분석_99
제1절 사례조사의 개요 101
제2절 분야별 사례조사 결과 102
제3절 시사점과 함의 119
제5장 선진외국의 퇴직전문인력 사회공헌일자리 활용사례 연구_123
제1절 사례조사의 개요 125
제2절 국가별 사례조사 결과 126
제3절 시사점과 함의 143
제6장 결론 및 정책 방안_147
제1절 결 론 149
제2절 정책 방안 153
SUMMARY_171
참고문헌_177
부 록_181
1. 퇴직전문인력 사회공헌활동 수요조사지183
2. 국내외 우수사례 조사지 186
3. 고령자 워크넷 자료 요청서18
A Study on Evaluation System of Vocational Training Policies
No full text본 연구는 직업훈련정책 평가에 대한 개선 방안을 제언하는데 목적이 있다. 이를 위해 정책평가와 성과분석에 대해 이론적으로 논의하고 직업훈련정책 성과분석 계량모형을 정리함으로써 직업훈련정책 평가체계 마련을 위한 정책 방안을 도출하고자 한다.The purpose and contents the study
The purpose of the study is to suggest establishing the evaluation system of vocational training policies. For this purpose, the theoretical framework and the change of vocational training policies were reviewed, and the applicability of policy evaluation in vocational training was derived from analyzing the results of Vocational Ability Development Accounts(VADA). Also, the case studies of overseas were conducted with regard to the policy evaluation in vocational training in which signigicant implications were identified for Korea.
The Change of Evaluation System of Vocational Training Policies
The evaluation of vocational training has been changed with the change of vocational training policies. The three systems are represented as follows.
- The vocational training accreditation system based on the vocational training criteria
- The accreditation & evaluation system of training courses and training institutions
- The implementation system of screening for suitable training courses of VADA
First, over the vocational training accreditation system, there are a lot of things to do to receive accreditation such as writing a syllabus, investment in equipment etc.; however, a few overt feedback systems were showed after getting the accreditation except for making a simple report or a cheek-up.
Second, over the accreditation & evaluation system of training courses and training institutions, the requirements of training courses and training institutions for accreditation and evaluation were prepared. Based on the requirements, training courses and training institutions are evaluated. And with the results of the evaluation, the accreditation was implemented.
Third, over the implementation system of screening for suitable training courses of VADA, the training courses of which the training institutions want to gain accreditation were screened by the examiners. The examiners were employed by the institutions which were left in charge of the screening from the Ministry of Employment and Labor in order to determine the necessity of supports and suitability of contents through professionalism.
The approaches for analyzing the results of vocational training policies
In the early ages, the evaluation of vocational training policies had been conducted with simple regression analysis (like OLS) to know employment status and wage effect. But nowadays comparing the trainees or training institutions according to the participation or nonparticipation has been focused to measure the policy effect. In this case, there could be a possibility to cause selection bias which mean selecting participants and non-participants from different parent population.
In order to overcome the weakness, various non-experimental approaches are adopted and utilized as follows. Instrumental Variables(IV) is a typical approach when the resources are cross sectional data. Panel data including at least two different time series before and after the participation of a program or Difference In Differences(DID) becomes a useful approach when the sample programs come from the same parent population. And cross sectional data exist before and after the program is implemented. Propensity Score Matching(PSM) is the approach that compares the apparent attributes of participants with that of non-participants so that the effects of the program can be estimated. Regression-Discontinuity Model(RDD) is one of the approaches which estimate the treatment effect in non-experimental study. An apparent allocated variable causes a sharp discontinuity according to the excess status of the critical value. These approaches with regard to the evaluation of vocational training policies are capable of analyzing training and labor market results of vocational training investment.
The applicability of evaluation model of vocational training polices
Focused on training courses, it is important for the evaluation of vocational training policies that the attributes of suitable training courses of VADA, and the results of the suitable training courses in training and labor market are analyzed.
Therefore, in regard with the suitability of courses of VADA, the standards of screening were verified by the results analysis. Also, for the suitable training courses, the selection concentrativeness of screening standard and the relationship between training and labor market results were identified. Training investment indicators, training result indicators, and the results indicators of the labor markets were determined, And then the reviewed approaches are applied to analyze the results of VADA.
The implication and the cases of evaluation of vocational training policies in overseas
Most countries in overseas are agree with the necessity of evaluation of vocational training policies; however, each country deals with it differently. For example, in France and Germany, the evaluation of training courses is not implemented, but self-regulated. They only conduct the evaluation related to the funding of vocational training. Meanwhile U.S. actively implements the evaluation of policy effect. In Japan, even though they have pre and post evaluation system, it does not work. In terms of the evaluation organization of vocational training policies, in U.S. and Japan, central government takes in charge of the evaluation. But France decentralizes the evaluation systems including central government, local government, The institutions for coordination, labor relation, training institutions. Among the cases, they need to build and reorganize database system in order to conduct a proper evaluation of vocational training and develop the indicators.
The improvement of evaluation system of vocational training policies
The evaluation of vocational training policies needs to be implemented according to the characteristics of the vocational training. Especially, it needs to establish a proper evaluation system to strengthen the functions of vocational training and guarantee the quality of the training. The improvement of the evaluation system is suggested as follows.
First, evaluation indicators in regard with training investment, training results and labor market results need to be systemized in order to measure the effectiveness and efficiency.
Second, it should be invested a lot to establish the database based on the evaluation indicators. For the evaluation, management system for the database needs to be build. Third, the evaluation of vocational training should be linked to the evaluation functions of training institutions so that the evaluation of training and results could be conducted at the same time.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적3
제2절 연구 내용 및 보고서의 구성7
제2장 직업훈련정책 평가 이론적 틀 및 제도 변화_11
제1절 직업훈련정책 평가 이론적 틀13
1. 정책평가 이론 13
2. 직업훈련정책 평가 범위19
제2절 직업훈련정책 평가제도 변화22
1. 직업훈련기준에 의한 인정직업훈련 인가 시기24
2. 직업능력개발 훈련과정 인·지정과 훈련기관 평가 시기26
3. 직업능력개발계좌제 적합훈련과정 심사운영 시기33
4. 세 가지 체제의 특징 비교36
제3장 직업훈련정책 평가 방법론_41
제1절 직업훈련정책 성과분석 계량모형43
1. 데이터의 표본선택편의 문제44
2. 비실험적 계량분석 방법론 고찰48
제2절 직업훈련정책 성과분석 선행연구64
제3절 직업훈련정책 평가 적용가능성 모색: 직업능력개발계좌제 심사사업을 대상으로72
1. 직업능력개발계좌제 적합훈련과정 심사 개관72
2. 직업능력개발계좌제 심사의 분석모형 적용을 위한 조건79
제4장 직업훈련정책 평가 외국 사례 및 시사점_99
제1절 외국의 직업훈련정책 평가 사례101
1. 일본101
2. 미국106
3. 독일111
4. 프랑스114
제2절 종합 및 시사점117
제5장 직업훈련정책 평가 개선 방안_123
제1절 연구 결과 요약125
제2절 직업훈련정책 평가 개선 방안 제언128
1. 직업훈련정책 평가를 위한 데이터베이스 구축 및지표 개발129
2. 직업훈련정책 평가 절차 개선133
3. 훈련기관 평가기능과의 연계134
SUMMARY_137
참고문헌_14
A Study on University Graduates’ Employment Rate with Consideration on Specific Features of Major
No full text본 연구에서는 학과별 취업률이 격차를 가지는 현실적인 상황에서 학과 구성상의 차이로 인한 대학취업률 산정의 문제점을 살펴보고, 계열별 대학취업지수를 이용한 대학취업률 산정의 보정방안을 제시하고자 한다. 전공계열별 특성을 반영하여 대학취업률을 보정함으로써, 취업에 불리한 영역으로의 특성화를 도모하는 대학에 대한 평가 불이익이 완화 및 해소되며 특성화 정책의 원활한 진행이 기대될 수 있을 것이다. 이외에, 성별 효과, 지역별 효과에 대한 분석을 통해 취업률 산정의 추가적인 보정에 대한 사회적 합의의 필요영역을 제시한다.Ⅰ. 서론 2
Ⅱ. 관련 연구 및 정책 검토 3
Ⅲ. 분석자료와 기초분석 6
Ⅳ. 취업률 영향요인: 전공, 성, 지역 효과 13
Ⅴ. 대학취업률 산정방식 보정(안) 24
Ⅵ. 결론 29
참고문헌 31
[부록] 3
Do Flexible Labor Markets Help Youth Get a Job? : A Comparative Analysis of OECD Countries
No full text청년 고용 성과 제고를 위한 수요 중심 정책에서는 노동시장에서의 채용과 해고에 관한 규제를 완화하여 신규 채용과 일자리 이동을 촉진하려 하고 있음. 이 글에서는 고용보호제도와 실업보험, 적극적 노동시장 정책이 상호 작용하여 청년 고용 성과를 좌우한다는 점에 주목하여 청년 고용 문제의 해법을 노동시장의 제도적 상호보완성의 구조와 동학에서 찾고자 함. 이를 위해 OECD 16개 국가의 패널자료를 실증 분석한 결과 고용보호제도 규제 완화를 통한 노동시장 유연화는 청년 고용성과 확대에 기여하지 못하는 것으로 나타났음. 반면 실업보험과 적극적 노동시장 정책은 직접 또는 다른 제도와의 상호작용 효과를 통해 청년고용 성과 제고에 기여하고 있음. 따라서 청년 일자리 확대를 위한 정책 방향은 노동시장 규제 완화보다는 실업보험 관대성과 적극적 노동시장 정책 지출 확대를 위한 정책 패키지에 초점을 두어야 함.Ⅰ. 배경 및 문제점: 노동시장 유연화는 청년 고용 확대에 기여하는가? 2
Ⅱ. 조사 및 분석 결과: OECD 주요 국가의 고용보호제도와 청년고용 성과 4
Ⅲ. 정책제언 27
Ⅳ. 기대효과 30
참고문헌 32
[부록 1] 통계 모형 37
[부록 2] 한국의 노동시장 주요제도의 현황 3
Transitional Labour Markets: Theory and Policies
No full textIn the flexible labour market of today, labour force transitions occur frequently. Such transitions are in genera accompanied by the deterioration of the position of the labour force in the labour market. This inevitably leads to resistance against the transition itself, which constrains the flexibilization of the labour market. Therefore the management of social risks within the transition process and the provision of security within the labour market are required to ensure the flexibilization of the labour market. In other words, the achievement of the right balance between flexibility and security(flexicurity) is important in today’s labour market.
The theory of transitional labour markets(TLM) which has been developed since the middle of the 1990s in Europe maintains that flexicurity should be achieved during the whole life-course of an individual through the management of the social risks which occur during the transition processes in the labour market. It identifies the five main types of labour market transitions as 1) transition between education/training and employment, 2) transition in the various employment relations, 3) transition between(unpaid) private or family-based activities and employment, 4) transition between unemployment and employment, and 5) transition between disability/retirement and employment. The TLM theory defines transitional labour markets as the institutional arrangements that promote smooth transitions through the management of the social risks intrinsic to these transition processes, and insists on the achievement of flexicurity through TLMs.
While interest in this theory has also been on the rise in Korea, the basic understanding of the theory in and of itself remains limited. To this end, the present study primarily focused on the development of the correct understanding of this theory, and the bringing about of a theoretical system of TLMs that includes the following elements: definition of the concept, methodologies based on the life-course perspective, social risk management through TLMs, TLMs and flexicurity, labour insurance and the governance of TLMs.
Thereafter, this study reviewed five labour market policies and social policies in European countries which are regarded as having put in place “good practices” under the TLM theory: the vocational education and training system in Switzerland, the work time accounts in Germany, the short-time work in Germany, the family-friendly welfare policy in Sweden and the active aging policy(FINPAW) in Finland. Some policy implications for Korea were then derived based on a review of these policies
우수 기업의 근로자 인식과 인적자원개발 활동
Get PDF○ 기업이 지속적으로 경쟁우위를 확보하기 위해서는 지식의 주체인 사람을 어떻게 확보하고 활용하는지가 매우 중요함.
- 인적자원개발 활동은 근로자 개인의 기업에 대한 다양한 인식과 조직의 성과에 긍정적인 영향을 주고 있음
- 인적자원개발 활동은 1인당매출액 등의 재무성과와 신용등급 등에 긍정적인 영향을 주고 있음.
○ 본고에서는 인적자본기업패널 3차(2009)년도 자료와 NICE신용평가(주)의 2008년도 신용평가 자료를 이용하여 신용등급이 최상급과 상급인 우수기업에 대한 근로자의 인식과 인적자원개발 활동에 대해 분석함.
○ 분석 결과, 신용등급이 높은 우수 기업에서의 근로자의 인식은 비교적 긍정적이며, 우수 기업은 근로자의 능력 향상을 위해 다양한 인적자원개발활동을 실시하고 있음.
○ 결론적으로 경영진은 근로자들의 인식 변화를 위해 조직문화를 개선하여야 하며, 기업의 성과 향상을 위해 생산성과 경쟁력의 주체인 근로자들의 능력을 개발하기 위해 노력해야 함.
Ⅰ. 서론
Ⅱ. 분석자료
Ⅲ. 우수 기업에서의 근로자 인식
Ⅳ. 우수 기업의 인적자원개발 활동
Ⅴ. 결론 및 시사
직업능력개발 현황과 조사통계
No full text○ 사회적으로 직업능력개발에 관한 관심이 확대되면서 통계청이나 고용노동부 등 정부부처는 물론 한국직업능력개발원이나 한국노동연구원 등 국책연구기관에서도 직업능력개발의 실태를 파악하고 정책 방안을 마련하기 위해 다양한 통계를 작성하고 있으며, 기존에 작성해 오던 통계에서도 직업능력개발에 관한 질문을 추가하는 경우가 많아짐.
○ 본 연구에서는 국내에서 생성되는 주요 조사통계 가운데 직업능력개발의 현황을 파악할 수 있는 조사통계의 현황을 파악하고, 동 자료를 분석하여 우리나라 직업능력개발의 현황을 살펴봄.
○ 이를 위해 통계청에서 작성하고 있는 가구단위 조사통계인 경제활동인구조사 근로형태별 부가조사, 지역별 고용조사, 가계동향조사, 생활시간조사를 분석하였고, 기업체 조사로는 고용노동부의 기업 직업훈련실태조사와 기업체노동비용조사를 검토함.
○ 분석 결과는 가구(개인)와 기업 단위로 나누어, 훈련참여율과 훈련시간(기간), 훈련비용의 세 측면으로 나누어 입체적으로 제시함. 다만 이는 훈련실적에 한정된 지표이므로, 향후 훈련성과를 보여주는 통계의 개발이 필요함.
Ⅰ. 머리말
Ⅱ. 직업능력개발 관련 조사통계 현황
1. 가구조사
가. 경제활동인구조사 근로형태별 부가조사(통계청)
나. 지역별 고용조사(통계청)
다. 생활시간조사(통계청)
라. 가계동향조사(통계청)
2. 기업체 조사
가. 기업 직업훈련실태조사(고용노동부)
나. 기업체노동비용조사(고용노동부)
Ⅲ. 직업능력개발 실시 현황
1. 가구조사 분석 결과
가. 직업교육훈련 참여율
나. 직업교육훈련 시간
다. 가계의 직업교육훈련 지출
2. 기업체조사 분석 결과
가. 기업의 직업교육훈련 실태
나. 기업의 교육훈련비용
Ⅳ. 맺음
Personal Characteristics Influencing Self-leadership among Adults
No full text본 연구에서는 서울, 경기 및 부산 지역에서 표집한 총 495명의 성인들을 대상으로 셀프리더십의 수준(상·하)에 따른 두 집단 간에 어떠한 개인적 특성 차이가 나타나는지, 두 집단 간 유의한 차이를 나타내는 개인적 특성 변인 중 셀프리더십 수준에 따른 두 집단을 예측 해주는 변인이 무엇인지 탐색하고자 하였다. 그 결과, 셀프리더십 수준이 높은 성인들(상 집단)은 셀프리더십 수준이 낮은 성인들(하 집단)보다 창의적인 인성을 지니고 있으며, 자율성·유능감·관계성의 심리적 기본 욕구가 잘 충족되어 있고, 내적 통제소재를 가지고 있으며 내재적으로 동기화 되어 있고 외향적이며 성실하고 친화적이며 경험에 대해 개방적인 것으로 나타났다. 또한 셀프리더십 수준에 따른 두 집단 간 유의한 차이를 보이는 하위 요인들이 셀프리더십을 얼마나 예측해주는지를 살펴본 결과, 관계성, 내재적 동기, 성실성이 두 집단을 87.0% 정확하게 예측해 주는 것으로 나타났다. 따라서 향후 성인들의 셀프리더십 증진을 위해 관계성, 내재적 동기, 성실성을 함양할 수 있는 요소들을 투입한 셀프리더십 프로그램이 개발될 필요가 있는 것으로 판단된다.This study was to explore whether adults with higher self-leadership have higher personal characteristics such as creative characters, psychological basic needs (i.e., autonomy, competence, and relatedness), intrinsic motivation, internal locus of control, and the Big 5 personality traits than those with lower self-leadership (SL). In this study, 495 adults were classified into two groups based on scores of the Revised Self-Leadership Questionnaire (RSLQ): high SL group and low SL group. Multivariate Analysis of Variance (MANOVA) was performed to investigate group differences on their personal characteristics. The findings showed that high SL group had higher personal characters, psychological basic needs, intrinsic motivation, internal locus of control, and four factors of the Big 5 personality traits (i.e., openness to experience, conscientiousness, extraversion, and agreeableness). A binary logistic regression analysis showed that 87.0 percent of the adults in this study were accurately classified as either high SL group or low SL group in respect to the relatedness, intrinsic motivation, and conscientiousness. Implications of the findings were discussed
The Employment for Older Workers and the Wage Structure in Korea
No full text본 연구에서는 한국의 고령자 임금 체계를 분석하기 위해 경력-임금 곡선과 근속-임금 곡선을 산업별·직종별로 추정하였다. 근속연수-임금 곡선이 가파른 이유는 기업특수적 인적자본(firm-specific human capital)의 축적이 많거나, 연공급적 성격으로 임금이 상승하는 경우이다. 실증분석에 의하면, 기업특수적 인적자본의 축적이 거의 없는 전문가와 미숙련근로자를 포함한 모든 직종에서 근속-임금 곡선이 가파르게 나타났다. 이는 아직까지 우리나라 기업들이 연공급제에 의한 임금체계가 주를 이루고 있다는 것을 보여준다. 또한, 산업별 분석에서도 기업 내부자-외부자 간 임금격차 역시 큰 편으로 나타났다. 향후 임금 유연성을 제고하기 위해서는 기업 내부의 임금체계를 능력, 직무 및 성과 중심의 임금체계로 전환하는 것이 필요하다. 임금체계 유연화가 이루어지지 않으면 임금피크제도, 정년연장, 재고용 등의 정책이 모두 효과를 보이기 힘들기 때문이다.This paper analyzes the wage structure in Korea by occupation and by industry. To identify whether the wage structure is productivity-based or seniority-based, experience-wage profiles and tenure-wage profiles are estimated. The empirical analysis finds that tenure-wage profiles are steeper than experience-wage profiles in all occupations and in all industries. The steep slope of the tenure-profiles imply either large accumulations of firm-specific human capital or the seniority-based wage structure.
Especially, the slopes of tenure-profiles are very high for both specialist and unskilled workers who do not have much firm-specific human capitals. This finding shows that seniority-base wage structure are still prevalent in Korean firms. Without the productivity-based structure, however, any measure to increase the employment and/or the hiring for older workers would be ineffective
The Influence of Workplace Learning on Employee Competence Improvement in Small and Medium-Sized Enterprises
No full text본 연구는 중소기업에서 근로자들의 일터학습 참여가 직무능력향상에 어떠한 영향을 미치고, 또 개인특성 및 학습지원환경이 일터학습에 어떠한 영향을 미치는지를 실증적으로 분석하였다. 본 연구는 전국의 중소기업을 업종, 규모, 지역에 따라 표집하였으며, 최종적으로 중소기업 근로자 497명의 응답을 분석에 활용하였다.
연구 결과, 개인특성과 학습지원환경은 근로자들의 일터학습 참여에 정적으로 유의한 영향을 미치고, 일터학습 참여는 중소기업 근로자들의 직무능력향상에 정적으로 유의한 영향을 미치는 것으로 나타났다. 특히 중소기업의 학습지원환경이 근로자 일터학습 참여에 미치는 영향력은 개인특성이 일터학습 참여에 미치는 영향력보다 큰 것으로 드러났다. 또한 중소기업 근로자들의 직무능력은 구조화되고 계획화된 교육훈련 참여와 동료 및 선후배 등과의 상호작용을 통한 자기주도적 학습활동에 의해 향상될 수 있는 것으로 밝혀졌다. 이러한 연구결과를 바탕으로 본 연구에서는 이론적·실무적 시사점과 향후 연구를 위한 방향을 제시하였다.This study pursues to analyze the influence of workplace learning on employee competence improvement, and investigate the influences of personal characteristics and supportive learning environment on workplace learning.
This study employed a set of sample collected from 497 employees through a proportional stratified sampling. The results showed that personal characteristics and supportive learning environment have significantly positive impact on workplace learning, and workplace learning has significant and positive impact on employee competence improvement. It is found that employee competence can be improved by workplace learning such as planned and structured programs as well as social interactions and self-initiated learning activities