Korea Research Institute for Vocational Education and Training
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Human Capital Corporate Panel Survey(2011)
No full text○ 본 패널조사는 기업의 “인적자원 개발 및 관리 현황”, 기업의 “인력현황”, 기업의 “연구개발 현황”, 근로자의 “교육훈련 참여현황 및 숙련수준” 등을 조사하여 기업과 근로자에 대한 횡단면 및 시계열 형태를 혼합한 패널자료의 구축 및 활용을 목표로 하고 있음.
○ 2011년에는 4차(2011)년도 조사를 실시하여 4차 웨이브 DB를 구축하고, 구축된 패널자료를 분석하여 정부의 기업 인적자원개발 및 근로자 직업능력개발 정책 수립과 평가의 기초자료로 활용하고자 함.요 약
제1장 사업 개요 1
제1절 사업의 필요성 및 목적 3
제2절 2010년까지의 사업 추진 실적 4
제3절 2011년도 사업의 주요 내용 8
제2장 4차(2011)년도 조사설계 15
제1절 기업 표본설계 17
제2절 근로자 조사대상 선정 24
제3장 4차(2011)년도 설문지 개발 27
제1절 설문지 개발 과정 29
제2절 설문 구성과 조사내용 32
제4장 4차(2011)년도 본조사 및 부가조사 41
제1절 조사 사전 작업과 고용노동부 협조체제 구축 43
제2절 본조사 진행 과정 및 현황 51
제3절 부가조사 수행 및 활용 59
제5장 데이터 구축 및 자료 활용 65
제1절 데이터 클리닝 및 DB 구축 67
제2절 자료의 활용 70
제6장 패널 유지관리 및 홈페이지 관리 75
제1절 패널 유지관리 77
제2절 홈페이지 관리 82
제7장 향후 계획 85
제1절 본조사 자료 수집 및 클리닝 87
제2절 홍보 및 자료 활용의 확대 88
참고문헌 91
부 록 97
1. 통계청 변경승인 관련자료 99
2. 설문대상 파악을 위한 조사표(제조업용) 103
3. 본조사 설문지 107
4. 부가조사 설문지 139
5. 부가조사 분석자료 : e-HRD Review 14-1호 145
6. 패널리뷰 : HRD Review 게재 자료 169
7. HCCP 기업 Report : 조직 문화 진단 227 8. HCCP 자료 활용 리스트 23
A Study on Curriculum Revision in Vocational and Meister High Schools by Department: Agricultural Life Industry, Fishery·Shipping, House
No full text○ 고등학교 계열별 교육과정 개정의 배경 분석
- 계열별 교육과정의 고찰
- 관련 직업교육 정책 동향
- 경제ㆍ사회 변화와 계열별 교육과정의 변화 동향
- 계열별 교육과정의 국제 동향
○ 고등학교 계열별 교육과정의 개정 방향
- 계열별 교육과정 개정의 기본 방향과 범위
ㆍ 2009 개정 교육과정 총론과의 연계
ㆍ 직업교육 체제 개선을 위한 국가 수준 전문교과 교육과정에서의 방향
ㆍ 국가직무능력표준(NCS: National Competency Standard)과 핵심역량
신장을 위한 방향
ㆍ 산업수요 맞춤형 실무중심 교육과정으로의 개선 방향
ㆍ 2011년 계열별 각론 개정의 범위 설정
- 계열별 교육의 성격 및 목표 설정
- 계열별 기준학과 설정
- 계열별 전문교과의 편제
○ 고등학교 계열별 교과목 교육과정 개정 시안
- 전문교과의 필수과목 및 선택과목 교육과정
- 현행 교육과정과 개정 시안과의 비교In this research, draft proposal of specialized subjects by area curriculum which appropriate with the direction for curriculum revision of specialized and meister high school, was to be developed for the realization of strengthening educational capability plan which required for vocational education advancement promotion.
To achieve the purpose of this research, first, policy trends of high school vocational education, condition of managing curriculum by area, and international trends of vocational high school curriculum were analyzed for the background analysis of curriculum revision by area. Based on this, the revision direction of curriculum by area was set, and the draft proposal of revised curriculum by area was developed.
For major research methods, review of literature, operation of consultant(development) members by subject area, hosting expert conference, operation of public hearing and regular workshop of research team were applied. Details of proposed research for the revision direction of specialized subjects by area curriculum, are as in the following.
First, objectives of the revision direction are the curriculum which strengthening connection with the general guidelines of the 「2009 revised curriculum」, pointing on basic job skills, following international change on industry and career, connecting education and qualification, suitable with changing educational environment, and combination of subject areas by connection.
Second, the development has been made considering creative and enhanced textbook, and documents pointing on consumer, revision ‘listing educational elements’ to ‘achieving goal’, concrete statement on achieving goal, for the document development of the specialized subjects curriculum.
Third, details of the revised curriculum are as in the following. First of all, 10 departments were set and proposed for Agriculture and Biotechnology subject area, on the level of changing the name of Biotechnology to Biotechnology Techniques and Forest Resources was separated and newly-founded from Plant Resources because standard courses of Agriculture and Biotechnology subject area were already adjusted. In the special subject organization, party combined as 42 courses and some courses which were needed restructuring or name changing, adjusted. For course required subject, regular 3 courses were set as 2 courses, ‘Understanding of Agriculture’, ‘Basic Techniques in Agriculture’. ‘Agricultural Information Management’ were adjusted as optional course form course required subject. Additionally, ‘Successful Career Making’ course was proposed to be founded and operated. Next, 12 of the current Fishery and Maritime Transportation standard departments were maintained because a lot of change had been made on the 2007 revised educational curriculum. But the department of Marine Leisure was changed into the department of Marine Leisure Industry for clarifying its identity. For special subject organization, a lot of changing are proposed for required courses following the 2009 revised educational curriculum. ‘General Maritime Affairs’, ‘Fishery and Maritime Transportation Information Processing’, ‘Electronic Telecommunication Engineering’ were changed as ‘Understanding of Marine’, ‘Basic of Fishery and Maritime Transportation Industry’, ‘Basic of Electronic Telecommunication’ respectively, and ‘Marine Environment’ and ‘Marine Pollution’ were combined as ‘Marine Pollution and Prevention’. Also, ‘Refrigeration Mechines’ and ‘Logistics in Ports and Harbors’ were changed as ‘Refrigeration Air Conditioning Equipments’ and ‘General Marine Logistics’ respectively, and ‘General Marine Plant’ was newly- founded. Finally, standard department of Vocational Home Economics Education was keeping current 8 forms as following current condition of operating courses and analysis of characteristic. For special subject organization, current courses were kept and formed as total 37 courses, 1 for naming change of newly-found course, 6 for course naming change. For details, ‘Computers’ was excluded and ‘Understanding Service Industry of Living’ was newly-found. As followed by naming change of Child-care department, adjustment was made following current 4 courses, and ‘Nursing Clinical Training’, ‘Basic Welfare Service’ were changed as ‘Basic Nursing Clinical Training’ and ‘Basic of Welfare Service’ respectively.제1장 서 론 1
제1절 연구의 목적과 필요성 3
제2절 연구 내용 6
제3절 연구 방법 7
제4절 연구의 제한점 9
제2장 고등학교 계열별 교육과정 개정의 배경 분석 11
제1절 고등학교 직업교육 정책 동향 13
제2절 계열별 교육과정 운영 실태 27
제3절 직업교육과정의 국제 동향 105
제3장 전문교과 교육과정 개정의 방향과 주요 내용 177
제1절 전문교과 교육과정 개정의 기본 방향과 범위 179
제2절 전문교과 교육과정 문서 체제의 변화 192
제3절 전문교과 교육과정 개정의 내용 197
SUMMARY 227
참고문헌 23
Study on the Qualification of Service Industry(II): Focusing on Enterprise Service Sector and Distribution Service Sector (Appendix)
No full text[부록 2-1] 사업 및 배분 서비스 관련 한국표준산업분류 1
[부록 2-2] 사업 및 배분 서비스 관련 한국표준직업분류 16
[부록 2-3] 사업 및 배분 서비스 관련 한국고용직업분류 45
[부록 3-1] 사업 및 배분 서비스업 관련 자격분류 53
[부록 4-1] 사업 및 배분 서비스업 관련 미국의 자격개요 60
[부록 4-2] 사업 및 배분 서비스업 관련 미국의 직업개요 145
[부록 4-3] 사업 및 배분 서비스업 관련 일본의 자격개요 156
[부록 6-1] 사업 및 배분 서비스업 신규자격 구축(안) 18
Research Study on Career Educaton Support System centered around Employment Training
No full text본 연구의 목적은 학교의 직업체험 중심 진로교육 활성화를 위한 지원체제를 연구하고, 관련 정책 방안을 제시하는 데 있다. 구체적인 연구 목적은 다음과 같다.
첫째, 우리나라 학교의 직업체험 중심 진로교육의 실태 및 문제점을 분석한다.
둘째, 우리나라의 직업체험 운영 사례 및 지원체제의 특징을 분석한다.
셋째, 영국, 일본, 아일랜드 등 해외 3개국의 직업체험 중심 진로교육 사례 및 지원 체제를 분석한다.
넷째, 우리나라 학교의 직업체험 중심 진로교육 지원체제 및 관련 정책과제를 제언한다.1. Study purpose and contents
Recently, Korea government has been thrived to support the experience centered career education that is outstanding topic and focused on student’s skill and aptitude to select a career. Ministry of Education, Science and Technology(MEST) had developed the work experience program to supply it for primary school, middle school and high school in the early 2010. MEST has operated the work experience program in the city and district level offices of education since the late of 2010.
Nevertheless, the student’s activities of work experience are not activated currently, educational environments for work experience in and outside school are not sufficient. To extend the career education based on work experience in and outside school, it’s very important and necessary to study the support system of career education.
Therefore, the purpose of this study is to investigate the support systems for active career education centered work experience and is to propose a policy and give a suggestion. The detail study contents and methods are as follows.
First, this study identifies the current issues of work experience centered career education, pinpoints the problems at a secondary school in Korea. For this, the study shows an analysis of local precedent reports related with work experience and school statistics of work experience status under 16 cities and districts offices of education.
Seconds, it examines case studies of work experiences. The site visiting was held to review the work experience program cases, operations recommended by the offices and the staffs, teachers and students participated in programs were interviewed. Third, an oversea references of work experience centered career education and support systems are analyzed. Lastly, the study proposes a policy issue and suggestion regarding to the work experience centered career education and support system
2. The precedent study related with work experience and a analysis of supporting system
The suggestions of precedent studies related with work experience are summarized as follows; the index selection of policy evaluation through legal regulation for work experience, network built with correlated organization, strengthening a liaison relationship and conciliation between departments; regular base of work experience; enhancing experience and volunteer based career education methods; setting up an infra structure of supporting a work experience; ICT or in service training reinforcement for staffs to increase their professionality
The ‘creative experience activity’ was specified in 2009 revised national curriculum; more than 3 hours in middle school, more than 4 hours in highschool per week average so it required work experience time in school officially. MEST developed the work experience program as one of creative experience activities in the late of 2010. MEST funded the 348 programs development fees and budgets for the city and district offices of education
MEST set up nationwide supporting system to connect Career Education and Guidance Department in MEST, Career Guidance Support Center under City and District Office of Education and Career Counseling Department in School(20th April, 2011, MEST). The on/offline career information center operated, Online career advisory service, psychological assessment tools and job information offered in Career Guidance Support Center.
3. Current status of work experience centered career education and questionnaire survey
The questionnaire survey for program running staffs in institutes, teachers and students participated was done regarding to the career education centered on work experience. The major results are as follows.
At the result of questionnaire for the 117 school teachers, 152 programs in 2010 and 179 programs in 2011 were operated from 2010 through Aug. 2011. The program operating hours are 8.7 per program and 132 students were joined the program, the main portion is an experience program, 41.2%.
The satisfaction rate of students for the program is average 3.97, the girls average rate(4.05) is higher than boys average rate (3.83). (t=-2.627, p<.01). The satisfaction rate of teachers for the program operation is average 3.48 and the rate of program running staffs in institutes is average 4.29 that is higher than it.
As the major problems in operating program, program running staffs in institutes pinpoint the limited budget and funds (34.5%), the teachers identify the limited places and information of work experiences (35.9%) and the students point out an inappropriate work experience placement (20.7%) and the lack of individual advisory and counseling (19.2%).
In terms of the requirements supported by city, district and government for enhancing work experience, the teachers show the opinions that various work experience placements must be extended through creative experience activity MOU with companies driven by government (39.3%) and be selected by school through career exhibition shows(31.6%). The students request much more work experience programs (44.9%). The program running staffs in institutes demonstrate the growth of government budget as an improvement. (37.9%)
4. Case study of work experience centered career education
The work experience placements are divided by public institution, private institution and school and the operation overview, work experience contents and support system are analyzed. As the public placements funded by government, National Youth Space Center, Gwacheon National Science Museum and Job World, funded by local district, Haja Center, Suseo Youth Center, Inchon Youth Career Guidance and Supporting Center are examined. For the private placements, Kidzania, Architecture Work Experience by Hansol Construction Company, Farm 21C Ulsan and NFTE-Korea are reviewed.
On behalf of school case studies, the work experience in Busan Dong-Eui Institute of Technology and Jeju campus, Korea Polytechnic University are investigated.
By doing these case studies, it draws the conclusion that an explosion of work experience placements is urged and specialized programs by level, human resources of full time and supporting are needed.
5. Foreign case study of work experience centered career education
Ireland, Japan and England case studies are investigated depends on the operation contents, educational significance, supporting system and educational achievement. Based on this investigation, an implication to Korea work experience centered career education is deduced as follows.
Ireland has a Transitional Year(TY) work experience program. For TY program operation, schools utilize parents, work placements and local community as a education partner in order to maximize an efficiency of total human resources. The schools attract voluntary participations from them, have a cooperation approach to the effective TY program operation and design the TY program depends on student’s needs and requirements under the standards and guidelines of Ministry of Education.
The main feature of case study in Japan is a ‘Career Start Week Campaign’, nationwide work experience activities organized by Ministry of Education, Culture, Sports, Science & Technology that lasts 5 days. ‘Month of Work Experience’ sponsored by MEST similar with Career Start Week Campaign is held in Korea. When this event is carried, the explosion of work placements, tightening a cooperation with them, official curriculum of work experience in school and training the volunteers as supporting human resources are considered.
In case of UK, there are one or two weeks various and stable work experience programs. They encourage an active participation as well as giving a choice to find a future job. The support system is already established so there are a lot of educational contributions from local community, corporations and partner institutions.
6. Proposal on the Support System of Work Experience Centered Career Education
At chapter 6, the tasks and suggestions to activate and stabilize the support system of work experience centered career education are proposed. First, the diverse work placements and program must be offered and explored. Second, the professionality and the speciality of the workforce that is responsible for work experience programs must be considered and supporting human resources are acquired and utilized with effect. Third, an on/offline network must be installed to connect government, local community and school for facilitating an effective work experience operation, in addition to this, practical cooperation within them will be achieved.
The support systems for work placements exploration and program development are as follows. Securing the work placements through pan-government community on the national level, the work experience program development and participation extension of public institutes, incentive growth for private corporations and sponsoring a campaign and contests are suggested. In the level of city and district education offices, the budget of the work placements finding, sponsoring contests, producing video of work experience to overcome a regional deviation, operating a mobile exhibition bus of work experience, diverse program developments in term, weekend and vacation are proposed. In the level of school, finding work placements and setting a work experience plan to relate with curriculum are recommended.
The support systems for professionality and speciality of work experience programs staffs and securing the workforce are as follows. Currently the competence of staffs is very low so the national manual development and handing manual out are needed firstly.
In the level of city and district education offices, improving a competence of career guidance counselling teacher and supporting specialized parts, utilization of school and company retirees, training, utilization of work experience coordinator are required.
The support system for the on/offline network installation and practical cooperation enhancement is as follows. Local, National support committee constitution, regular meeting for the detail roles and collaborations and installing a ‘work experience net’ that help to match and share the work experience resources on level of local and national are proposed.요 약
제1장 서 론 1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 및 방법 7
제3절 용어의 정의 13
제2장 직업체험 관련 선행연구 및 지원체제 분석 17
제1절 직업체험 진로교육 선행연구 분석 19
제2절 직업체험 지원체제 분석 39
제3장 직업체험 중심 진로교육 실태 및 요구조사 59
제1절 설문조사 개요 61
제2절 직업체험 중심 진로교육 현황 67
제3절 직업체험 중심 진로교육의 문제점 및 요구사항 112
제4절 시사점 131
제4장 직업체험 중심 진로교육 운영사례 135
제1절 공공기관 사례 138
제2절 민간기관 사례 159
제3절 교육기관 사례 168
제4절 시사점 172
제5장 해외 직업체험 중심 진로교육 운영사례 175
제1절 아일랜드의 직업체험 177
제2절 일본의 직업체험 197
제3절 영국의 현장직업체험 212
제4절 시사점 228
제6장 직업체험 중심 진로교육 지원체제 제언 231
제1절 직업체험처 발굴 및 직업체험 프로그램 개발 234
제2절 담당 인력의 전문성 제고 및 지원 인력의확보 · 활용 242
제3절 온라인·오프라인 네트워크 구축 및 실질 협력강화 246
SUMMARY 251
참고문헌 261
부 록 267
1. 진로체험 운영 관계자 면담 질문지 269
2. 진로체험 참여 학생 면담 질문지 272
3. 아일랜드 직업체험 관련 양식 275
4. 진로체험 프로그램 운영(참여) 설문조사지 27
A Study on Strengthening Competency and Human Resources Condition on Private Employment Services
No full text첫째, 민간 고용서비스 종사인력의 실태를 분석하였다. 전반적인 고용서비스업의 고용구조와 상담 및 취업알선 인력을 중심으로 유ㆍ무료 직업소개업 등 서비스 기관 등에 대하여 인력 실태를 파악하였다. 분석 내용은 주로 각 업종별 전반적인 종사인력 구조, 종사인력의 개인 특성 및 자격, 임금, 직무 특성 및 관련 역량 수준 등이다.
둘째, 민간 고용서비스 종사자 교육훈련 실태의 분석이다. 입직 전 관련 자격 및 교육훈련 실태와 현행 고용노동부 및 지방자치단체, 협회의 직업소개 종사자 대상 교육 실태를 분석하였다. 또한, 업체별 자체 종사자 교육 실태도 검토하였다.
셋째, 국제교육직업지도협회(IAEVG), 미국, 일본, 독일의 고용서비스 종사인력의 역량과 실태를 분석하였다. 주로 종사인력에 대한 자격 제도(국가 및 민간), 관련 역량 기준과 교육과정을 살펴보았다. 넷째, 민간 고용서비스 종사인력의 역량 제고와 관련된 장단기 정책과제의 도출이다. 종사인력의 전문성 강화를 위한 역량 도출 및 역량 강화 프로그램, 관련 자격제도 개선, 교육프로그램 제언 등을 모색하였다.The purpose of this study is to analyze the present condition of private employment service staff members and to assess policy initiatives designed to reinforce their expertise and capabilities.
To achieve this objective, first, the actual state of private employment services personnel was analyzed in terms of the current status of employment structures, quantity and quality of job referrals, and the competence of counseling staff in employment service organizations, including free or paid employment agencies. Second, the qualifications of employment service staff and the status of their education system were analyzed. Third, the condition of employment service staff members in other countries was analyzed, including those at the IAEVG(International Association for Education and Vocational Guidance), and those working in the United States, Japan and Germany.
Based on this analysis, measures to reinforce the capabilities of human resources personnel are suggested as follows. First, capability guidelines should be provided at the national level. It is necessary to develop and adopt guidelines for the capabilities of career service personnel nationwide from a longer-term perspective. Because of the absence of such guidelines, policy initiatives have been inconsistent, and there is presently no educational system to develop career services expertise. Second, the current vocational counselor certification system must be complemented. There is a vocational counselor certification system in place to strengthen staff in certain specialties, but such licensing is minimally effective in this market. Above all else, the lack of practical skills among career services personnel is in urgent need of improvement. Third, it is necessary to educate the staff of private employment services, with education programs provided according to career stages and areas. Also, educational opportunities for employment service staff should be expanded, with education programs offered in the local employment center, to be consistently developed and operated by the organization with regard to employment services policies and the execution of those policies. Finally, blended learning should be introduced where possible when advanced-level courses are undertaken.요약
제1장 서 론 1
제1절 연구의 필요성 및 목적 3
제2절 선행 연구 검토 6
제3절 연구 내용 및 방법8
제2장 민간 고용서비스 현황과 고용구조 13
제1절 민간 고용서비스 현황 15
제2절 인력 관련 자격증 현황 22
제3절 인력 관련 교육프로그램 현황 26
제4절 인력의 고용구조 및 직무 34
제5절 요약 및 시사점 50
제3장 민간 고용서비스 인력 실태와 직무 53
제1절 인력 실태 조사 결과 55
제2절 민간위탁 고용서비스 사업의 직무 조사 결과110
제3절 요약 및 시사점 113
제4장 해외의 고용서비스 인력과 역량 117
제1절 국제교육직업지도협회(IAEVG)의 EVGP 사례 119
제2절 미국의 CDF 사례 125
제3절 일본의 커리어컨설턴트 사례 138
제4절 독일의 직업상담사 사례 152
제5절 요약 및 시사점 163
제5장 인력 역량 강화 방안 167
제1절 종합 논의169
제2절 역량 강화 관련 제언 175
제3절 교육 관련 제언 177
SUMMARY 181
참고문헌 183
부 록 187
1. 기관 및 종사자 설문지 189
2. 일본의 커리어컨설턴트 기능검정시험 사례 203
3. 독일의 연방고용청 전문대학의 노동시장경영학과와 직업상담학과의 이수체계 21
The Effect of the Structured and Contextual TQM practices on Organizational Learning Activities and Business Performance
No full text본 연구는 서로 다른 특징을 가진 품질경영활동이 조직학습활동 내 발생되는 학습 축적과 학습전이 활동에 미치는 영향을 분석하였으며 조직학습활동을 매개로 기업성과에 미치는 영향을 탐색하였다. 품질경영활동은 기술적, 도구적, 분석적 활동을 강조하는 구조적 품질경영활동(예: 프로세스관리, 정보와 분석)과 사회적, 심리적 관계 속에서 생성되는 환경적 품질경영활동(예: 리더십, 고객중심, 인간관리)의 두 가지로 구분되는데 이와 같은 상이한 두 개의 품질활동군의 전략적 사용을 통한 지식 생성 및 전이, 그리고 기업성과에 대한 영향을 알아보았다. 문헌 고찰을 통해 생성된 7개의 가설로 구성된 연구모형이 도출되었으며 KOSPI에 상장된 제조업체를 대상으로, 구조방정식을 통해 분석되었다. 연구 결과로, 구조적 품질경영활동은 학습 축적활동 보다 학습 전이활동에만 영향을 미치는 반면 환경적 품질경영활동은 학습 축적만이 직접적인 통계적 유의를 나타냈다. 또한 학습축적은 학습전이를 유도하였으며 기업성과와 조직학습활동과의 관계에서는 학습전이활동만 기업성과에 유의하게 작용하는 것으로 밝혀졌다.This study investigates the relationships of two distinct sets of total quality management practices(TQM) called structured TQM practices and contextual TQM practices, with two organizational learning(OL) elements called learning stocks and learning flows. This study also examines the mediation effect of OL elements on business performance in Korean industrial manufacturing settings. This study theoretically develops a conceptual model with 7 hypotheses regarding how these two different types of TQM approaches influence learning accumulations and learning transfer processes and how the organizational learning activities meditate between the TQM practices and business performance. In the hypothesized model, this study found that contextual TQM practices have strong positive relationships with learning stocks while structured TQM practices only significantly influence on learning flows. Moreover, this research found that learning stocks impact on learning flows as well as only learning flows are significantly associated with business performance
The Structural Relationship among Occupational Self-efficacy, Task Value, Work Autonomy, Satisfaction, Academic Achievement and Transfer Intentions
No full text본 연구는 기업 이러닝 수강생을 대상으로 직업적 자기효능감, 과제가치, 직무자율성, 만족도, 학업성취도 및 전이동기 간의 구조적 인과관계 분석을 목적으로 하였다. 이를 위해 2010년 4월, A은행 행원 311명을 대상으로 구조방정식 모델링 분석을 통해 연구가설을 검증하였으며, 그 결과는 다음과 같다. 첫째, 기업 이러닝에서의 과제가치는 만족도에 직접적인 영향력을 가지는 것으로 나타났다. 둘째, 직업적 자기효능감, 직무자율성 및 만족도는 학업성취도에 직접적인 영향력을 가지는 것으로 나타났다. 셋째, 직업적 자기효능감, 만족도와 학업성취도는 전이동기에 직접적인 영향력을 가지는 것으로 확인되었다. 이와 같은 결과는 만족도를 높이기 위해 과제가치 증진을 위한 조직풍토 조성과 다양한 지원이 필요하며, 학업성취도를 높이기 위해 만족도 증진 방안 마련과 동시에 조직에서 업무를 수행해내는 자신감과 조직문화의 자율화를 위한 노력이 필요함을 의미한다. 마지막으로, 기업 이러닝에서의 전이동기를 향상시키기 위해서는 단편적이고 단기적인 노력보다는 경영층이 주도하는 통합적이고도 조직적인 인프라 구축 및 제도 개선이 필요하다고 볼 수 있다.The purpose of the present study is to verify the structural relationship among occupational self-efficacy, task value, work autonomy, satisfaction, academic achievement and transfer intentions. For this study, A bank in Korea was chosen for the survey and a total of 271 participants who were enrolled in an e-learning course were analyzed for the research. The major findings of this study are as follows: First, task value had statistically significant direct effects on satisfaction. Second, occupational self-efficacy, work autonomy and satisfaction had statistically significant direct effects on academic achievement. Third, occupational self-efficacy, satisfaction and academic achievement had statistically significant direct effects on transfer intentions
Analysis on Future Skills Demand Using Patent Analysis - Focusing on Automobile Batter Sector from Industrial Fusion
No full text본 연구는 앞서 황규희 외(2009, 2010a)에서 제기한 그린카 인력양성을 좀 더 구체화하여 이차 전지를 중심으로 한 미래숙련수요 분석에 집중하며, 황규희 외(2011)에서 제시한 특허분석을 발전시키고자 한다. 즉, 본 연구의 목적은 특허분석을 통한 지식베이스를 도출하여 미래 숙련수요를 분석하는 기법을 체계화하고, 이를 기초하여 교육과정을 시범적으로 분석하고자 하는 것이다. 앞서 황규희 외(2011)에서 철강산업을 대상으로 특허정보라는 구체적 근거를 가지고 검증 가능성을 보완하는 연구가 수행되었는데, 이는 새로운 지식의 등장에 따른 숙련 수요 분석을 도모하며 특허분석을 이용한 미래 숙련수요 분석방법을 모색한 것이었다. 본 연구에서는 이를 발전시켜 특허정보를 통한 네트워크 분석을 적용하며, 자동차용 이차전지에 대하여 분석하였다.
이차전지산업은 정보통신산업, 자동차산업, 부품소재산업 등 다양한 산업적 관점에서 그 발전 필요성이 제기되는 가운데, 우리나라가 현재 갖고 있는 산업의 특성에 비추어 진출이 비교적 쉽고, 기존 기반 산업의 경쟁력 유지 및 강화에 반드시 필요한 산업이다. 최근 지식경제부에서 에너지산업 新성장동력화에 필수적인 우수전문인력 양성을 위해 ’10년도 신규사업 16과제 중 이차전지기술에 해당하는 ‘그린카 전력기술’, ‘전력저장용 리튬이차전지 핵심소재’ 고급인력 배양을 위한 지원을 하고 있다. 본 연구의 미래숙련수요 분석과 이에 기반한 교육과정 분석은 이러한 대학 교육과정 개선 및 관련 인력정책 개발의 기반이 될 것이다.1. Overview
This study aims to develope a methodology for the future skills needs analysis through the patent analysis on the basis of knowledge theory and knowledge network theory. It will carry out patent data analysis for automobile rechargeable battery and extract knowledge unit as future skills demand. And then apply it to curriculum analysis.
It claims the possibility of knowledge network analysis through patent analysis in theoretical debate for convergence knowledge production mode. It also analyzes the trends of detailed technology and related required knowledge and functions according to the migration of major rechargeable battery market to mobile, automobile and energy storage purposes through network analysis on rechargeable battery related patents.
2. Proposal on the methodology for the future skills needs analysis through the Patent Data Analysis
Skills in this study include technology and technique as a concept compatible with knowledge. The knowledge in that sense becomes an object that represents (knowledge) network, and the analysis on that kind of knowledge network can be planned. While the data structure hidden inside of patents can work as a critical “proxy meter” for identifying scientific and technological activities and related knowledge structure, this study identifies the development and structure of knowledge by quantifying and structuralizing patent data.
3. Main results of the study
The primary contribution of this study is to advance a methodology by displaying the way of use for the patent data analysis in the future skills needs analysis. The future skills needs analysis by patent data analysis used in this study can be utilized as following:
○ To provide a systematic approach to the qualitative discordance matter that recurs continuously in cultivation and utilization of science and engineering professionals through skills needs analysis in this study
○ To support more reasonable policy making process, in the policy establishment process for future key growth engine and prospective industries.
○ To improve the employability by providing the information for future skills needs and attracting the development of related curriculum in universities and training centers.요 약
제1장 서 론 1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 및 방법 5
제2장 미래 숙련수요 분석체계 11
제1절 융합지식생산양식 13
제2절 지식네트워크 18
제3절 특허정보를 이용한 지식네트워크 분석 23
제3장 이차전지 기술변화 35
제1절 이차전지 개요 37
제2절 이차전지 기술경쟁 43
제3절 기술변화와 지식단위 48
제4장 특허분석과 지식변화 59
제1절 특허분석 자료 구축 61
제2절 정태적 분석 67
제3절 동태적 분석 72
제4절 소결 79
제5장 응용사례: 대학 교육과정 분석 81
제1절 분석방법 83
제2절 기술별 분석 86
제3절 미래 숙련수요에 대한 대응 122
제6장 결론 및 제언 137
제1절 연구 결과 139
제2절 활용과 제언 143
SUMMARY 147
참고문헌 15
대졸 청년층의 취업눈높이 분석
Get PDF○ 청년층의 높은 실업 문제를 해결하기 위해 취업눈높이를 파악하고, 일자리 기대수준과 실제 취업 수준의 미스매치를 파악하는 것이 중요함.
○ 본고에서는 한국교육고용패널조사 7차(2010)년도 데이터를 이용하여 청년층의 취업눈높이 실태 및 실제 월급과 기대 월급 간의 차이를 분석하고자 함.
○ 대졸자는 정규직에 대한 취업눈높이가 가장 높고, 최소 기대 월급은 170만원임.
- 대졸자의 66.3%가 ‘정규직이 아니면 취업하고 싶지 않다.’라고 응답하여, 정규직에 대한 선호도가 가장 높고, 그 다음으로 ‘근무시간 규칙 직장 선호’(64.9%), ‘통근 수월 직장 선호’(59.6%)가 높음.
○ 취업눈높이에 영향을 주는 요인은 ‘성별’, ‘대학소재지’, ‘대학전공계열’, ‘임시·일용직의 경험’, ‘자격증 수’, ‘해외연수 경험’, ‘거주지 규모’임.
- 여성이 남성에 비해 취업눈높이가 높았으며, 수도권 소재 대학 졸업자가 비수도권 대학 졸업자 보다 취업눈높이가 높았음.
- 임시·일용직 경험이 없는 경우, 자격증 수가 많을수록 또는 해외연수 경험이 있는 경우 취업눈높이가 높음.
○ 취업자의 실제월급과 최소 기대 월급을 비교해보면, 실제월급이 더 높은 것으로 나타남.
- 이는 설문문항이 취업을 포기할 수도 있는 최저 월급을 응답하게 한 결과로 보여짐.
Ⅰ. 문제제기
Ⅱ. 분석 자료 및 내용
Ⅲ. 분석 결과
Ⅳ. 결
The Study on the Relationship between the Perceptive Factors and Employment of Older Workers
No full text본 연구는 고령인력의 특성에 대해 기업의 긍정적 혹은 부정적 인식이 어떠한 양상으로 나타나는지를 살펴보고, 고령인력의 생산성 수준과 고용에 기업의 인식적 요인들이 어떠한 영향을 보이는지를 밝히고자 하였다. 분석 결과는 우선, 기업은 고령인력이 지닌 특성들 가운데 신뢰성, 성실성, 대인기술, 스트레스 등의 요인에는 긍정적인 인식을 보인 반면에 생산성, 창의성, 몰입력, 사고유연성 등의 요소들에는 부정적으로 인식하려는 경향을 보였다. 그러나 60세 이상의 고령인력을 고용한 기업일수록 고령인력에 대해 상대적으로 긍정적 인식을 보였고, 생산성 정도도 높게 평가하는 것으로 나타났다. 다음으로 인과관계 분석 결과는 인간관계, 심리적 요인, 신체적 능력, 조직적 합성, 사고능력과 같은 기업의 인식요인들은 고령인력의 생산성 수준에 유의미하게 영향을 미치는 것으로 나타난 반면, 고용 여부에는 신체적 능력과 인간관계 요인만 영향을 미치는 것을 확인할 수 있었다. 따라서 정책적으로 고령자의 생산성을 개선하는 노력과 실제 이들의 고용을 촉진하는 노력이 함께 이루어져야 할 필요가 있다.The research examined that the perceptions of older workers’ characteristics held by employers and studied the relationship between the attitudes toward older workers and the employment practices. According to the result, the employers perceived that older workers are more reliable and more diligent than younger workers. They also had good communication skills and ability to deal with stress. On the negative side, the employers generally possessed stereotype about the productivity of older workers. The principal component analysis indicated that attitudes were interpersonal communication skills, ability to adaptation to organization’s culture, ability to learn new skills, physical capabilities and creativity and flexibility in thinking. In the process of employment practice, however, the employers only considered physical capabilities and interpersonal communication skills as major factors. Therefore, it is argued that the findings stress the need to remove stereotypical attitudes towards older workers