Korea Research Institute for Vocational Education and Training
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Analysis of the Current Condition of an Organization's Competency Modeling and its Application
Get PDFIt is necessary to research the current conditions of the implementation of competency evaluation, the introduction and development procedure of the competency model, and the organization and utilization of competency items for each position level, based on the competency model. This study, therefore, aims to examine the manner in which Korean corporations develop competency models that are applied to the competency diagnosis of employees, organize competency items for each position level, utilize those items in each area of HR, and determine the required competencies perceived by organization members.
This study identified the meaning of the competency model, its development, and utilization suggested by previous studies. It also referred to preceding applications of the competency model nationally developed by corporations in and outside the country. Based on the data collected, the actual condition of the development and utilization of competency model by Korean corporations was analyzed.
To conduct the study, an investigation of preceding studies, an analysis of related material from outside the country, a survey, and expert-consultant conference were administered...
Job Creation Strategy through Building Firms' Employment Capacity
Get PDFThe purpose of this exploratory research is to comprehensively review firm employment capacity, and identify the main factors of employment capacity. From this research, several policy suggestions have been developed.
Many previous studies in this area, focused on macro socio-economic analysis of employment based on labor economist disciplines, have concluded that the firm's ability is supposed to be the main topic of employment or job creation strategy research. However, most job strategy research has overlooked a firm's employment capacity.
In light of this, this research was designed to analyze a firm's capacity to create jobs. The main methodology of the research is rooted in ground-theory development, because it was hard to find research focusing on firm's employment capacity.
A firm's employment capacity is composed of three components. Firstly, job creation which creates new jobs secondly, job stability which continues employment thirdly, job quality which relates to a decent job, such as, fair compensation, welfare, and humane workplace conditions.
21 cases of best firm practices were developed by the researchers in order to identify common factors related to the three employment components. The results of the case analysis are that first, employment capability is the result of an interaction between firm factors and government policies secondly, while there are some similar patterns identified among the cases, each case has unique features when we look at under the microscope. Thirdly, while a firm's competitive strategy does not seem to directly affect the firm's employment, it defines the nature of employment. Lastly, cooperative culture and entrepreneurial management are the factors most critical to the employment capacity.
The model for a firm's employment capacity, constructed from the factors identified by the cases reviews, was tested with 2007 HCCP DB. Thirteen factors, including firm culture, skill training, control structure, were proved by the test.
Three policy suggestions were produced. First, packaged employment policy must reflect the industry ecosystem and supply chain management second, policy must be customized to SMEs thirdly, job strategy must be based on a green growth policy
A Study on the Accreditation System for Training Institutions and Programs
Get PDFThis study aims to suggest the introduction of accreditation for training institutions and programs to comprehensively evaluate and certify the competence of the institutions and their training courses for dealing with the changing promotions of training institution projects. First, we analyzed that the relationship between the current evaluation system for training institutions, related accreditation systems, and vocational competence development account systems through research into Korea and other countries and through a literature review. We reviewed the accreditation cases for educational training institutions of Australia and the USA and Korea, and then drew from the suggestions of this study through a Delphi survey.
Currently, most training institutions spend large sums of money, manpower, and material resources on the yearly evaluation. However, organizations are more focused on acquiring good grades than actually improving their training quality. Particularly, existing evaluation systems are estimated to lack effectiveness in providing management for the institutions receiving the lowest grades. Also, the operation of the training account system for a few trainees who have accounts causes the continuation of inferior training institutions, because it cannot force the less competent training institutions to withdraw services. To remove these factors and inefficiencies of the training institution evaluation process, the introduction of an evaluation system that can estimate the training organizations' operating competence and training quality should be considered.
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Countermeasures for Career Development of Drop-out Youths
Get PDFThe goal of this study was to suggest various alternatives for drop-out youths based upon the analysis of current status. Specifically, the objectives of this study were (a) to identify the drop-out processes and the drop-out youths' needs through the typological approach, (b) to analyze the current status of support systems for drop-out youths, and (c) to suggest several educational and social policy measures for career development of drop-out youths. For these objectives, this study used the following methodologies: literature review, statistical analysis of the Korea Youth Panel Survey for the identification of drop-out youths' characteristics, in-depth interviews with drop-out youths, and discussions with some professionals and practitioners
OECD-KRIVET Skills Beyond School : Post Secondary VET
No full textRaising the level of skills through education and training, and ensuring their diffusion, to meet the skill demands of the labour market is becoming an imperative for policymakers in OECD countries thinking about sustainable growth and development. In Korea, policymakers have looked beyond secondary school, focusing on tertiary education as a way to fill the skill gap created by the rapidly growing demand for technical and professional jobs in the wake of the financial crisis in 1997. The over expansion of higher education and Korea’s fast aging population has led to a shortage of skills and a mismatch in the labour market. In response, Korea has recognised the importance of post-secondary vocational education and training (VET) which can play a critical role in retooling and upgrading the skills of the labour force.
This paper consists of two main parts: the formation and diffusion of skills. These two areas are related to the supply and demand of skills, and depend on each other to transmit the right skill signals in the labour market. The paper analyzes the formation of skills in the post-secondary VET setting and the skill demands of the labour market under one unified framework. It will emphasize the linkage between post-secondary VET and the labour market. The paper is presented in four parts: challenges and needs of the labour market; the formation of skills; the transmission of skill signals; and policy issues.
There are many big challenges in matching the supply and demand of skills in the labour market, three of which include: meeting the demand for high skilled jobs, the expansion of higher education amid high youth unemployment, and declining population. These issues are the most significant trends affecting the development of skills in Korea.
...Ⅰ. Introduction 7
Ⅱ. Post-secondary VET in Korea 13
1. Introduction 17
2. Trends and New Challenges in Skills Development 20
2.1 New Phase of Economic Growth and Human Capital Development 20
2.2 Expansion of Higher Education amid Youth High Unemployment 22
2.3 Low Birth Rates and Aging Society 24
2.4 Coping with Both Demand and Supply for Skills 26
3. Skill Formation beyond School 28
3.1 Structure of Post-secondary VET 28
3.2 Skills Formation for Young People 30
3.3 Skills Formation for Adults 39
3.4 The New Type of Skills Formation 48
4. Signals and Matching Labor Market Needs 52
4.1 Information and Quality Assurance 53
4.2 The Qualification 59
4.3 The Delivery of Labor Market Needs 65
4.4 Career Guidance 69
5. Conclusion 74
Ⅲ. Post-secondary VET and Skills in OECD countries 81
1. Supply and Demand in Post-secondary VET of OECD Countries 82
2. Career Guidance 126
3. Access and Dropout 131
Annex 1. OECD- KRIVET Joint Seminar Proceeding 161
Annex 2. OECD-KRIVET Joint Meetings 189
Annex 3. OECD Meetings 20
Best Practices of Teaching and Learning in the Vocationa lEducation and Training(2010)
No full text본 사업의 구체적인 목적은 다음과 같다.
- 직업교육 교수·학습 방법 연구대회 우수사례의 발굴 현황, 특성, 주요 동향 및 보급 현황을 분석하고, 연구대회의 추진 방향과 운영 방법 등을 질적으로 정비하여, 직업교육 교수·학습 방법 개선 활동 선도
- 특성화 고등학교 및 학습자 특성에 적합한 국내외 교수·학습 방법 우수사례의 발굴 및 효과적인 보급
- 성공적으로 적용된 교수·학습 방법 사례 분석
- 발굴된 우수사례의 일반화를 통해 교원들의 수업 개선 역량 촉진
- 기 발굴된 직업교육 교수·학습 방법 우수사례 현황 분석을 통한 개선방안 모색요약
제1장 사업 개요
제1절 사업의 필요성 및 목적 1
제2절 사업 내용 4
제3절 사업 추진 방법 6
제2장 직업교육 정책 변화와 교수·학습 특징 및 동향 분석
제1절 직업교육 정책 변화와 교육 체제 혁신 11
1. 직업교육 정책 변화 동향 11
2. 학교 체제 변화에 따른 학교 경영 혁신 유도 18
제2절 새로운 교수ㆍ학습 방법 탐색을 위한 이론적 고찰 19
1. 수업혁신을 위한 창의적 교수·학습 방법 강화 배경 19
2. 직업교육 환경 변화에 따른 교수·학습 방법의 변화와 발전 방향 27
3. 창의적 교수·학습 방법의 도입과 적용 45
4. 창의적 교수·학습 방법의 시사점 62
제3절 해외 교수·학습 사례 특성 분석 63
1. 마이스터고 외국어 역량강화 프로젝트 64
2. 이러닝 교수·학습 사례 65
3. 게임 기반 교수·학습 사례 69
4. 웹캠을 이용한 작업기반 평가 교수·학습 사례 70
5. 블렌디드 러닝 교수·학습 사례 71
제4절 연구대회(’01～’10) 우수사례 특성 및 교수 기법 분석 72
1. 연구대회 교수·학습분과 우수사례 전체 경향 분석 73
2. 우수사례에 적용된 교수·학습 방법의 내용 및 모형 77
제3장 2010년 전국 고등학교 직업교육 선진화 연구대회
제1절 운영 체계 정비 및 협력 체제 구축 87
1. 2010년 전국 고등학교 직업교육 선진화 연구대회 88
2. 제9회 전국 전문대학 교수·학습 연구대회 94
제2절 출품작 작성 지침 개발 및 연구대회 개최 공지 99
1. 출품작 작성 지침 99
2. 연구대회 개최 공지 99
제3절 심사 및 우수사례 선정 100
1. 출품작 접수 100
2. 출품작 현황 101
3. 심사위원회 구성 및 심사위원 선정 102
4. 심사 실시 및 우수사례 수상작 선정 105
5. 우수사례 수상작의 현장 실천 효과 분석 113
6. 지원 우수사례 분석 114
제4절 우수사례 특성 분석 121
1. 2010년 전국 고등학교 직업교육 선진화 연구대회 교수·학습 분과 우수사례 전체 경향 121
2. 계열별 특성 및 동향 123
3. 직업교육 선진화를 위한 학교 경영 혁신 우수사례 분석 127
제5절 연구대회 우수사례 보급 145
1. 우수사례 시상식 및 발표회 145
2. 직업교육 교수·학습 방법 우수사례집 발간 및 보급 방법 다원화 146
제6절 기 발굴(’01～’09)된 우수사례의 활용 성과 분석 147
1. 설문 개요 147
2. 응답자 기본 현황 147
3. 연구대회를 알게 된 경로 149
4. 우수사례 활용 현황 150
5. 우수사례 발굴·보급 방안 154
6. 우수사례 보고서의 각 항목별 중요도 분석 155
7. 우수사례 발굴·보급과 관련된 자유 의견 156
제4장 사업 요약 및 제언
제1절 사업 요약 159
제2절 제언 161
1. 학업성취도 및 몰입도 제고를 위한 교수-학습방법개선 관련 제언 161
2. 연구대회 추진 관련 제언 164
2010년 전국 고등학교 직업교육 선진화 연구대회 안내 169
제9회 전국 전문대학 교수·학습 연구대회 안내 205
교수·학습 방법 우수사례 활용도 조사 설문지(출품 교사 대상) 233
현장 실천 효과 설문지(학생 대상) 239
2010년 전국 고등학교 직업교육 선진화 연구대회 출품작 접수목록 241
연구대회 ’01～’10 발굴된 우수사례 목록 249
참고문헌 26
Education and Labor Market Linkage and Outcome(II): Final Report on Education-Labor Market Lifetime Path Survey
No full text○ 교육제도ㆍ정책 및 교육환경의 변화가 개인의 교육투자수익률 및 노동시장 성과에 어떠한 영향을 끼치는가에 대해 개인의 생애사 관점에서 ‘교육-노동시장’ 간 연계와 장기적 성과를 분석하고, 이를 근거로 국가차원의 교육정책과 노동정책에 대해 제언을 하기 위한 기초자료 생성
※ 2009년도(1차) 조사의 동일한 응답자(8,091명)를 대상으로 추적조사(follow-up survey) 실시
○ 구체적으로 2010년도(2차) 조사는 대학교육을 중심으로 전공 선택 및 교육과정 만족도, 창의성 교육 등 교육투자에 대한 노력과 대학 재학 중 취업준비 및 구직활동, 일자리/아르바이트 경험, 학원 수강 등 취업을 위한 노력, 그리고 교육-노동시장 연계 장치로서 자격, 직업훈련, 산학협력 등이 노동시장에서 어떠한 성과가 나타나는가에 대해 연구를 수행하기 위한 기초자료 생성
- 2009년도(1차) 조사는 교육정책 및 입시정책의 변화와 아울러 교육-노동시장 성과가 어떻게 변화하여 왔는지를 중심으로 분석하기 위해 출신 고등학교, 대학 생활, 졸업 후 편입/재입학/진학, 현재 경제활동 상태, 현재 미취업자, 현재 직장, 과거 직업력, 가족적 배경, 개인적 특성 등으로 구성제1장 조사의 필요성 및 목적 1
1. 조사의 필요성 1
2. 조사 목적 2
제2장 조사 설계 5
1. 조사 방향 5
가. 조사 기본 방향 5
나. 조사 항목 설계 7
2. 표본 설계 절차 9
가. 모집단 9
나. 표본 설계 13
1) 표본 틀 13
2) 표본 크기 14
3) 표본 크기의 배분 14
4) 표본 추출 과정 16
다. 표본 교체 원칙 21
3. 가중치 부여 22
제3장 조사 내용 25
1. 조사 내용 및 항목 설계 25
2. 데이터 생성 및 연계 자료 38
제4장 조사 과정 41
1. 실사 개요 41
2. 실사 진행 결과 42
3. 조사 데이터 에디팅 46
4. 조사 내용 측면의 애로사항 46
제5장 실태조사 결과 47
1. 응답자 특성 47
2. 학생의 선발: 출신 중학교 50
3. 중ㆍ고등학교 교육 및 활동의 직장생활 도움 53
4. 창의성 63
5. 대학 전공 선택 및 교육과정 만족도 73
6. 대학 재학 중 취업준비 및 구직활동 79
7. 대학 재학 중 일(근무) 경험 85
8. 대학 재학 중 동아리(서클) 활동 98
9. 대학 재학 중 학원 수강 104
10. 대학 졸업 후 3년간 학원/직업훈련기관 참여 113
11. 자격증 취득 11
Survey on National Skills Outlook(2010)
No full text본 연구의 목적은 급변하는 숙련수요 변화를 포착하여 산업별 직종별 통합적인 숙련전망을 함으로써 모든 국민이 교육훈련을 통해 기업 또는 노동시장에서 필요로 하는 숙련을 습득하고 이를 바탕으로 고용가능성을 높일 수 있도록 평생고용지원의 기초가 되는 정보를 생산하는데 있다. 좀 더 구체적으로 산업별·업종별로 숙련을 파악하고 세부 직종별 기업이 요구하는 숙련(skill needs)을 충족하기 위해 필요한 정규교육과정, 특정한 숙련 경험, 자격요건 등을 파악하여 노동시장의 신호기제가 작동하도록 하는 근간을 마련하고, 기업의 숙련요구에 대한 숙련부족 및 숙련격차의 현황을 분석하여 숙련수요 전망을 위한 통계자료를 축적하는데 있다.The objective of this study is to find the stylized fact of demand and supply for skills in the labor market. For this purpose, this study set up the conceptual and theatrical framework to outlook or forecast skills, in order to put them into practice and meet labor market needs. This report was composed with two parts. The first one views the concept or theory through previous studies, and suggests the method or technique of skills perspective accordingly. Second part collects and analyzes the data with relation to the demand for skills in the labor market on the basis of the theatrical framework.
Key contents of skills theory includes the issues about skill imbalances, such as skills mismatch, skills gap, skill shortage, education and training, and labor market needs. Results of the work regarding the theatrical framework of skills is that skills imbalances is deeply related with education and training as well as changes of technology or knowledge that is required in the industry or in the labor market. With the purpose of establishing the conceptual framework for skill perspective, this work importantly considered the structure of skills formation such as program or curriculum in education and training, as well as skill needs or the demand for skills with relation to the job duty in the workplace.
In this report, the theatrical framework of skill outlook constrained to observe core skills that are needed in specific industries or the labor market. Core skills are related with key competencies that OECD had already suggested in the DeSeCo project, including skills such as information, communication, customer handling, team working, foreign language, problem solving, management, numeracy, literacy, office admin, technical or practical, job-specific skills etc. On the other hand, skills are formed by education and training programs used by the demander of skills. Considering this points, the observation of skill needs in the industry allow us to identify skills gaps or skills mismatch of the new and incumbent workers. Eventually, this study constituted the skills outlook framework that is able to find stylized fact of skills through the observation of core skill needs in the industry.
Next part is to collect and analyze the data by surveying enterprises on the basis of the skills perspective framework. The survey is made by interviewing 1,500 enterprises that belong to the manufacturing industry on the basis of the stylized questionnaire. The main results of the survey are showed in four parts as following;
First is related with the number of vacancy and its type: (1) the result of skilled workers by occupational classification was that the rate of manager was highest with 90.3%, while the rate of sales worker was lowest with 78.3%. (2) The proposition of incumbent workers that is not acquiring the required skills was the highest in new workers under one year of labor with 86.7%, as well as high school graduate with 67.9%, and the higher was the level of school education, the less is the number of the skills shortage worker. (3) The percentage of enterprises that have vacancy was 38.8%, most of them in manufacture of chemical and non-metallic mineral product with 619 enterprises, accentuated in the craft work compared with other occupation. Lastly, vacancy in high-tech occupation was very high.
Second is related with skills shortage and skills mismatch of job seekers. (1) 27% of employers are affected by hard-to-fill vacancies, and the half of this difficulty was caused by the skills shortage of job seekers. (2) The proposition of skills shortage in technical and practical skills or job-specific skills was the highest with 29.9%, the lack of problem solving skills was 16.3%, and the deficiency of team work skills was 11.6%. By occupation, in the case of manager occupation, the response percentage that is shortage their skills was 18.6%, the scarcity on technical and practical skills or job-specific skills was 18.1%, and the shortage about problem solving skills was 14%. (3) Recruitment difficulties by firm’s size are mostly revealed in small and medium enterprises compared with large companies. With the cause of recruitment difficulties, 42.6% of employers point out the insufficient quality of an applicant, and 40.3% of employer answered that there have been few or no applicants. Also, with the cause of the insufficient quality, the response about the work experience excelled with 40.1%, the reply about the require skills was 34.6%. (4) Employers were importantly considering problem solving, technical and practical, and job-specific etc. Also, employers were forecasting the importance of information and communication for managers and professional workers,, as well as technical and practical or job- specific skills for craft or operating workers. (5) Finally, employers were mainly thinking with the new recruiting method and the increasing wage method for coping with staffing difficulties.
Third is related with the skills gaps of incumbent workers. (1) About 30% of employers are facing with skills gaps that employees are not fully proficient at their job. The impact of skills gaps is mainly because of the skills shortage of new workers. (2) And, the gaps of technical or job-specific skills occupied the highest proportion overall, and problem solving and team working was the next. (3) The key cause of skills gaps was rushing the work in workplace and the difficult to reach quality standard. (4) Employers were considering the expansion of training activity or training program to overcome skills gaps. (5) Also, companies were importantly thinking the problem solving, communication, technical and practical skills for job duty of the future.
Fourth is related with education and training and qualification. (1) Education and training costs were highest in the manufacture of food products with 570,000 won per person, costs for new worker occupied 20.5% of total costs. (2) The period of education and training was average 9 days per employee, and the training period of new workers was 10 days. (3) With the method of education and training, 35% of new worker was on-the-job training, 32% go side by side with on-the-job training and of-the-job training. (4) New workers satisfied with a senior worker as trainer, and an outside instructor. (5) The requirement for recruitment was mostly a national qualification, next was degree. (6) Also, among incumbent workers the proposition was highest in acquiring the national qualification in the manufacture industry such as electronic, precision instruments, chemicals, and non-metallic mineral etc.
As we saw form above results, skills imbalances in the manufacturing industry is very serious. Skills gaps or skills mismatch of new workers is higher than incumbent workers. This means that youth graduate is facing difficulty in job seeking specially because of the quantitative expansion in the labor market, as well as by the skills gaps or skills mismatch. On the other hand, skills disparity is also reflected in the occupation of craft skill or dirty jobs, closely related with the manpower shortage in small and medium enterprises. Eventually, small enterprises are facing the shortage of both manpower and skills.
The results of this study show stylized facts about skills imbalances, however have some limited points. In the basis of these limitations, we suggest countermearsures as follow;
First, it is important to accumulate information for skills throughout a continuous survey based on time series. Time series data provide information about the long-term trend of skill and the basis for forecasting skill needs.
Second, it needs to build the system in order to forecast the skill needs in the labor market. This system should be able to develop the model to project the demand and supply for skills, as well as to accumulate and manage the required data for forecasting through the continuous survey. That is, the system should provide to policy makers and skill demanders. the signal about skills imbalances through the periodical perspective results. It plays an important role to throw away skills imbalances through education and training.
Third, forecasting the supply of skills is importantly considered for skills formation. Capturing information by schooling level or by skill level facilitates the reasonable choice of stakeholders for education and training, as well as to enforce the link between education and the labor market.
Forth, it is an important to establish the authority on government, institutions of education and training and industries. In Korea, Sector Human Resources Development Council (SHRDC) is able to play a key role for establishment this governance. SHRDC should produce information about industry-specific skills or occupational- specific skills.
Finally, the survey in this study needs to expand the scope of variables such as a more detailed classification of occupation, schooling level, and local region. The results of skills perspective should connect with the detailed job duty. And more detailed information is able make the role of skill signal in the labor market.요 약
제1장 서론
제1절 연구의 필요성 및 목적 1
제2절 연구내용 4
제3절 연구방법 8
제4절 연구 범위 및 한계 9
제2장 숙련의 개념과 이론적 기초
제1절 숙련에 관한 문헌 및 조사 연구 12
1. 숙련 불일치에 관한 연구 12
2. 숙련의 측정을 위한 연구 17
3. 숙련 관련 조사 연구 22
4. 문헌 및 조사 연구로부터 숙련의 함의 26
제2절 숙련의 개념 28
제3절 숙련의 수요와 공급 39
1. 숙련 수급과 숙련불일치 40
2. 숙련의 관찰과 신호 41
3. 숙련의 수급 메커니즘 43
제3장 인력수급 및 숙련 전망 방법
제1절 인력수급전망 현황과 문제점 48
1. 인력수급전망의 역사 및 동향 48
2. 외국의 인력수급전망 51
3. 인력수급전망 모형 54
4. 중장기수급 전망의 문제점 및 한계 56
제2절 인력수급의 질적 전망과 숙련 전망 방법 58
1. 양적 전망과 질적 전망의 연계 58
2. 숙련요건 식별 접근법 60
3. 조사를 통한 전망 61
제3절 양적 전망과 질적 전망의 비교 62
제4장 숙련 전망을 위한 조사의 틀
제1절 숙련 전망의 개요 67
제2절 관찰 가능한 숙련의 영역 설정 71
제3절 숙련 조사의 틀 74
1. 설문지 구조 74
2. 조사의 설계 78
제5장 조사 및 조사 결과 분석
제1절 조사결과의 총괄 83
1. 조사 대상 업체 현황 83
2. 2009년말 종업원 현황 85
3. 숙련을 갖추지 못한 근로자 집단의 특징 86
제2절 공석과 공석의 특성 87
1. 인력부족 현황 87
2. 인력충원의 어려움 여부 및 미충원 인원 91
제3절 구직자 숙련부족과 불일치 93
1. 구직자 숙련부족 및 불일치 현황 93
2. 구직자 숙련부족의 구체적 내용 95
3. 채용계획 대비 채용 실패 정도 97
4. 채용계획인원을 채용하지 못한 이유 101
5. 구직자의 부족한 자질 103
6. 신규채용시 미래 필요 숙련 104
7. 숙련 이외 미충원 공석 발생 원인 106
8. 충원 곤란에 대처하기 위한 노력 109
제4절 재직자 숙련부족과 불일치 113
1. 정규직의 숙련 부족 현황 113
2. 숙련부족 해소가 어려운 이유 114
3. 숙련부족의 유형 119
4. 숙련부족의 원인 125
5. 숙련부족의 극복 방안 129
6. 미래 숙련의 중요도 133
제5절 교육훈련 및 자격 137
1. 기업 전체 교육훈련비 규모 137
2. 신규채용인력 교육훈련비 규모 139
3. 교육훈련 기간 140
4. 교육훈련 방법 142
5. 신입직원의 교육훈련 유형 및 만족도 144
6. 재직근로자 교육훈련 방법 159
7. 재직근로자의 교육훈련 유형 및 만족도 161
8. 신규직원 채용시 중요 고려사항 175
9. 재직근로자 자격취득자 수 177
10. 2009년 1년간 신규채용 인력의 숙련 수준 179
제6장 결론 및 향후 과제
Summary 187
고용주대상 설문조사지 193
본문 추가 표 222
참고문헌 26
Career Paths of North Korean Defectors with Qualifications Recognized in South Korea
No full text본 연구는 북한이탈주민 중 북한 자격인정자의 직업경로 실태를 조사·분석하여 자격 지원제도 등의 개선에 반영하고, 북한이탈주민의 경력개발을 위한 직업훈련 등 각종 교육훈련지원의 기초 자료를 확보하는데 목적이 있다.
연구결과 북한자격을 취득한 북한이탈주민이 남한에 와서 직업을 탐색하고, 새로운 직업 능력을 획득하며, 취업하는 과정의 모델을 구성하고, 탈북자 직업경로에서의 특징과 문제점을 도출하였다. 특히 본 연구는 직업경로 과정의 특징을 '성취목표 달성을 향한 자기 주도적 진로 찾아가기'로 정의하여 북한이탈주민이 경제적 안정과 사회적 통합 차원에서 자신에 대한 신뢰에 기초하여 학습을 통하여 진로 장벽을 극복할 수 있는 방향을 제시하였다.
이를 위해서 자격인정 및 직업경로 활용의 기본방향을 설정하고, 자격인정을 통한 직업경로 활용을 위한 지원과 자기 주도적 진로 찾기 지원, 직업경로 과정에서 단계별 지원이 필요하다. 나아가 자격인정과 관련하여 자격분야의 인턴제 확대, 보수교육을 통한 자격인정 및 수준 제고 지원, 개인별 상담제도 및 맞춤형 지원, 남한에서 관련 자격을 취득할 수 있도록 학비를 지원 등 정책적 노력이 필요하다.
○ 주요내용
- 주요 연구의 이론적 배경
- 남북한 자격제도와 독일 사례 및 관련 지원제도
- 북한자격인정 신청자의 직업경로실태 조사 분석
- 자격인정 및 직업경로 개선 지원방안□ Necessity and Objective of This Research
Recently, the number of North Korean defectors exceeds 20,000, and it is expected that the figure will grow. It is said that job security is the most important factor for them to securely settle in South Korea. So, the South Korean government and social groups support them in various ways and offer vocational training programs. Through these official and civil efforts, they can get a job and enjoy their economic stability. In addition, they can naturally settle in South Korea in terms of social integration.
In this situation, it is expected that the qualifications got by North Korean defectors in North Korea will have a significant impact on their employment and career path depending on whether the South Korean government recognize their qualifications and how the defectors use them. In addition, reasonable recognition of the qualifications reduces social costs by decreasing unnecessary retraining. Furthermore, the North Korean defectors can have high possibility to land a job in the fields related with their qualifications earlier in the labor market, resulting in stable settlement in the South. In other side, the recognition of the qualifications received in the North leads their career development through in-depth training in the South by analyzing the North''''s qualification systems and helps to take political measures on developing and using human resources of the defectors.
The objective of this study is to search and analyze the career path status of the people whose qualifications are recognized in the South among North Korean defectors to apply the research result to improve qualification support system, and to secure basic materials on supporting various education/training systems such as vocational training for their career development.
□ Main Points of This Research
In this paper, first, it takes a look at the current status and conditions of North Korean defectors and discusses theoretical background such as career path. Second, it discusses the qualification systems of the two Koreas, German cases, and South Korea''''s support systems. In particular, the information on the North''''s qualification systems is reviewed by interviewing and conducting surveys to North Korean defectors, and identified by holding seminars. Third, it researches and analyzes the career path status and conditions of the applicants who want their qualifications to be recognized. The main method of research and analysis is narrative inquiry, focusing on their adaptation process to their job, their conflicts faced in the South''''s labor market, and their solution process, to conduct a qualitative research on the career experience of the people whose qualifications are recognized. Fourth, the cases of the career path of the people among North Korean defectors are heard from with them and organized. Based on it, their career path is discussed. The analysis is divided into before qualification recognition, qualification recognition and adaptation process, and hope and prospect for the future. Fifth, the career path process is analyzed. In particular, the features of their career experiences are analyzed, and the self-initiated career searching models for achieving their goals are developed. The models are classified into several statuses such as individual, all defectors, society, and future. Sixth, the career path of the people whose qualifications are recognized is compared and analyzed. For surveys, quantitative research is carried out with narrative inquiry. The reason is to analyze their career path process through in-depth face-to-face talk. Finally, the main features of this research and the analysis results are summarized, and the problems and assignment are identified to seek the direction to improve the recognition system for North Korean defectors' qualifications.
□ Research Result
This research finds out the features and problems of the career paths of the people whose qualifications obtained in the North are recognized among North Korean defectors by organizing the models of a process that they search jobs, obtain new professional capacity, and land a job and by comparing the paths with those of South Koreans. It can be said that this is helpful for North Korean defectors to easily settle in the South by using their educational background, career, and qualifications. Based on this, it is expected that this will improve the South Korean government's policies for North Korean defectors and allow the defectors to acknowledge the general patterns of settling in South Korea to identify their status and design their future. This can be used for the policies to minimize the failures of adapting the life in the South.
In particular, this research defines the features of the career path process as 'self-initiated career searching to achieve their goals' and supposes the methods of overcoming career barrier by getting education and training based on the self-reliability in terms of their economic stability and social integration. In short, the process of their career path is divided into recognition step of the need of deciding their career → exploration step ↔ career development step ↔ career change step → decision step → adaptation step → confidence and promotion step of the decision.
In this process, we find several features and problems. Main feature is the North Korean defectors who have qualifications in health？medical fields and whose qualifications are recognized want to have the same or similar career in the South in their field of career, educational background, and major relatively earlier after they enter the South. In addition, they have a great passion for learning, strive to concentrate on their studies continuously, and are involved in the career development path to fine their career received in the North. Another feature is the defectors who are specialized in professional skills and whose qualifications are recognized do not have much willingness to develop their major and career obtained in the North. In addition, they make efforts to be recognized their career of the North, and they land a comparatively stable job.
Meanwhile, the common features of the North Korean defectors specialized in health·medical parts and professional skills in the career path experience process are described as follows. First, they have pride in graduating a college in the North. Second, research participants have difficulty in learning due to foreign languages. Third, their achievement goal is to enjoy economic stability and achieve social recognition. Fourth, they use positive thought on the South and interaction with it as adjustment mechanism properly. Fifth, they want to become a model of vocationally successful person among North Korean defectors. Sixth, they put emphasis on a person who has a great effect on their career to accept a challenge and handle confrontations. Seventh, they want to play a meaningful role for Korea and Korean people.
In other side, there are features of the career decision path of the people whose qualifications got in the North are recognized among North Korean defectors. First, they want to make best use of their educational background and career got from the North when deciding a job and trying to be it. Second, they landed a job as a highly educated person in North Korea, and have a career aspiration to have a better job at certain level. Third, they are strongly self-initiated. Fourth, they have a good ability to use the opportunities to receive support as North Korean defectors from the South. Fifth, they prefer very practical selections and decisions.
In the discussion above, general problems are as follows. First, the opportunities for professionally experienced people to explore their career do not exist much. North Korean defectors have difficult in selecting a job after entering the South. Typical trouble is using the career experiences made in the North. Second, they have faced with psychological and physical difficulties (e.g. age) caused by different social environment. Their career experiences in the North are not recognized or they are anxious about the situations they face. For example, the level of their qualifications obtained in the North is different from that in the South, and the South does not understand their qualifications well. In addition to the learning to narrow the gap between different qualifications of the two Koreas, they face physical troubles. Third, they have practical difficulties in learning languages and communicating with people. It is difficult for them to use foreign languages such as English during retraining or relearning to receive recognition of their qualifications obtained in the North, communicate with their teachers and other defectors, and get learning supports. Fourth, they face troubles in learning opportunities and cost. After North Korean defectors fail in career path, they retry to use their qualifications and careers obtained in the North to recognize their status, but they identify that they lack of learning opportunities and expenses. Fifth, they select and decide their career without enough preparation. Without enough training in career selection or preparation for career decision at the beginning when they enter the South, people who have qualifications in the North or can use them among North Korean defectors suffer failures and restart their career selection and decision. Sixth, their career selection and decision depend on people who are near them and have a significant impact on them. Seventh, there are not enough post-management programs for them such as necessary training and internship opportunities for qualification recognition. Eighth, there are not many researches on professional fields in the two Koreas. North Korean defectors point out that there are not many researches and studies on them in terms of professional fields even if there are various training programs such as Hanawon.
□ Suggestion
○Basic direction setting for organizing qualifications and using career path
First, it is necessary to objectively recognize the difference of the two Koreas in terms of the contents and levels of qualifications due to their social？economical systems. Second, recognizing the qualifications obtained in the North should be handled in terms of national unity or social integration. Third, the opinions and views of companies or organizations, which are direct shareholders, and government departments on qualification recognition should be considered comprehensively as well as those of North Korean defectors. Fourth, the recognized qualifications of North Korean defectors should be equal to those of South Koreans. Fifth, the method of recognizing qualifications should secure diachronicity to be applied continuously even after the unification of the two Koreas.
As we mentioned above, the basic direction for recognizing and using the qualifications of North Korean defectors is demonstrated. According to the direction, concrete plan for recognizing qualifications of the defectors are described as follows.
○Career path use through qualification recognition
- Qualification recognition
First, based on the academic background specified in the conditions of the application for qualification recognition, the qualifications got in the North are recognized as those in the South. Second, Processional Technician in the South is excluded from the qualifications to recognize. However, its educational background and career experiences in the corresponding field are acknowledged and they can apply for the qualifications. Third, if a qualification of the North is installed？operated in South Korea, it can be recognized. For example, if a person obtains the certificate of Professional Engineer in North Korea and only the certificate of Craftsman exists in South Korea, his/her qualification is recognized as the Craftsman certificate. Fourth, if a technical qualification is got under a single system in the North, considering his/her academic background of vocational school or college, it is recognized as the corresponding qualification (e.g. Craftsman, Industrial Engineer, Engineer, Master Craftsman) in the South. Fifth, the recognition of the South''''s Master Craftsman is corresponding only to the highest (Level 7 ~ 8) among the systems that have 8 or more levels. Sixth, the qualification with no level except Engineer or Sub-Engineer under a single system is not recognized as Engineering or Industrial Engineer of the South. However, his/her educational background is acknowledged and they can apply for the corresponding qualification. Seventh, for a qualification, which needs to be recognized as a national qualification in addition to national vocational qualification, the application conditions and examination contents are compared with those of the South and decided whether to recognize.
A qualification got in the North and recognized as that of the South may need to have vocational training. In this case, according to 「Vocational Education and Training Promotion Act」, the organizations that offer vocational competency development training programs get cooperation from the Minister of Employment and Labor to allow the corresponding North Korean defector to experience education and training programs.
On the other hand, considering the urgent situations when escaping from North Korea, it is natural that most North Korean refugees leave their certificates in the North. Thus, it is very ridiculous that the preconditions of the qualification recognition in the South are submission of the certificates obtained from the North. This trouble can be resolved through Qualifications Review Board.
- Career recognition linked with career path
The recognition of the career experiences of North Korean defectors in their career path is emerging as a very urgent and desperate issue as well as that of their qualifications. The reason is, the career experience recognition has a tremendous impact on their wage after finding a job while the qualification recognition has to do with getting a job.
○ Support of self-initiated career development
The North Korean defectors who obtained qualifications in the North and whose qualifications are recognized in the South are comparatively highly educated and have much career experiences. It is determined that they are having a touch time handling their career and job. Thus, it is necessary for them to find self-initiated career in each level. The main contents and support of each level are as follows. First, it is necessary to give a consultation on the worries over their career. Second, it needs to advise and support them considering their level. Third, it is necessary to support then in terms of social status and integration. Fourth, we should support them considering their future.
○ Support in each step in career path process
In the career path process of North Korean defectors, professional step-by-step support is essential. For this, experts in instructing career and career path should be appointed to give an advice to and instruct them. That is, like the figure below, customized career path and career instruction, which are suitable for their level, are important. First step is for them to motivate achievement related with their job, and help to recognize the importance and necessity of a job. Second is to support them considering their academic background and career experiences and the social features of the South instead of unilaterally selecting a job on their own. Third is to allow them to develop and use their career built in the North. Fourth is to support them to change their career. Fifth is to help their career decision. Sixth is to help their adaptation to a job. Finally, seventh is to allow them to convince themselves of their decision on the career.
○ Improvement plan for support
For qualification recognition, intern system in the corresponding field needs to spread. Qualification recognition and level improvement programs through necessary training are necessary. Individual consultation system and customized support policies are needed. Political efforts to support school expenses to allow them to obtain related qualification in South Korea are necessary. The people who escaped from the North around 2000''''s have tried to develop their career competency development long time after they worked at a general field instead of using their academic background in the North. For this, giving opportunities of retries considering the qualification and educational background of existing defectors or creating and using South-North integrated textbooks in the long term is taken into considerations. The improvement plan for the qualifications of teachers is also necessary.요약
제1장 서 론
제1절 연구의 배경 및 필요성과 목적 1
1. 연구배경 1
2. 연구의 필요성과 목적 7
제2절 연구의 내용 및 범위 8
1. 연구내용 8
2. 연구범위 10
제3절 연구방법 11
1. 연구방법 11
제2장 이론적 배경
제1절 자격의 개념과 성격 15
1. 자격의 개념 17
2. 자격의 의미 유형 20
3. 자격의 유형 23
4. 자격의 인증 26
5. 자격의 기능과 요건 27
제2절 직업경로 30
1. 직업경로(career path) 및 진로경로 개념 30
2. 탈산업사회의 커리어 패스 31
3. 커리어 패스의 다양한 유형 33
4. 북한이탈주민의 직업경로와 쟁점 34
5. 북한이탈자들의 고용 관련 사례 연구 36
제3절 진로발달이론 40
1. 사회인지 진로이론 40
2. 제한-타협 이론 45
제4절 진로의사결정과정 47
1. Tiedman과 O’Hara(1963)의 진로의사결정과정 47
2. Harren(1979)의 진로의사결정모형 48
3. Gati와 Asher(2001)의 진로결정과정 49
4. Germeijs와 Verschueren(2006)의 진로결정과정 연구 50
제3장 남북한 자격제도와 독일 사례 및 관련 지원제도
제1절 남한의 자격제도 53
1. 자격제도의 현황 53
2. 자격체제 55
제2절 북한의 자격제도 61
1. 자격의 종류 62
2. 자격취득과정 63
3. 급수에 따르는 대우 및 자격제도 개혁 65
4. 북한의 자격 관련 법 66
제3절 남북한 자격체제의 비교 및 시사점 70
제4절 독일과 우리의 사례 및 자격취득 지원제도 75
1. 독일 사례 75
2. 우리의 사례와 지원제도 77
제4장 북한자격인정 신청자의 직업경로 실태 조사 분석
제1절 연구방법 91
1. 연구 설계의 근거 91
2. 연구방법: 내러티브 탐구 방법 95
3. 자료 수집 및 분석 방법 99
4. 연구의 엄격성(타당도, 신뢰도, 일반화) 109
제2절 북한자격 인정자의 직업경로 경험 이야기 110
1. 보건 의료자격 인정자의 이야기 110
2. 전문기술분야 자격인정자의 이야기 132
제3절 북한자격 인정자의 진로경로 과정 분석 145
1. 북한자격인정자의 진로경험의 특징 145
2. ‘성취목표 달성을 향한 자기주도적 진로 찾아가기’ 모형 153
3. 북한자격인정자의 직업경로과정 156
제4절 북한자격 인정자의 직업경로 비교 분석 172
1. 조사목적 172
2. 조사대상 173
3. 조사내용 175
4. 조사결과 176
5. 요약 및 시사점 191
제5장 결론 및 제언
제1절 결론 195
제2절 제언 201
1. 자격인정 및 직업경로 활용의 기본방향 설정 201
2. 자격인정을 통한 직업경로 활용 202
3. 자기주도적 진로찾기 지원 206
4. 직업경로 과정에서 단계별 지원 208
5. 지원 개선안 209
Summary 213
참고문헌 223
부록 23
An Analysis on the Current Status of Private Vocational Skills Development Market and Measures to Improve Competitiveness(II)
No full text본 연구는 2009년에 이어 2년차로 진행되어 올해에 완결되는 연구이다. 작년 연구에서는 직업능력개발시장에 대한 법과 정책적인 규제, 직업능력개발 훈련기관의 운용 실태에 대한 조사 등을 바탕으로 훈련기관의 경쟁력을 높이는 방안을 중점적으로 탐색하였다.
2010년 연구에서는 우선 직업능력개발시장의 시장의 범주를 설정하고, 노동시장과의 관계를 점검하였다. 또한 공급측면에서 훈련 산업과 훈련과정의 수급을 분석하고, 수요측면에서 훈련수료생에 대한 조사를 통하여 실태를 파악하였다. 이와 함께 주요 국가의 민간 직업능력개발시장 사례를 검토하여, 우리나라에 주는 시사점을 획득하였다. 이러한 과정을 통하여 민간직업능력개발시장의 경쟁력을 높이는 방안을 세부적으로 도출하여 제시하였다.
○ 주요내용
- 민간직업능력개발시장의 범주
- 노동시장과 직업능력개발시장의 연계
- 민간직업능력개발 산업구조
- 직업능력개발 훈련과정의 수급
- 민간직업능력개발 수요자의 실태
- 일본, 미국, 독일의 민간직업능력개발시장The 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 high 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 essential elements needed to stabilize employment, maintain the competitiveness of enterprises, and ensure continuous national economic growth.
Meanwhile, the structure of the Korean vocational ability development market has in general been found to be relatively inadequate given Korea’s economic development level. As such, the need has arisen to strengthen the competitiveness of the vocational ability development market. As such, this study was implemented in accordance with the “Analysis of Vocational Education & Training on the Private Sector and Resolution for Its Competitiveness(I)” carried out in 2009.
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 high level of productivity and raise their economic status. As such, the results of vocational ability development are actualized through interactions within the labor market. This can be taken to mean that vocational ability development does not exist independently, but rather as a sub-division of the labor market. Therefore, it becomes necessary to institutionalize these trend and changes in the labor market in the vocational ability development market so that the vocational ability development can lead to actual results in the labor market.
The majority of the training facilities that constitute the main suppliers within the private vocational ability development market consist of small-sized institutions. It was revealed that the 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 such existing institutions that constitute the main suppliers within the private vocational ability development market in order to incite them to voluntarily strengthen their competitiveness.
This study also analyzed the current state of the demands of the private vocational ability market based on a survey of trainees. As far as employed trainees are concerned, the low degree of connectivity that exists between vocational ability development and elements of personnel management such as salary increases and promotions renders it necessary for enterprises to strengthen the linkages between the vocational ability development and personnel management. Meanwhile, where unemployed trainees are concerned, there is a need for the government to pay attention to the activation of employment through the reinforcement of vocational training and employment.
In terms of examples of the private vocational ability development market in advanced countries, the study found that in Japan, companies and seniors within the company tend to inform employees about the required vocational abilities, and this regardless of the type of employment or job. Educational training is only implemented after the abilities of the employee have been analyzed. Korea needs to consider measures to strengthen the role of seniors and coworkers within the company when it comes to developing vocational abilities. In the case of the United States, the allocation and execution of federal funds has been carried out in accordance with the codes designated in laws and regulations, as well as the characteristics, of each state. The allocation and execution of federal funds has greatly contributed to heightening the efficiency of the CTE program. Korea should consider introducing a similar system at the local autonomy level so as to ensure that support is efficiently provided. In Germany, training faculties are also playing the role of job agency or exhibit close ties with job agencies in the form of strengthened cooperation when it comes to work duties. This can be regarded as being particularly salient for Korea, which has a relatively weak system connecting together its private training facilities and job agencies.
Given the actual state of the private vocational ability development market, the following measures are introduced to strengthen the competitiveness of the market. First, given the importance of distributing information when it comes to ensuring the efficiency and competitiveness of the market, it is essential that the information infrastructure be strengthened. Second, it is essential to introduce various inducement systems which can improve the training immersion of trainees. Third, the need to strengthen consultations related to vocational training renders it necessary to also heighten the vocational specialization of trainees and to supplement the consultation function of employment centers and training facilities. Fourth, it is also incumbent that the improvement of vocational specialization be institutionalized, and that training contents be designed based on industrial demand. Lastly, weaknesses at each training stage should be improved through the fostering of the competencies of those in charge of the development of training process, the securing and maintenance of training lecturers and instructors, and the strengthening of the feedback system used to evaluate the training facilities.
The implementation of these policy countermeasures is expected to heighten the flexicurity of workers and to improve the national competitiveness amidst the current economic environment in which instability has been heightened.요 약
제1장 서 론
제1절 연구의 필요성 및 목적 1
제2절 기존 연구 2
1. 직업능력개발시장과 노동시장 2
2. 2009년 연구와의 관계 3
제3절 연구 내용 5
1. 분석틀 5
2. 연구의 구성 7
제4절 연구 방법 8
제5절 연구의 범위 10
제2장 민간직업능력개발시장과 노동시장
제1절 민간직업능력개발시장의 구성 14
1. 거래 상품(서비스) 15
2. 공급자 18
3. 수요자 20
제2절 민간직업능력개발시장의 범주 22
1. 학교교육과 직업능력개발 구분 22
2. 한국표준산업분류로 본 직업능력개발 24
3. 분야별 직업능력개발 27
제3절 민간직업능력개발시장의 규모 32
1. 기술 기능 및 재직자 직무능력 배양(정부 지원) 32
2. 외국어 분야 36
3. 자격 취득 37
4. 입사시험 준비 39
5. 승진, 건강과 정보 획득 40
제4절 우리나라 노동시장과 민간직업능력개발시장 42
1. 노동시장과 직업능력개발시장 42
2. 우리나라 노동시장의 특성 44
3. 우리나라 직업능력개발의 특성 54
제5절 소 결 66
1. 민간직업능력개발시장 규모와 시사점 66
2. 시장 특성과 정보 인프라 67
3. 민간직업능력개발시장의 효율성과 연구 범위 68
제3장 민간직업능력개발시장의 공급 구조 71
제1절 민간직업훈련산업 현황 71
1. 민간직업훈련기관의 매출액 73
2. 민간직업훈련기관의 수익 75
3. 민간직업훈련기관의 매출액과 수익의 상관관계 76
제2절 민간직업훈련기관의 유형별 공급 구조 78
1. 전체 민간직업훈련기관 78
2. 기관 유형별 매출 구조 80
3. 훈련대상 및 기술수준별 공급 구조 83
제3절 훈련과정과 품질 관리 87
1. 훈련과정의 의의 87
2. 훈련교사 현황 88
3. 훈련과정에 대한 질 관리 91
제4절 훈련과정의 수요와 공급 96
1. 직종별 훈련수요와 공급 96
2. 직종중분류별 직능수준별 훈련수급 구조 101
제5절 소결 113
1. 민간훈련기관의 산업구조 113
2. 훈련 교 강사 114
3. 훈련 수급 구조 개선 116
제4장 민간직업능력개발시장의 수요자 참여 실태 119
제1절 훈련이수자 실태조사의 개요 119
1. 선행연구의 실태조사 119
2. ‘2010년 훈련이수자 실태조사’의 조사 대상과 내용 122
3. 조사표본 설계 126
4. 응답자의 인적 특성 127
제2절 실업대책훈련 참여 실태 130
1. 훈련 정보 130
2. 취업 상담과 평가제도 132
3. 훈련의 효과 141
4. 정부 훈련 정책에 대한 평가 146
제3절 재직자 훈련 참여 실태 148
1. 훈련 선택과 훈련 정보 148
2. 평가제도 156
3. 훈련의 만족도 161
4. 정부 훈련 정책에 대한 평가 166
제4절 소결 169
1. 요약 169
2. 정책 시사점 172
제5장 선진국의 민간직업능력개발시장 운영 사례 175
제1절 일 본 175
1. 노동시장의 구조와 현황 175
2. 민간 직업훈련기관의 발전과정 및 공급 구조 183
3. 노동시장의 관행과 민간직업능력개발시장에의 영향 194
4. 직업훈련과정의 질 관리 방식 199
5. 민간직업훈련의 위상 및 경쟁력 201
제2절 미 국 202
1. 미국 노동시장의 구조 변화 202
2. 미국의 민간직업기술교육 체계와 커리어기술교육(CTE) 프로그램 208
3. 민간 직업기술교육의 현황 및 분석 213
4. 미국의 민간직업기술교육 평가 및 문제점 225
제3절 독 일 231
1. 노동시장의 구조와 현황 231
2. 민간직업훈련기관의 발전과정과 공급 구조 235
3. 노동시장 관행과 민간직업능력개발시장에의 영향 245
4. 직업훈련과정의 질 관리 방식 248
5. 민간직업훈련기관의 위상 및 경쟁력 250
제4절 소결 및 시사점 252
제6장 민간직업능력개발시장의 경쟁력 제고 방안 257
제1절 시장기능 활성화 257
1. 정보 인프라 구축 257
2. 훈련 이력의 보증 259
3. 기관평가 홍보 260
제2절 훈련생 몰입도 제고 261
1. 등급 방식의 훈련생 평가제 도입 262
2. 합격 불합격(P/F) 방식의 훈련생 평가제 도입 264
3. 훈련 교 강사 평가와 평가 결과 공개 265
제3절 훈련 상담 강화 267
1. 상담 기능 보강 267
2. 훈련관련 노동시장 정보 확충 269
제4절 직업전문성 제고와 산업수요 반영 강화 270
1. 직업 전문성 제고를 위한 직업능력개발 270
2. 산업 수요에 적합한 훈련과정 개발 271
제5절 직업능력개발 단계별 경쟁력 강화 273
1. 훈련과정 개발 단계 273
2. 훈련의 진행 및 모니터링 단계 274
3. 사후 평가와 피드백 단계 275
제7장 결 론 277
제1절 시사점 277
제2절 연구의 한계와 향후 과제 279
Summary 283
2010년 훈련이수자 실태조사 - 실업대책훈련이수자 설문지 289
2010년 훈련이수자 실태조사 - 재직자훈련이수자 설문지 299
2010년 훈련기관 실태조사 설문지 309
참고문헌 31