Korea Research Institute for Vocational Education and Training
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직업능력개발계좌제 운영 현황과 향후 개선 방향
No full text○ 2008년 하반기부터 실시되고 있는 직업능력개발계좌제(이하 계좌제)는 실업자에게 일정금액을 지원하여 자율적으로 직업훈련과정과 훈련기관을 선택하도록 하고 개인별 훈련이력 등을 통합 관리하는 제도임.
○ 지금까지 이루어지고 있는 계좌제 사업을 보면, 훈련 참여자의 선택권 확대에 따른 훈련 참여자의 만족도 증가, 신규 훈련 기관 및 훈련과정의 확대, 훈련과정의 세분화와 훈련기간 단축 등의 긍정적 성과가 보이나 아직까지 제도 도입의 초기 단계로 개선의 필요성도 제기되고 있음.
○ 이런 상황에서 본고에서는 지금까지의 계좌제 추진과정에서 나타나고 있는 훈련참여 실적, 취업 등의 운영현황을 살펴보고, 향후 개선방향을 다음과 같이 제시함.
- 계좌제 이력관리의 활용도 제고 검토: 훈련 참여자들의 학력, 훈련, 자격, 직장이력 등의 이력은 사업체에 제출 가능한 이력서의 중요한 기초자료가 될 수도 있으므로 이에 대한 활용도 강화가 필요
- 자부담비율 변화와 노동시장 수요 반영을 강화하여 훈련분야의 편중 해소
- 전체 실업자에서 장기 실업자나 고용지원서비스에서 취업하지 못한 사람 등을 대상으로 하는 계좌제 대상의 선별 도입 검토
- 훈련 품질 개선 및 관리의 효율화를 위한 훈련인증제 도입 검토
Ⅰ. 직업능력개발계좌제의 운영 현황
1. 예산 집행 실적
2. 계좌 발급 및 훈련 실적
Ⅱ. 직업능력개발계좌제의 운영 성과
1. 훈련참여율
2. 계좌발급 후 첫 훈련참여까지의 기간
3. 훈련참여 횟수
4. 취업률
Ⅲ. 개선 방향
1. 이력관리의 활용도 제고
2. 훈련분야의 편중 해소: 자부담비율 변화와 노동시장 수요 반영 강화
3. 계좌제 발급대상의 선별 필요: 전체 실업자에서 장기 실업자, 고용지원서비스에서 취업하지 못한 사람 등을 대상으로
4. 적합훈련과정 사전 심사와 평가의 개선: 훈련 품질 개선 및 관리의 효율화를 위한 훈련 인증제 도
민간고용서비스 시장 현황과 정책과제
Get PDF○ 우리나라의 민간고용서비스 업체는 매년 증가하는 추세
- 민간서비스업체는 크게 「직업소개업」, 「직업정보제공업」, 「파견근로업」으로 분류되며, 지난 10년간 우리나라의 민간고용서비스 업체는 지속적으로 증가함.
○ 하지만 민간고용서비스의 양적인 성장에도 불구하고 여러 가지 문제점이 제기되고 있음.
- 영세한 개인사업자 위주로 성장이 이루어짐에 따른 부작용이 있으며,
- 유료 직업소개소에서 이루어지는 취업알선은 90%이상이 대부분 건설일용직, 간병인, 파출부 등 임시, 일용직에 집중되어 있음.
- 또한 고용서비스 전문가의 부족은 전반적인 민간 고용서비스의 서비스질 향상 및 성장에 중요한 장애물로 작용하고 있음.
○ 고용서비스의 중요성이 증대되는 상황에서 고용서비스를 활성화하여 원활한 인력 수급이 가능한 노동시장 환경을 만들어 나가야 함.
- 이에 본고에서는 민간고용서비스 연속기획으로 먼저 우리나라 민간고용서비스 시장의 현황과 문제점을 파악하고 정책과제를 제시하고자 함.
Ⅰ. 민간고용서비스 시장 개요
Ⅱ. 민간고용서비스 시장 현황
1. 직업 소개업
2. 직업정보제공업
3. 근로자 파견업
Ⅲ. 민간고용서비스 시장 문제점
1. 영세성
2. 일용직 위주의 취업알선
3. 민간기관의 전문성 부족
Ⅳ. 정책과
The Study of the User Acceptance and Site Characteristics for m-learning
No full text국내 스마트폰의 보급이 활성화 되면서 m-러닝 시장은 성장하게 되었으며 교육업체들은 m-러닝 시장에 많은 관심을 보이기 시작하였다. m-러닝은 언제 어디에서나 모바일 기기를 활용하여 학습을 할 수 있으며, 어학 및 직무 교육 등의 다양한 서비스에 활용될 수 있다. 그러므로 본 연구는 m-러닝에 대한 연구를 수행하려고 한다. 첫째, 신뢰 형성 요인을 m-러닝 사이트 특성으로 규명하고, 사이트 명성, 사이트 규모, 사이트 품질과 신뢰와의 관계를 증명한다. 둘째, 확장된 TAM에서 고려되고 있는 신뢰, 지각된 유용성, 지각된 이용용이성, 태도, 의도와의 관련성을 살펴본다. m-러닝 학습 경험자를 대상으로 설문을 수행하였고, 189부의 설문지를 회수하였으며, 구조방정식 모형으로 분석하였다. 분석결과, 사이트 명성은 신뢰에 긍정적인 영향력을 가졌지만, 사이트 규모와 품질은 신뢰에 긍정적인 영향을 미치지 못하였다. 지각된 이용용이성은 지각된 유용성에 긍정적인 영향을 미쳤지만, 지각된 유용성은 신뢰에 긍정적인 영향력을 미치지 못하였다. 신뢰, 지각된 유용성, 지각된 이용용이성은 태도에 정(+)의 영향을 미쳤고, 태도는 의도에 정(+)의 영향을 미쳤다. 본 연구의 결과는 m-러닝 관련 업체들에게 다양한 시사점을 제공할 수 있을 것이다.Because of growth on the smart phone markets in South Korea, we analysis the relationship among the site reputation, site size, site quality and trust for m-learning. And this study investigates among the trust, perceived usefulness, perceived ease of use, attitude, and intention for m-learning. This study performed a survey and 189 m-learning users were used for statistical analysis. The results of this study are as follows. First, the reputation had a positive effect on the trust, but the site size and site quality didn’t have an effect on the trust. Second, the perceived ease of use had a positive influence on the perceived usefulness, but the perceived usefulness didn't have an influence on the trust. Third, the trust, perceived usefulness, and perceived ease of use had an effect the attitude, and the attitude had a positive effect on the intention. This results would provide useful information for many companies relating m-learning
An Examination of the Impact of Managerial Coaching Behaviors on Employees' Learning, Organizational Commitment, and Turnover Intentions
No full text조직 내 리더의 코칭은 구성원에게 동기를 부여하고 그들을 개발하며 보유하는 데 효과적인 새로운 리더십으로 주목받아 왔다. 그러나 실제로 코칭이 조직 구성원에게 미치는 영향을 살펴본 연구는 매우 부족한 편이다. 이에 본 연구는 조직 내 리더의 코칭이 부하 직원의 학습과 조직몰입도, 그리고 이직의도에 미치는 영향을 살펴보고자, 글로벌 IT기업의 직원들을 대상으로 설문조사를 실시하였다. 연구 결과, 상사의 코칭 행동은 부하 직원의 학습을 증진시키고, 조직몰입을 향상시키며, 이직의도를 감소시키는 데 영향을 미치는 것으로 나타났다. 이와 같은 결과는 그동안 현장의 경험으로만 알려진 리더의 코칭 영향을 실증적으로 검증한 것으로, 조직에서 리더의 코칭 행동이 구성원의 학습과 태도에 중요한 역할을 한다는 것을 밝혀내었고, 따라서 조직의 리더십 전략으로서의 코칭 활용에 정당성을 부여해 준다. 마지막으로 본 연구의 시사점과 한계를 제시하였다.Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study investigated the relationships among managerial coaching and employees’ personal learning, organizational commitment, and turnover intentions. The research results demonstrated that managers’ utilization of managerial coaching skills was significantly related to employees’ learning, organizational commitment, and turnover intentions
A Study of the Effectiveness of the Social Security System in Skills Development
Get PDFThis study concept defined the connection between a social security system and skills development, and we based our analysis on the current social security and social welfare system in Korea. Specifically, the purpose of this study is to suggest the relevance and influence of employment insurance, industrial accident compensation insurance, pension, national basis life guarantee systems and skills development
Current Status Vulnerable Adolescents’ Vocational Competencies and Improvement Directions
Get PDFThe purpose of this study was to propose some effective ways to generate progress in vulnerable adolescents’ vocational competence. To meet this aim, the present state of that group of adolescents’ vocational ability, and their traits in vocational aspects, were examined. Specifically, the concept of ‘vulnerable adolescents’ was first defined, and then their unique traits and decisive factors involved in their job seeking processes were sought. Other crucial parts like the state of adolescents’ basic vocational abilities and their awareness about their abilities were also examined. Methods such as expert panel, FGI (Focus Group Interview), and In-depth Interview were applied.
Due to domestic social polarization and aggravation in the economy, adolescent unemployment stands out as the most serious issue in South Korea. Unemployment is most prominent among the less well educated and those ill prepared for full social participation, and it causes those people to face various difficulties when fulfilling their social role. The lack of thorough preparation in various abilities (including vocational competence) that are vital in a knowledge-based society through schooling is a partial cause of the unemployment. Therefore, in this study, adolescents (from twelve to twenty-four years old) who found employment difficult to come by were identified as the subjects in this study. More specifically, we focused on adolescents at risk, those with low levels of education, the long-term unemployed, NEET (Not in Education, Employment or Training), and North Korean defectors
A Study on Human Resources Development in Low Carbon Green Growth : Focusing on Green Car
Get PDFThis study had sought action plans to improve the university curriculum for developing Green car related professional technicians (undergraduate level) with a focus on the automobile industry. At its 1st stage, the study identified elemental technologies for Green car development, and calculated the ability level required of Green car personnel by 10 years in the future. It also analyzed the matching level of current university curriculum to this requirement. At this phase, not only the response of domestic universities but the trend of U.S. and Japan, where technological development for Green car is active, was compared, and the necessary items for supplementation in domestic university curriculums were identified. At the 2nd stage of the study, it presented the necessity of developing a linked track among departments, and the manner in which such a linked track could be proposed
A Study on the Vocational Competency Development Plan as a Change in the Working Age-Limit System
Get PDFThe maintenance and intensification of corporate competitiveness in the aging society depends on the application of an aged labor force. Moreover, the existing age-limit system needs to be reconsidered from the dimension of social security as the annuity age extension of the national annuity is expected.
With the aging of the population being recognized as a pressing issue, the Korean Government established the "Low Childbirth and Aged Society Basic Plan" in May of 2006, and the "Aged Employment Promotion Basic Plan" in July of 2006. In addition, they examined the introduction of the stepwise age limit obligation system connected with the age extended plan of the national annuity in 2010. Accordingly, the Ministry of Labor has actively propelled the retirement age extension system through means such as paying 'incentive for extension of retirement age' to corporations that extends the working age limit by more than one year since 2008.
Major advanced European countries are planning to extend the normal retirement age from 65 to 67 (Sweden) or 68 (United Kingdom) through pension reform. The extension of retirement age with manufacturers and large enterprises at the center is a trend that has continuously increased, as it accords with the position of the enterprises that are trying to secure sufficient labor power due to the phenomenon of shunning production jobs and the demands of workers for employment stability.
Moreover, the corporations can have difficulty maintaining the stable operation of organization, because elderly workers, compared to the younger group and middle-aged group, have sharply degraded physical and mental functions. In this realistic situation, the method for the employment maintenance of an aged person is to introduce the wage peak system, in which the wage level of an aged person is adjusted according to productivity.
Therefore, the government must seek a Vocational ability development solution that enables elderly workers to improve their capability and reach a quality level that enables them to maintain their careers as skilled workers in professional fields. In this context, it is necessary to carefully analyze and examine the aged labor market policy of advanced countries, to plan for economic strength by achieving a harmony of the Vocational ability development with the extension of the retirement age
Analysis of Vocational Education & Training in the Private Sector, and Measures to Improve its Competitiveness : User-based Vocational Education & Training System
Get PDFWe require continuous vocational education and training to adjust ourselves due to the rapid development of technology and expansion of knowledge in today's society. Also, private institutes, which are the majority of the vocational education and training market, should support the government policy of 7% growth and creating 3,000,000 jobs through educating and training manpower. Moreover, private vocational education and training institutes are supposed to respond to the changes of the economy, society, population, work places, vocational training systems, etc. and are required to progress as a knowledge-based society, expand the necessity of life-long vocational improvement, and magnify and vary the sources of vocational education and training.
This study was performed to determine the reality of the vocational education and training market on the private sector, to analyze reasons to impede market principles, and to derive ways to strengthen its competitiveness.
To achieve these purposes, Michael Porter’s analysis model to set up a competitive strategy was used to improve the competitiveness of the vocational education and training market in the private sector...
Vocational Education and Training in Nordic Countries
Get PDFThis study aims to examine upper secondary vocational education and training(VET) systems in Northern European countries(Denmark, Finland, Norway and Sweden). The followings are the research questions of this study. First, what are the core values that Northern European education systems are based on, and what policies have these countries framed for emboding the core values? Second, how have apprenticeship-based VET models been constructed, and what are institutional measures for supporting the model? Third, what policy implications do their systems offer for Korean upper secondary VET