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A Study on Manpower Supply and Demand Prospect System for the Establishment of Higher Education HR Policy (I)
No full text본 연구는 이러한 필요성과 문제의식을 절감하고, 2011년부터 2013년에 걸친 3개년도의 연구로서, 고등교육 인재정책 방안을 수립하기 위한 중장기 인력수급 전망체제를 구축하고, 이를 토대로 저출산·고령화 사회에 대비하여 국민경제의 잠재성장력을 극대화하여 지속적인 성장을 견인해 나갈 수 있는 방안을 모색하는 데 목적이 있다.1. Outline of the Study
It’s necessary to construct a manpower demand and supply forecasts system so that policies on higher education talent to lead sustained growth may formulate. The construction is needed from the great contribution aspect to the mid and long-term national development by establishing policies on higher education talent based on the more reliable forecasts of manpower demand and maximizing potential growth power of the national economy.
The manpower training needs to be pushed forward with its policies, reflecting the further manpower demand and supply forecasts based on the real current state of manpower under med and long-term plans. The classification system on training and utilizing human resources should be constructed by sectoral characteristics.
This study aims to seek policies that can lead maximizing potential growth power of the national economy and its sustained growth for the low fertility and aging society by constructing the med and long-term manpower demand and supply forecasts system to make policies on higher education talent.
As for the annual purpose of this study the analysis progress of the current state and problems with higher education talent policies was conducted over the 1st year. Its purpose was to construct the long-term manpower demand and supply forecasts system for establishment of higher education talent policies that reflected the change of environments both inside and outside plus variability of the industry structure and labor market, based on developing a macroeconomic econometrics model that characteristics and structure of Korean education market were reflected.
Over the 2nd year it will be conducted to reform and build up the manpower demand and supply forecasts-related statistics infrastructures to improve reliability of the mis and long-term manpower demand and supply forecasts model plus building up the new statistics infrastructure to enlarge its generality of results utilization of the forecasts model over the 1st year. Its purpose was to conduct the manpower demand and supply forecasts by majors with the subject of the higher education sector.
The purpose over the 3rd and last year of the study is to set up a linkage system for the sectional mid and long-term manpower demand and supply forecasts and improvement of compatibility between sections by sectional forecasting a couple of selected core sections which will lead growth in the higher education sector and building the sectional forecasts linkage system between the comprehensive higher education and core sections.
2. Current Status and Future Trend of Higher Education Talent Policies
The scale of Korean higher education achieved quantitative expansion but problems with the vulnerable college and university education competitiveness and its various sections have been emerging as major issues lately owing to low qualitative competitiveness of their education and research. International researches have revealed hat the Korean college and university competitiveness is still vulnerable and their education competitiveness is most notably at a very low level
Futurologists and educationists predict that various issues of the polarization of the society, energy/ environmental problems, changes of values, and so on will be emerging the low fertility and aging, which is the most remarkable change, following the changes of globalization and science technical revolution in changes of a social trend in the future of South Korea.
The cultivating for global creative talent has been emphasized from this view that talent with global creativity will become the key manpower in the future society and global talent will lead the national economy in the industry sector. Changes of the right people and educational vision for the higher education sector are needed to meet such demands. The direction of Korean higher education policies is developing and training talent with global capability by meeting quantitative expansion to qualitative improvement, provider to consumer-directed demand.
3. Development of the Macroeconomic Econometrics Model that Reflected the Education Market.
To set up proposals and direction for construction of the macroeconomic econometrics model (referred to hereafter as “KRIVET econometrics model”) Developing the KRIVET econometrics model through investigations on characteristics and problems with the model and comparative analyses on achievements of domestic and foreign studies on the model were reflected the followings.
First, it needs to attain connectivity between domestic industries. Second, considering manpower demand and supply forecasts, the higher reliable prediction capability by reflecting Korean present situation appropriately, not being biased toward economic theory, should be attained. Grafting the industrial connectivity analysis model onto the KRIVET econometrics model was conducted out of that consideration.
The KRIVET econometrics model became to attain by reflecting considerations as developing forecasts model it consisted of six blocks that are aggregate supply and demand, money and banking, overseas, wages price, interest rate, exchange rate, and education market. And the blocks consisted of total 31 equations, 24 behavioral, 6 identities, and 1 equilibrium conditioning equations and they are defined as 30 endogenous and 42 exogenous variable
Estimation over the first quarter to the third quarter of 1990 with the KRIVET econometrics model first, and then historical simulation and turning point test to assess stability of the forecast model were conducted.
This study also carried out estimation based on that the result of model examination was judged to have had reliability according to RMSPE on major variable of less than 5 percent. The KRIVET econometrics model has a virtue that it can be provided to estimate efficiently based on pretesting information as a simultaneous equation, while it has a fault that it takes much time and effort to carry out the estimation because it consisted of dozens of structural equations.
Because priority GDP estimation is required for manpower demand and supply forecasts of the higher education sector, this study estimated GDP by developing the AD-AS model that adjusted to reduce the KRIVET econometrics model, and carried out further estimation to maximize information with the KRIVET econometrics and the reduced AD-AS models for more its more reliability.
4. Development of Demand and Supply Forecasts Model for Establishment of the Higher Education Talent Policies.
Since the KRIVET demand and supply forecasts model developed in 1998, it have developed continuously through reflection of the virtues and faults that results of previous domestic and foreign studies have. But there are many limits plus structural problems with utilizing the previous model to establish the higher education talent policies.
Therefore, implications out of comparing domestic and foreign forecasts of manpower demand and supply were analyzed for development of manpower demand and supply forecasts needed to establish the higher education talent policies. The divided models of demand and supply forecasts was developed by considering still-usable data; basic statistics data-building; the structure of the labor market, and obtaining improvements from analysis of possible problems in the process of forecasting.
Mid and long-term manpower demand and supply forecasts on the period of 2011 to 2020 based on the manpower demand and supply forecasts model was conducted on 28 sections that confined to industries, jobs, and education levels.
Although overall supply forecasts couldn’t be carried out by statistics infrastructure inadequate, the study forecasted the graduates from the higher education to achieve the ultimate purpose, “Construction of manpower demand and supply forecasts system for establishment of the higher education talent policies.” The further study will improve this model by revising and supplementing based on this study and carry out forecasts by majors of manpower demand and supply by adding supply forecasts.
1) Manpower Demand and Supply Forecasts by Industries
The total number of employment of 23.829 million people in 2010 is forecast to increase by an annual average of 0.8% to 25.743 million people in 2020. And employment of the service industry is forecast to increase except for wholesale and retail sales, food service, and lodging industry. Particularly private and public service and business will play a vital role in increasing employment.
2) Manpower Demand and Supply Forecasts by Occupations
By occupations professional occupations are forecast to increase. This is caused by the increasing need for professional manpower in the present knowledge-based society and service industry.
3) Manpower Demand and Supply Forecasts by Education Levels
Above university or junior college graduates are forecast to hold a majority of employment overall by education levels. This reveals that although there are manpower demand below high school core manpower who knowledge-based society needs is higher education talent.
4) Forecasts on the Higher Education Graduates
Above university graduates have continuously increased due to the fact that our society tends to prefer higher education graduates but they will some decrease due to depopulation of young people. College graduates will some decrease over the period of 2010 to 2020 when higher education is generalized, while the number of the graduates from graduate school will increase at a little faster rate as graduate schools turn out many graduates.
5. Assignments for Construction of higher education talent policies
1) Competitiveness Reinforcement of the Higher Education Rreparing for Low Fertility and Aging
Low fertility and aging will bring a decrease in productive population, an increase of average working-age, saving, investing and consuming to be shrank and economic dynamism and national competitiveness are forecast to decline. The key to deal with the situation that we will be up against is seeking to change quantity to the quality improvement of superior talent. Policies of university and college structural reform, their specialization and accreditation, and so on need to be pushed ahead potently.
2) Talent Policies Preparing for a Creative Society
Policies to cultivate creative talent is emerging to prepare to the creative society that the success or failure of the nation depends on creativity. Creative talent of all workers in Korea is 20% which is behind 30% of U.S. and 39% of Ireland, western advanced countries. This suggest that cultivating creative talent be achieved at the national level.
3) Talent Policies Preparing for Science Technical Revolution
It needs to expand convergence technological innovation type of education and invigorate the industry-university(including college) collaboration for technology elevation to cope actively with rapid growth of future science technical as it is required to develope the curriculum that set up by fusing various learning sectors plus investment expansion of fundamental study; reinforcement of a research venture and a multidisciplinary research support; innovation of talent-centered research administration system that researcher’s’ autonomy and creativity are respected.
4)Service Talent Policies Preparing for Economic Advancement
Knowledge industry service is forecast to make a rise as strategy sector that will lead national development. Therefore, it is significant to open the new major department and operate the curriculum with multidisciplinary approach for manpower training convergent, compound sector, and service industry that can create significant added value.
5)Talent Policies of the Higher Education Preparing for a Multicultural Society and Globalization
The creative talent cultivation to secure national competitiveness in the multicultural global society will be highlighted. To cope this it needs that expansion of attraction foreign professors and students; construction of the global talent network; expansion of international interchange co-operation; expansion of attraction of superb universities or colleges overseas; invigoration of international education market of domestic universities or colleges; a system of international students administration; construction of qualitative management system of education.
6) Infrastructure Improvement for Construction of Manpower Demand and Supply Forecasts System
It is essential to establish the mid and long-term manpower demand and supply forecasts system to establish the efficient, substantive talent policies of the higher education sector. It needs to prepare for construction of statistics infrastructure to reinforce connection between education and labor market; expansion of infrastructure and investigation for human resources demand and supply forecasts; prevalence expansion and application improvement of demand and supply forecasts results; improvement of quality level of manpower demand and supply forecasts; periodical construction of forecasts system; securement of budget and manpower.요 약
제1장 서 론 1
제1절 필요성과 목적 3
제2절 연구 내용 7
제2장 고등교육 인재정책 현황과 미래 11
제1절 우리나라 고등교육의 현황과 문제점 13
제2절 미래 우리나라 사회의 변화와 고등교육 28
제3절 고등교육 분야 인력수급 전망에 주는 시사점 41
제3장 교육시장을 반영한 거시계량 전망모형 개발 43
제1절 국내외 거시계량 전망모형 비교검토 및 시사점 45
제2절 거시계량모형의 개발 81
제3절 KRIVET 모형에 의한 예측 112
제4절 축소 조정된 KRIVET 모형(AD-AS 모형)에 의한 예측 118
제5절 결합방식을 이용한 예측 126
제4장 고등교육 인재정책 수립용 인력수급 전망모형 개발 133
제1절 국내외 인력수급 전망연구 동향 135
제2절 인재정책 수립용 인력수급 전망모형 개발 145
제3절 중장기 인력전망결과 154
제5장 정책적 시사점 175
제1절 전망결과의 시사점 177
제2절 고등교육 인재정책 과제 182
SUMMARY 191
참고문헌 203
부 록 21
2011년 기업 일자리 및 교육훈련 전망
Get PDF○ 조사명: 인적자본기업패널 부가조사
○ 목적: 기업 일자리 및 교육훈련에 대한 전망 조사
○ 조사기간: 2010년 11월 1일(월) ~ 2010년 11월 26일(금)
○ 조사대상: 100인 이상 600개 기업의 인사담당자
○ 조사내용:
- 2010년 하반기 대비 2011년 고용 전망
- 2011년 1년 동안 각 기업의 고용 계획
- 채용 및 교육훈련 관련 사항
Ⅰ. 2011년 고용 전망
1. 정규직과 비정규직 고용 전망
2. 연령별 고용 전망
3. 여성인력 고용 전망
4. 직종별 인력 고용 전망
5. 분야별 인력 채용 전망
Ⅱ. 2011년 대졸 초임 전망
Ⅲ. 2011년 교육훈련과 인적자원관
A Study on the Efficiency Analysis of the Training Operation and Performance of the Unemployed in Korea
No full text훈련기관의 운영 및 활동의 효율성 분석을 위해 실업자훈련기관을 대상으로 자료포락기법(DEA : Data Envelopment Analysis)을 이용하여 2010년 훈련기관의 운영성과 평가 측정결과를 기반으로 훈련운영과 관련한 개별적인 요소들을 투입요소로 하고 훈련성과들을 산출요소로 하여 효율성을 분석하였다. 특히, 초효율성 모델을 사용하여 기관별 순위를 확인하고 효율적 기관과 비효율적 기관의 특성을 훈련기관 유형별로 살펴보았다.
훈련기관 유형별 차이를 분석한 결과, 직업훈련법인 유형의 훈련기관이 다른 유형의 훈련기관 보다 효율적으로 운영을 하고 있는 것으로 나타났다. 초효율성을 분석한 결과, 대상 훈련기관의 23.9%가 효율적인 운영을 하고 있은 것을 확인되었으며 모범 훈련기관이 가장 많은 기관유형은 학원으로서 이들 훈련기관 중 훈련 운영 및 성과가 우수한 기관을 벤치마킹을 통한 훈련 개선을 도모할 필요가 있다. 또한, 훈련기관이 효율성을 향상시키기 위해 강화해야 할 투입요소를 살펴본 결과, 평가위원에 의한 훈련교사와 상담 등 훈련생 지원 요인이 긍정적 영향을 끼쳐 이들 요인을 보다 강화하여 관리할 필요가 있다.This study is to analyze the efficiency of training operation and activities quality with input variables concerned with training operation and output variables concerned with training performance. It analyzed Data Envelopment Analysis(DEA) by using inputs of training operation dimensions and outputs of training performance dimensions based upon training evaluation results of the unemployed in 2010. And, it compared best practice organizations through ranking analysis and examined tactics of training by training corporations, training facilities and educational institutes.
It has derived significant findings, at first on making the training corporations more efficient than training facilities and educational institutes. It is conformed that 23.5% training institutes of the total run the efficient operation and the highest type institutes with best practice training is educational institutes which help training improvement through benchmarking. The results examined the character of input variables is that it is necessary to reinforce the factors making positive effects of trainee’s support like training instructor's counseling in view of external examiner of input variables
The Relationships among Job-Related Tension, Burnout, and Turnover Intentions of community Welfare Employees
No full text본 연구는 사회복지사들의 직무긴장이 이직의도에 직접적으로 영향을 미치는지 혹은 소진을 매개로(mediating) 하여 간접적으로 영향을 미치는지 살펴보기 위해, 지역사회복지관에 근무하는 사회복지사 255명의 응답을 구조방정식모델을 통해 분석하였다. 분석결과, 직무긴장의 하위변수 중 역할모호만이 이직의도에 정적인 상관관계를 보여(= .256), 직무책임감이나 업무과중 요인보다는 사회복지사의 직무수행에서의 역할모호성이 높을수록 이직의도가 더욱 높아짐을 알 수 있다. 그리고 직무긴장의 하위요인 중 업무과중(= .304)과 역할모호(= .514)가 소진에 유의미한 영향을 미치는 요인인 것으로 나타났다. 즉, 수행하기에 벅찰 정도의 업무과중이나 수행해야 할 역할의 모호성이 심각할수록 소진이 심각하다는 것이다. 소진과 이직의도간의 경로에서는 소진이 통계적으로 유의미한 수준에서 이직의도와 정적인 인과관계를 보이고 있었다(= .306). 직무긴장과 소진, 이직의도와의 관계에서 소진의 완전매개효과가 검증되어, 직무긴장 요인 중 역할모호에 의해 야기된 사회복지사의 소진이 결과적으로 이직의도에 영향을 미치는 결과를 가져올 수 있음을 알 수 있었다.This study examined the direct or indirect effects through burnout of sources of Job-Related Tension of community welfare employees on turnover intentions. The study data were collected from 255 Social Workers in Daegu metropolitan areas.
As a statistical method, structural equation model with Amos 18.0 and sobel test were employed. The study results showed that source of Role ambiguity affect directly turnover intention, Role ambiguity and work load influenced burnout, Burnout influenced turnover intention, and Burnout mediated Job-Related Tension between turnover intention.
It is suggested that scales more suitable for social work settings in Korean be developed
Comparisons of the Sense of Belonging to School, School Satisfaction and Perception on the Effectiveness of Classes and Career Guidance among First and Second Year Students from Meister, Vocational and General High Schools
No full text본 연구는 마이스터고의 성공 가능성 탐색을 위해 마이스터고 학생들의 학교소속감, 학교만족도, 학교수업 및 진로지도의 적절성 및 효과성에 대한 인식을 일반고 및 특성화고 집단과 비교·분석하였다. 마이스터고, 일반고, 특성화고 각각 11교를 선정한 후, 학교별로 2010년(1학년) 20명, 2011년(2학년) 25명을 무선표집하여 2회의 설문조사를 수행하였다. 집단 간 차이 분석을 위해 일원배치 분산분석을 수행하였고, 종속변인값과 종속변인의 2010-2011 변화율에 대한 학교유형의 효과를 확인하기 위해 다층모형 분석을 실시하였다.
분석 결과, 마이스터고 학생들은 비교 집단보다 소속감과 만족도가 높았으며, 학교수업과 진로지도가 진로개발과 직업준비에 도움이 된다고 인식하고 있었다. 2010년 1학년에서의 이러한 차이는 2011년 2학년까지 유지되고 있었다. 이는 마이스터고가 조기 취업을 결정한 학생에게 직업교육을 충실히 수행하는 교육기관으로 성장하고 있음을 보여 준다.This study compared a sense of belonging to school, satisfaction on school, and the perception on the effectiveness of classes and career guidance on career development among first and second year students from different school types - Meister, vocational, and general high schools. Samples include 417 Meister school students, 450 vocational high school students, and 458 general high school students. One-way ANOVA was employed to find whether differences exist on those three variables among the three student groups. Multi-level modeling was conducted to find the relationship between school type and dependent variables. Meister students showed a higher sense of belonging to school and school satisfaction than comparison groups. Compared to vocational and general high school students, Meister students were found to perceive that school classes and career guidance are helpful for their career development and preparation for job
Establishment of a System that Promotes Skills Development in Small-and Medium-sized Enterprises
Get PDFKorean SMEs play a pivotal role in the national economy, accounting for 99.9% of all enterprises (3 million SMEs), 87.5% of total employment (10.8 million employees), and 49.4% of production (SMBA, 2010). While the economic status of SMEs is considerably important in Korea, SMEs face difficulties in terms of productivity and competitiveness. It has been recognized that these difficulties mainly arise from the lack of skills formation. Subsequently, in order to help SMEs develop human resources, the Korean government has adopted various skills development policies to encourage them to train their workers. In particular, the Korean government has used policy strategies focused on employees within SMEs, which do not have an inferior training infrastructure relative to large companies. However, even though policy outcomes for SMEs have been identified in terms of increasing the number of places, budget, and number of participating employees, the participation rate of SMEs is still much lower than that of large enterprises. Thus, the task of increasing SME participation in the development of the skills of their employees is one that must still be carried out.
There are numerous possible reasons why SMEs do not actively implement education and training for their employees: concern about production failures caused by absences for education and training purposes, lack of time and budget, lack of information about education and training programs and methods, training contents and methods that are irrelevant to SMEs' situation, ignorance on the part of management, lack of awareness about the need for skills development because of the conduct of simple and routine work, and concerns about poaching. However, the fundamental difference between SMEs and large companies lies in the characteristics of the work they carry out, and the means used to develop skills. More to the point, while large companies have rather specific job duties, SMEs do not tend to have clearly defined job roles, and one employee is thus likely to be responsible for several jobs. As a result, SMEs face difficulties whenever one of their employees must attend education and training programs.
Furthermore, in terms of the means of skills development, formal learning such as classroom-based training is frequently used in large companies, whereas formal as well as informal learning are utilized in the case of SMEs. Informal learning focuses on the interaction between people and the relationships with others on the job. Essentially, it has been recognized that informal learning in SMEs plays a critical role in delivering specific job skills and information from seniors to juniors, as well as in maintaining the sustainable survival of organizations. In addition, SMEs face the challenge of not knowing how to develop employees’ job competencies because they do not have a suitable infrastructure to support the development of their skills. On the other hand, large companies are endowed with the necessary infrastructure...
Current Situations and Tasks of Higher Education Certification System in Preparation for Global Manpower Exchanges
Get PDFThis research seeks to foster a better understanding of the research needs and to conduct theoretical deliberations on the current state and tasks associated with the higher education certification system. Moreover, an attempt is also made to derive developmental tasks pertaining to higher education in preparation for the expansion of global exchanges of manpower.
The survey on the current state of the certification system found that while many people felt that a global certification system was necessary, the current certification system was regarded as being laden with a series of problems that ranged from indifference at the company level” to “low awareness.” In this regard, it is important that proactive support be provided at the government level, the numerous certification institutions currently scattered here and there be integrated and operated on a sectoral basis, and that efforts to promote the certification system be expanded as well.
There is a need to establish the basic direction of the higher education certification system in preparation for the expansion of global manpower exchanges. The advent of the 21st century has been accompanied by a growing competition amongst nations throughout all sectors of society. It is inevitable within such a knowledge-based competition society that global manpower exchanges will be expanded. Such changes within the international environment serve as both a threat and an opportunity for Korea. Here, the globalization of the domestic workforce should be perceived as an essential component of any attempt to maximize the opportunities that arise within an international society.
Therefore, higher education certification systems in the global manpower exchange era should be geared towards increasing national competitiveness through the fostering of global manpower, and be utilized as a significant axis for national development within a knowledge-based competition society. The expansion of official approval of certification systems amongst nations is also needed. As seen from the analysis of other countries, there is a need to expand the exchange of individual capacities amongst nations through the certification system, and to utilize such systems as an important means to bring about joint cooperation and development amongst nations. In this regard, it is incumbent that mutual recognition of each party's higher education certification system be included in FTA agreements, and that global exchanges of manpower be expanded. First, the higher education certification system should be geared towards the imminent expansion of global manpower exchanges. Second, quality improvements should be sought in terms of internal stability. Third, complementarity amongst nations must be achieved. Fourth, the internationalization of the certification system must be brought about. Fifth, sustainability should be pursued. Sixth, fairness must be ensured
Analysis of Vocational Education & Training on the Private Sector and Resolution for its Competitiveness
Get PDFThe recent development of technology has brought about rapid societal changes that have included the move beyond virtual reality and into augmented reality. The job performance skills required by workers have also become more advanced and continuously changed. On the other hand, the number of idle youth workers has increased due to the continued trend towards higher education degrees, a phenomenon that has not reflected the demands of the Korean labor market. Job transfers have also increased amidst the frequent restructuring of enterprises. The changes in the economic structure have resulted in the continuous development of vocational abilities during one’s lifetime emerging as an essential element needed to stabilize employment, maintain the competitiveness of enterprises, and ensure continuous national economic growth.
This study identified the main criteria associated with the private vocational ability development market, analyzed the size of this market, and delved into its relationship with the labor market. The end goal of vocational ability development is for workers to achieve a higher level of productivity and raise their economic status. The majority of the training facilities that constitute the main suppliers within the private vocational ability development market are in fact small-sized institutions. The study found that the competitiveness gap was very big, and this even amongst large-sized institutions. In this regard, rather than focusing on the forced liquidation or merger of training facilities, incentives should be provided to existing institutions in order to incite them to voluntarily strengthen their competitiveness...
Critical Success Factors of 10 Innovative Junior Colleges in Korea
Get PDFThis study seeks to identify critical success factors which contribute to building innovation in junior colleges and the sequential relationship that exist between them. This it is hoped will make it possible to provide meaningful information and insight to presidents, chairmen of the board of trustees of private colleges, and professors and administrators who are responsible for college innovation. To this end, this study (i) developed a conceptual framework and checklist which can be used to analyze instances of innovation at junior colleges and identify critical success factors and the relations between them; (ii) applied the conceptual framework and checklist to the analysis of 10 innovative junior colleges and identified critical success factors and the relations between them; and (iii) based on this analysis, developed an analytical framework for planning and implementing innovation at the junior college level, and a checklist with which to diagnose colleges' policy environment and innovative capacities and identify the tasks and strategies pertaining to college innovation. ..
Mutual Recognition of Qualifications in Korea, China and Japan as Part of Efforts to Promote Human Resources Exchange
Get PDFThe geographic proximity of Korea, China and Japan has ensured that their mutual political and economic dependency has gradually increased, which in turn has made cooperation in various fields essential. Moreover, the continuous expansion of the economic scope and influence of all three nations within the world market has only served to further heighten the need for the construction of a Korea-China-Japan trilateral cooperation system in the Northeast Asian region.
Korea has responded to this trend by not only activating regional economic cooperation in Northeast Asia, but also, as part of its efforts to bring about regional economic integration, creating a system for formal and informal negotiations between Korea, China, and Japan through the holding of regular summits of the ASEAN+3 gathering first staged in November 2000. It was against this backdrop that the ‘Joint Declaration on the Promotion of Tripartite Cooperation between South Korea, China, and Japan’ was adopted during the fifth Korea-China-Japan regular summit meeting held in October 2003.
This ‘Joint Declaration on the Promotion of Tripartite Cooperation between South Korea, China, and Japan’ constitutes the first trilateral summit document promoting cooperation reached between the three countries, and serves as the basic framework for economic cooperation in the Northeast Asian region. ..