Korea Research Institute for Vocational Education and Training
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Baby Boomer Generation's Second Life Planning
No full text본 연구에서는 베이비붐 세대를 위한 제2인생설계를 지원하는 정책을 종합적으로 기획하고 실천하는 작업이 필요하다는 문제의식에서 출발하여, 관련 현황과 문제점을 분석하여 정책적 대안을 제시하고, 현재 제공되는 개별적 프로그램을 원스톱으로 접근할 수 있는 통합적 지원 서비스 모델의 개발과 확산 방안을 제시하고자 한다.1. Overview
To prepare the basic policies of second-life design for baby boomers, who have higher economic power and educational background compared to existing old generations, will be operated as a milestone for establishing general social system for aged society.
Nowadays, it is increased that the needs for second-life design for baby boomers. In Korea, income security system for seniors is weak, especially compared to developed nations. However, current state of support policies for second-life design is fragmentary and each individual makes their second life by oneself. Also, it is the problem that the individuals are responsible for all the failure of second-life design.
Therefore, this study starts with these critical points that is related to make plans and practice for supporting second-life design of baby boomers.
2. Needs for Second-Life Design of Baby Boomers
To find directions in research and contents for second-life design for baby boomers, it is studied what they needs. According to findings on inquiry, it could be classified by three categories.
First, baby boomers are sandwich generations who support their children and parents at the same time. Therefore, income security through economic activity is essential element for baby boomers’ second-life.
Second, baby boomers need health care, leisure and social relationships. After retirement, social relationships that have been established are likely to be broken off, especially for males, and that kind of isolation can cause overwhelming sense of loss. Therefore, baby boomers needs to keep some kind of social networks after retirement from their job.
Third needs of baby boomers is desire to learn. Learning is meaningful itself, as well as important for social participation mechanism.
Traditional contents of old age plan were job, health, leisure, finance, housing and personal relations and each factors had similar weight. By comparison, job would be focused factor and other factors might be integrated synthetically through job in the second-life design for baby boomers.
3. Current State of policies on Baby Boomers
Next, it was reviewed that the current policies about second-life design for baby boomers, especially employment, health, social participation, leisure and lifelong learning. There is no specialized policy for baby boomers, but it can be seen that the provision policies for aged society.
Employment policies are more active than the other areas. However, the policies for health, social participation, leisure and lifelong learning are meager. Especially, policy for old age income security should be established as a part of social security network considering the fact that the majority of baby boomers is included in livelihood type.
The remarkable point of policy review is that there is a dead zone of the support policies for baby boomers. Policies of Ministry of Labour and Employment support employees and the unemployed, and Ministry of Health & Welfare develop policies for senior citizens. Considering that most employees retired at age 54 in Korea, the 54~64 age group can be seen as dead zone of the support policies. This point should be considered that this age group is the entry stage of second-life design.
4. Practical case studies of second life design
Various implications can be extracted by analyzing practical case studies of second-life design support. First, outplacement service for employees and life design service of POSCO were reviewed. Second, Baby Boomers’ New Start Program of Gyeonggi-do and Classic Mentor Service of Seoul were analyzed as case of local autonomous entity. Third cases are Consulting on Successful Aging service of National Pension Service and Korea Labour Force Development Institute for the Aged.
Implications from case studies are like as follows. First, when government develop the support policies for baby boomers’ retirement, it is necessary to cooperate with companies as an active partner. Second, local autonomous entity should be get involved in the job creation policy with the central government to make job openings that are specialized with the local circumstances. Lastly, most second-life design programs are provided fragmentary and sporadically. Synthetic programs should be developed and disseminated by cooperation of government, company, local government, and private sector.
5. Foreign Practices
It is meaningful to examine problems and solutions of baby boomers in United States, France and Japan for exploring support policies of our baby boomers.
Baby Boomers in United States are healthier and have higher educational background and better economic situation than their parents’ generations. Government functions as a social safety net, and it is pointed there is the fourth sector that leads the social innovation to solve the tasks like aged society and second-life design of baby boomers.
In Japan, government made some systems like abolition or extension of mandatory retirement, or on-going employment for the baby boomers’ retirement. However, these kind of systems are in budgetary deficit situation and not very much different from aged society measures that are being provided from 15 years ago. Meanwhile, there are various tries of second-life design based on group consciousness and volunteer work in the private sector.
The retirement of Baby boomers was started 10 years ago in France. France is pushing ahead an active policies to promote outplacement and retainment of older employees, because France showed low employment rate for employees older that 55 in the Europe nations. The distinct feature of France case is based on the balance of role sharing between government, company, local community and individual. Especially, the most difficult sector that government intervenes is company in Korea’s case. France made employment planning of old workers compulsory to the companies employing more than 50 employees. It is necessary to examine how government assigned companies to make these duties and the possibility that these kind of policies are fulfilled.
6. Implications and Policy Suggestions
As discussed above, there is a polarizaion of using resource and preparation the second-life design of baby boomers. Also, there are many differences in the level of concern and preparation of second-life design, especially between the highly educated people.
To overcome these personal differences, the government should establish the base infrastructure and make delicate policies for vulnerable baby boomers, who are likely to have market failure. On the other hand, in the case of highly educated and skilled baby boomers, government should limit their authorities to establish related information network and leave the practical project implementation to private sector. That kind of role sharing is found commonly in the case of United States, France, and Japan.
With these policy fundamentals, the establishment of the “Life Foundation’ as second-life design support institution is necessary. It can function as a synthetic organization to support the second-life design. As well, job enlargement of public sector and job creation based on the baby boomers’ skills are needed. These kind of job creation could be combined with social knowledge and experience of baby boomers.
Furthermore, it is proposed that comprehensive second-life design program should be developed and disseminated for employees in each company. These programs should be provided in the long term view.요 약
제1장 서 론 1
제1절 연구의 필요성과 목적 3
제2절 연구의 내용과 방법 5
제3절 제2인생설계의 정의와 구성 요소 9
제2장 베이비붐 세대의 제2인생설계를 위한 요구 13
제1절 베이비붐 세대의 제2인생설계 구성 요소별 요구 16
제2절 베이비붐 세대의 제2인생설계 준비와 참여 29
제3절 논의와 시사점 34
제3장 정책 현황과 문제점 39
제1절 일자리 정책 41
제2절 노후소득 보장 정책 53
제3절 건강·사회참여·평생학습 정책 57
제4절 논의와 시사점 68
제4장 제2인생설계 지원 사례 71
제1절 기업의 전직지원 사례: 포스코의 그린라이프 서비스 73
제2절 지자체 지원 사례 82
제3절 공공기관 사례 89
제4절 민간 연구소 사례 97
제5절 논의와 시사점 101
제5장 해외 사례 105
제1절 미국의 베이비붐 세대와 제2인생설계 지원 현황 109
제2절 일본의 베이비붐 세대와 제2인생설계 지원 현황 139
제3절 프랑스의 베이비붐 세대와 제2인생설계 지원 현황 167
제4절 논의와 시사점 183
제6장 정책 제언 191
제1절 제2인생설계 지원 정책 방향 193
제2절 제2인생설계 지원을 위한 정책 과제 196
SUMMARY 213
참고문헌 219
부 록 22
Economic Effect of Qualification in Korea(II): Focusing on Evaluation System of Health and Medical-related National Qualification(Appendix)
No full text1. 보건의료 관련 학과 운영 대학 3
2. 한국·일본·미국의 자격제도 운영실태 12
3. 주요국의 간호사·영양사 면허제도 120
4. 기타 국내 보건의료 자격종목 사례분석 127
5. 기타 국외 보건의료 자격종목 사례분석 139
6. 설문조사 분석결과 14
Research Project on Strengthening International Competitiveness of Vocational Colleges
No full text본 연구의 목적 달성을 위해 본 연구에서 다루고자 하는 연구 내용은 다음과 같다.
□ 선행연구 분석과 연구의 분석 접근 모형
- 선행연구 분석과 시사점
- 연구의 분석 접근 모형
□ 정부의 지원 정책과 국제적 인증·평가제도
- 정부의 지원 정책 현황
- 전문대학의 국제경쟁력 강화 관련 현황과 프로그램 운영
- 국제적 교육 프로그램 인증 및 기관 평가제도
□ 현장의 요구 분석을 위한 설문조사와 면담조사
- 전문대학의 국제협력 업무 담당자 대상 설문조사
- 전문대학에 재학 중인 외국인 유학생 대상 면담조사
- 해외 소재 한국 산업체 관계자 대상 면담조사
□ 외국의 관련 정책과 사례 동향 분석
- 주요 국가 정부의 정책 동향
- 다국가(多國歌) 간 협력 정책
□ 전문대학의 국제경쟁력 강화 방안
- 정부의 정책 운영 방향
- 전문대학의 과제A. Purpose of Study
Korea’s economy has been growing rapidly. Korea recently ranked 10th in terms of the size of the economy in the world. Remarkable development of Korea’s economy has enhanced Korea’s global status higher than ever.
With the rise of Korea’s global status, there have been on-going needs to strengthen international competitiveness of vocational colleges. However they have not been actively responding to the various domestic nor international needs. This study aims to analyze the international competitiveness of Korean vocational colleges under the current circumstances and explores initiatives and tasks that the government and vocational colleges need to implement in order to cope with various demands inside and outside Korea.
B. Research Methods
This study adopted diverse research methods. References were reviewed focusing on the issues of international competitiveness of vocational colleges in Korea.
To conduct survey and interviews, categories to be analyzed were developed and selected. The main purposes of the survey and interviews were to investigate the current status of international competitiveness of vocational colleges and to draw ideas for government policies and initiatives of vocational colleges. The survey was composed using stratified random samples from vocational colleges around the country. 75 persons working in the international cooperation department of vocational colleges answered the survey, and 19 foreign students in Korean vocational colleges were interviewed with similar agenda.
A series of conferences were held with government authorities, professors of vocational colleges, and authorities from industries with a common view to developing initiatives and tasks for the government and vocational colleges.
Finally, a seminar was held to present the outcomes of this study and to discuss the feasibility of the proposed initiatives and tasks.
C. Recommendations for the Government
A set of initiatives and tasks for the government are suggested to cope with the needs of international competitiveness of Korean vocational colleges.
a. Focus on the Approaching Categorized Target Group
The government policies and programs in vocational colleges need to approach each target group with different methods. The target groups could be categorized as 1) students who have enrolled or graduated vocational colleges, 2) foreign students in Korean vocational colleges, 3) foreign employees working in Korean firms located overseas, 4) professors in vocational colleges, and 5) vocational college authorities. This approach could help implement the customized initiatives.
b. Focus on Overseas Employment of Vocational College Graduates
Similar to the other OECD member countries, Korea also has been suffering from youth unemployment. Therefore, the government needs to develop policies that promote vocational college graduates find jobs abroad through strengthening international competitiveness of vocational colleges. These policies also should support vocational colleges to perform missions that are stated in the ‘Higher Education Law.’
c. Support Vocational Colleges to Participated in ODA(Offficial Develop Assistance) Projects
Korea joined OECD DAC(Development Assistance Committee) in 2009. According to a number of reports, many underdeveloped and developing countries around the world are eager to share Korea’s cases on successfully utilizing TVET(Technical and Vocational Education and Training) and achieving economic development. This suggests that the government needs to support professors of vocational colleges to take part in TVET ODA projects in cooperation with the EDCF(Economic Development Cooperation Fund), KOICA(Korea International Cooperation Agency) and other institutions participating in ODA projects..
d. Establishment of Systematic and Coherent Policies
Policies to strengthen international competitiveness of vocational colleges have been implemented by many ministries of the government. However, policies from different ministries have caused confusions in vocational colleges. Therefore, systematic and coherent policies jointly established by the ministries need to be established. Perhaps, to efficiently achieve this goal, an organization for reinforcing the international competitiveness of Korea’s vocational colleges could be initiated by the Ministry of Education, Science and Technology. One of the important missions of this organization would be to develop evaluation indicators for selecting internationally competitive vocational colleges.요 약
제1장 서 론 1
제1절 연구의 목적과 필요성 3
제2절 연구의 내용 8
제3절 연구 방법론과 연구 추진 절차 9
제4절 용어의 정의 15
제5절 연구의 제한점 17
제2장 선행연구 분석과 연구의 분석 접근 모형 19
제1절 선행연구 분석과 시사점 21
제2절 연구의 분석 접근 모형 31
제3장 정부의 지원 정책과 국제적 인증·평가제도 35
제1절 정부의 지원 정책 현황 38
제2절 전문대학의 국제경쟁력 강화 관련 현황과 프로그램 운영 64
제3절 국제적 교육 프로그램 인증 및 기관 평가제도 81
제4절 시사점 92
제4장 현장의 요구 분석을 위한 설문조사와 면담조사 97
제1절 설문조사 99
제2절 면담조사 178
제3절 조사 결과의 요약과 시사점 186
제5장 외국의 관련 정책과 사례 동향 분석 201
제1절 주요 국가 정부의 정책 동향 204
제2절 다국가(多國歌) 간 협력 정책 213
제3절 시사점 219
제6장 전문대학의 국제경쟁력 강화 방안 225
제1절 정부의 정책 운영 방향 227
제2절 전문대학의 과제 243
SUMMARY 267
참고문헌 271
부 록 277
1. 설문조사지 279
2. 면담조사지 289
3. 전문대학 국제화 관련 3개 지원사업의 비교 분석표 295
4. WCC(World Class College) 사업과 WCU(World Class University) 사업의 비교 분석표 301
5. 국제개발협력기본법 및 시행령 309
6. 해외 소재 한국 산업체 간 협력 기구 321
7. 국내 전문대학과 해외 소재 한국 산업체 간의 유학생 교육 및 취업에 관한 협약서 325
8. 외국인 및 재외국민 건강보험 적용 관련 법령 329
9. 국외분교 설립 심의 기준 등에 관한 고시 33
Research Study on 2030 Future Vocational Life
No full text본 연구의 주요 내용은 2030년에 예상되는 미래의 직업 트렌드, 조직 및 근무 형태, 경력유형과 라이프스타일 등이다. 사용된 주요 연구 방법은 국내외 선행연구 고찰, 연구방법론 워크숍, 연구진 브레인스토밍, 환경스캐닝, 퓨처스 휠, 델파이 조사, 인과지도, 인과계층분석, 시나리오 분석, 전문가협의회 및 간담회, FGI 등이다.Despite drastic change in the world of work, such as increasing numbers of part-timers, teleworkers, and nomad workers, it is not easy to predict what worklife in the future Korea will be like, and what preparations should be made to prepare for our future prospects. The purpose of this study was to explore the driving forces that may affect the future of worklife, foresee the changes in worklife in the future, and make suggestions for better preparation for future workers through new policies in the fields of career and technical education, and training and development.
Various future research methodologies were used for this study: Environmental scanning, Futures wheel, Causal loop diagram, Causal layered analysis, Delphi, and Scenario planning. A literature review, workshops, brainstorming, and focus group interviews were conducted as well.
Factors driving worklife in 2030 may include the following: changes in structure of the population (aging and low birthrate), development of science and technology (including information technology, biotechnology, nanotechnology, etc.), changes in the labor market, environmental pollution, climate change, natural disasters, increasing labor mobility, and greater interest in quality of life.
Future prospects:
● Green jobs, more people employed in medical and welfare industries, new occupations for senior citizens, stronger competition with global job seekers, fewer jobs, and greater unemployment;
● Flat organizations, less hierarchy, people hired on a project basis, increasing need for knowledge and skills for multiple projects in various areas, self-directed career development;
● Individual-oriented rather than organization oriented view about job, more female workers and changes in organization culture, more conflicts because of increasing need for collaboration with people from diverse cultural backgrounds; and
● Increased flexibility at work doesn't necessarily mean more leisure. The need for work-life balance will increase, however, the vague boundary between work and leisure can bring more competition and performance orientation. The traditional distinction among schooling, work, and leisure will disappear. People in the future will experience learning-work-leisure simultaneously throughout their lives.
Two driving forces for the framework of future scenarios were selected: economic growth (fast vs. slow) and basis of a society (efficiency vs. equity). Four future scenarios were developed based on a 2×2 matrix: Workaholic Society, Dynamic Welfare Society, Inactive Equal Society, and the Society for Few Fittest Survivors. This study proposes a vision of the 2030 worklife, and suggests five main issues along with detailed action items needed to reach the most preferred scenario in 2030, a Dynamic Welfare Society.요 약
제1장 서 론 1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 및 방법 5
제3절 연구 범위 및 한계 11
제2장 미래 직업생활을 위한 연구방법론 13
제1절 용어 정의 15
제2절 미래연구를 위한 연구방법론 17
제3절 소결 68
제3장 미래 직업생활 연구를 위한 환경스캐닝 71
제1절 서론 73
제2절 글로벌 환경 변화 75
제3절 국내 환경 변화 88
제4절 소결 105
제4장 직업생활 변화 트렌드 109
제1절 산업·직업 변화 111
제2절 조직 및 근무형태 변화 120
제3절 라이프스타일 및 경력유형 변화 137
제4절 소결 153
제5장 2030 미래 직업생활 분석 157
제1절 직업생활 변화의 동인 159
제2절 미래 직업생활의 모습 166
제3절 미래의 직업생활 시나리오 184
제4절 소결 211
제6장 정책 제언 215
제1절 2030 직업생활의 비전 217
제2절 전략 및 추진과제 218
SUMMARY 237
참고문헌 241
부 록 257
1. 1차 델파이 조사 질문지 259
2. 2차 델파이 조사 질문지 267
3. 델파이 조사 집단 간 차이 검정 결과 277
4. 1차 델파이 조사 개방형 질문에 대한 응답 291
5. 2차 델파이 조사 개방형 질문에 대한 응답 29
A Research on Accreditation of Outstanding Public HRD Institutions
No full text인재개발 우수기관 인증제도(Best HRD: Best Human Resources Developer)는 기업 등 민간기관과 공공기관에서 능력을 중심으로 인재를 채용·관리하고, 재직 중 학습을 통해 개인의 능력을 제고하는 등 인적자원개발이 우수한 기업 및 단체·공공기관을 대상으로 심사를 통하여 정부가 인증마크를 부여하는 제도이다.
이를 통해서 공공부문의 인적자원관리(HRM: Human Resources management)와 개발(HRD: Human Resources Development)의 모범적 기준을 제시하고, 우수 기관을 발굴·격려함으로써 국가 전체 차원에서 인재개발 활성화를 도모하며, 기준 충족에 미흡한 기관은 취약점을 개선하도록 컨설팅을 지원하고 인증 획득 기관은 인재개발 육성에 대한 조직의 지속적 관심을 유도한다.
2011년 공공부문 인재개발 우수기관 인증사업은 기존에 수행된 사업을 기반으로 교육과학기술부·행정안전부·한국직업능력개발원 주관으로 5월 1일부터 시작되었으며, 내실 있는 사업의 운영을 위해 사업설명회 확대, 지속적 홍보, 참여기관 사후관리, 인센티브 개선 및 심사 지표 개선 등 다양한 노력을 기울였다. 이러한 노력을 통해 참여기관 증가(’10년 대비 13.3% 증가)와 진행된 모든 프로그램에서 참여기관 및 참여인원 증가의 성과를 거두면서 전개되었다The purpose of the best HRD accreditation project is to monitor, consult and certify capacity of human resource management and human resource development in central and local governments, colleges and universities, agencies and corporations in public sector. To attain sustainable growth through human resources development, the best HRD accreditation project team at KRIVET (Korea Research Institute for Vocational Education & Training) formulated and developed standards and guidelines. On top of this, the best HRD team monitored local and global developments of regulatory measures in human resource management and development to ensure that policies and regulations are effective and relevant. In recognition of dynamic nature of human resource management and development, the best HRD team has issued the best HRD accreditation to organizations in public sector which went through the accreditation process built up by the KRIVET.
The 6th best HRD accreditation project launched on May 1st, 2011 and provided five briefing sessions in Seoul as well as local areas for two weeks. The best HRD team received applications with documentary evidence and reviewed applications for two weeks. If an application meets the needs of a variety of standards, the best HRD team sends two inspectors for site monitoring. The criteria for accreditation are organized under two major parts human resource management; and human resource development, and 500 points are allotted to each category. The standards for human resource management are composed of four sub-criteria: systematic structure of human resource management personnel alignment; achievements and accomplishments and reward and incentive system. The standards for human resource development are composed of three sub-criteria; planning and infrastructure management and evaluation. Minimum 700 points are required but fewer than 200 in human resource management or 300 in human resource development fail sin acquiring the best HRD accreditation. The length of accreditation period is three years. Renewal is necessary every three years. The applicant organization, which meets with all the requirements, will be given both the best HRD accreditation and the best HRD membership, in which members share best practices and training resources and build networking. The best HRD team also provides applicants with consulting services by specialist in human resource management and development regardless of acquiring accreditation if once an applicant applied.
In the year of 2011, total of 51 applicants applied for the best HRD accreditation. 17 of them were for re-accreditation. Four out of them earned over 900 points in total and 8 over 800 points. The other 18 scored slightly over 700 points. It is distinguishing feature of year 2011 that no applicant was failed in the accreditation. Through analysis of reports submitted by the inspectors, we found three common key factors of excellent organizations in human resource management and development; stated aim performance management systematic promotion and reward system and a diversity of education and training program. Besides, general capacity of human resource management and development in public sector has improved for last six years since the best HRD accreditation project began. It was also found that the gap of competence between local and metropolitan areas decreased and local governmental interests in in-house instructors, mentors and mentees, job qualification grew.
We would like to suggest the followings to improve the project in the future; first, dividing work responsibilities into research and operation. Since Human Resources Development Service of Korea (HRDSK) currently plays a role as accreditation authority in private sector as well, HRDSK may be able to take in charge of operation while KRIVET focuses on research about development of policy as well as accreditation evaluation criteria; second, securing stable budget. In spite of increase of applications including re-accreditation every year, budget allocation has decreased for last three years in a row; third, developing reasonable evaluation criteria for both small and large organization fourth, improving validity and reliability through organizing a handful of professional evaluators, who conduct a variety of site inspection with standardized scope.요 약
제1장 공공부문 인재개발 인증 사업 개요 1
제1절 추진 배경 및 목적 3
제2절 사업 개요 및 추진경과 5
제2장 공공부문 인재개발 우수기관 인증심사 27
제1절 심사위원 선발 개요 29
제2절 심사위원 경향 분석 31
제3절 심사위원 연수 32
제4절 인증심사 기준 35
제5절 인증심사 과정 62
제6절 인증심사 66
제3장 공공부문 인재개발 우수기관 인증제 주요 사업 내용 75
제1절 인증위원회 77
제2절 해외 우수 HRD 사례 벤치마킹 79
제3절 Best HRD School 84
제4절 인재개발 컨설팅 96
제5절 인증수여식 및 Best HRD Club 100
제4장 Best HRD 인증 효과 및 성공모형 103
제1절 Best HRD 인증 효과 105
제2절 Best HRD 성공모형 108
제5장 Best HRD 사업평가 113
제1절 Best HRD 사업평가 개요 115
제2절 2010년 사업평가 결과 116
제3절 2011년 사업평가 설계 118
제4절 사업 평가 결과 123
제6장 Best HRD 인증 사업의 개선 과제 및 향후 발전 방향 125
제1절 개선 과제 127
제2절 공공부문 Best HRD 인증제 개선 방향 132
SUMMARY 139
참고문헌 143
부 록 145
1. 공공부문 인재개발 우수기관 인증 사업 신청 양식 147
2. 공공부문 인재개발 우수기관 인증 사업 서류심사 양식 152
3. 공공부문 인재개발 우수기관 인증 사업 현장심사 양식 167
4. 공공부문 인재개발 우수기관 인증 사업 운영규정 19
미래숙련수요 분석에서 특허분석의 활용 : 철강산업 친환경- 저탄소기술 전망을 중심으로
Get PDF기술변화에 대응한 미래 숙련수요의 분석이 필요하나, 이에 대한 분석 방법이 아직 정립되지 않은 상황이다. 본 연구에서는 미래 숙련수요에 대한 전문가의 질적 분석과 특허분석을 통한 양적 분석을 보완적으로 사용함으로써 미래숙련수요 분석방법개발을 도모하고자 한다. 특히, 본 연구는 숙련(Skills)을 지식, 기능을 포괄하는 직무능력으로 정의하고, 국제특허분류(IPC, International Patent Classification) 코드를 지식(knowledge), 기능(dexterity)의 대리변수로 간주함으로써, 기술별 IPC코드 분석을 통해 양적인 미래숙련수요분석을 수행할 수 있음을 보이고자 한다. 분석 사례는 대표적인 에너지 다소비 업종인 철강산업의 녹색화에 관련된 에너지 절감을 위한 생산방식 변화, 제품구성의 변화, 탄소배출의 포집 저장 등에 대한 기술이다. 이들 기술 관련 미국특허의 IPC subclass 코드 분포에 대하여 허핀달-허쉬만 지수 등을 통해, 철강산업의 녹색기술영역이 철강산업 일반보다 직무 집중도의 감소, 직무의 다양성의 증가가 나타남을 보이며, 특허분석을 통한 분석가능성을 제시한다.I. 머리말 4
Ⅱ. 개념과 관련연구검토 6
Ⅲ. 특허 분석의 활용 10
Ⅳ. 분석 사례 : 철강산업 녹색화에서의 미래숙련수요 14
Ⅴ. 맺음말 : 미래 숙련수요분석과 특허분석 2
고령화시대 베이비붐 세대의 평생학습
Get PDF○ 베이비붐 세대의 평생학습에 관한 논의는 은퇴 이후의 경제적 자립 ‘준비를 위한 학습’관심으로부터 시작되지만, 궁극적으로는 인생 전반에 걸쳐 자신의 생애를 설계하고 형성해가는 일련의 자기주도적 학습과정에 대한 사회적·정책적 지원의 논의로 전개되어야 함.
○ 이를 위하여 본고에서는 우선, 베이비붐 세대의 평생학습 참여 현황, 참여 장애요인, 학습 요구 및 베이비붐 세대 대상의 평생학습 정책 지원 현황과 인생 설계 프로그램 운영 현황을 살펴보고, 이를 바탕으로 다음과 같은 정책적 제언을 제시함.
- 생애 주기별, 단계별 과제 및 관련 학습 요구에 대한 통합적이고 심층적인 연구 필요.
- 학령기 이후의 성인 교육과 학습과정을 ‘연장된 공교육 과정’으로 규정하고 이에 대한 공적 투자 확대.
- 다양한 교육훈련자원이 공공 및 민간 영역에 확대될 수 있도록 하고, 자원의 유기적 연계·공급을 위한 통합적 관리 인프라 구축.
- 제2의 인생 설계를 위한 장기적·체계적 교육을 위해 베이비붐 세대의 고등교육에의 참여 기회를 제고하는 방안 강구.
- 직업 및 경력 전환을 추구하는 베이비붐 세대에게 적합한 직업연구 수행 및 직업교육과정 운영, 더불어 제2의 인생에 적합한 일과 삶에 대한 새로운 모델 개발
Ⅰ. 문제제기
Ⅱ. 베이비붐 세대의 평생학습 참여 현황 및 요구
Ⅲ. 시사점 및 정책적 제
Challenges to the Advancement of the Service Industry through HRD Policy
Get PDFIn the knowledge-based society of the 21st century, the competitiveness of an economy is in large part determined by the human capital and knowledge it possesses. The construction of advanced human resources policies and systems is predicated on the government's ability to create and generate accurate statistical indices and information related to education and the labor market. Given this necessity, the establishment of a vision and strategy to bring about an advanced service industry, the estimation of manpower supply & demand, and the forging of specific human resource development policies and infrastructure have become important issues as far as human resource development policies are concerned.
This research focused on the knowledge service industries identified by the current Korean government as new economic growth engines, namely the finance, education, medical & healthcare, culture, tourism, and +ICT service sectors. More to the point, the main goals of this research were: to identify the core issues associated with advanced forward-oriented human resources policy designed to bring about sustainable economic growth and upgrade the people's overall quality of life; to construct the necessary basic infrastructure through innovative ideas rooted in the vision that was developed in accordance with the results of the empirical research; and to comprehensively link individual human resources policies to one another...
Inter-institutional Collaboration Related to the Career and Vocational Education of Students with Disabilities
Get PDFThe goal of this study is to suggest various school and community-based inter-institutional collaboration pertaining to effective career and vocational education. Such an endeavor is undertaken as part of efforts to establish the foundation for the transition and independence of students with disabilities. To this end, this study used the following methodologies: literature reviews, on-the-spot visits and case analyses, delphi analysis with 24 specialists, and discussions with professionals and practitioners. Based upon the findings gleaned from the on-the-spot visits, delphi analysis, and discussions, the following policy recommendations were introduced in conjunction as far as effective inter-institutional collaboration is concerned:
First, community-based inter-institutional collaboration should be organized as part of effective career and vocational education for students with disabilities. The collaboration system can be classified into ‘primary agencies’ that assume basic control of career and vocational education, and ‘secondary organizations’ that would provide supplementary opportunities for career and vocational education.
Second, ‘community-centered collaborative career-vocational programs’ should be developed and managed as part of efforts to invigorate inter-institutional collaboration. Countermeasures that can facilitate the participation of various organizations in the planning of Individualized Education Plans (IEP) or Individualized Transition Plans (ITP) should in particular be drawn up.
Third, sufficient opportunities for in-service training should be given in order to raise the expertise levels of practitioners. In-service training could in particular provide good opportunities for exchanges of information between practitioners.
Fourth, along with attempts to qualitatively enhance expertise, countermeasures should also be prepared to bring about the quantitative expansion of career and vocational education. More to the point, steps should be taken to ensure that the proper amount of human resources is assigned to the various related organizations (including special schools, rehabilitation centers, etc.).
Fifth, various countermeasures should be prepared with regards to the exchange of information. Specifically, proper systems should be prepared for the exchange of information. These should encompass community organizations related to career and vocational education, businesses that provide opportunities for work-based training, job information, and information about business that hire persons with disabilities. In addition, information about students with disabilities should be systematically managed, and network systems should be set up to ensure the systematic management of information.
Sixth, the legal and institutional improvements needed to foster inter- institutional collaboration should be reviewed
Vocational Education and Training Policies of G20 Member Countries(Ⅰ) : Case Studies of Selected Countries
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Based on the characteristics of the institutions developed by these countries, the emphasis during the first year of this study was on four advanced economies, namely Germany, France, Japan, and Australia. China, one of the BRIC countries, was also included as a subject of analysis during the first year of the study. This selection was based on the fact that contrary to the four advanced economies dealt with herein, the institutions of China display the features of an emerging economy. As such, it was felt that its inclusion could help to foster a better understanding of the institutions of other emerging economies. ..