Korea Research Institute for Vocational Education and Training
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Changes in the Skill Structure in Korea(1993~2004) : Measuring Skills Using Regression on Wage Equation
No full text본 연구는 「임금구조기본통계조사」 원자료를 사용하여 1993～2004년 동안 숙련요인별 기여도, 숙련구조, 숙련수준 및 격차에서 어떤 변화가 나타났는지를 분석한다. 이를 위해 임금방정식에 대한 회귀분석을 수행한 다음 숙련요인들에 기인하는 예측치를 분리하는 방식으로 숙련점수를 추정한다. 주요 분석결과를 정리하면 다음과 같다. 첫째, 추정된 직업별 숙련점수의 순위는 직업사전 등 다른 숙련지표를 사용한 국내외 연구와 대체로 부합하며, 이는 본 연구에서 시도된 숙련측정방법의 적용가능성을 보여준다. 둘째, 숙련향상가설이 예측하듯이 분석기간 동안 대부분 직업에서 상당한 숙련수준 향상이 관찰되며, 분석기간 동안 숙련점수 순위가 대체로 유지되어 직업 간 상대적 숙련구조에서 큰 변화가 발견되지 않는다. 셋째, 고숙련직업과 저숙련직업의 고용규모와 비중이 함께 증가하는 숙련구조 양극화현상이 관찰된다. 중간 숙련수준인 기능종사자와 장치·기계종사자의 경우 상당한 숙련수준 향상을 보여주나 고용규모와 구성비에서는 빠른 감소경향을 보여준다.This paper examines changes in the skill structure, skill level, and skill gap in Korea over the period 1993~2004, using raw data of the Survey Report on Wage Structure. Individual worker's skill score is estimated in the way of deriving/separating prediction values solely due to skill factors through regression on wage equation. The ranking of skill scores among occupations is largely consistent with those of previous literature using different skill indices from this paper. The key findings are summarized as follows. First, the relative structure of skills across occupations shows little change over the period in terms of the skill ranking. Second, considerable upskilling occurs in most occupations over the period, as predicted in the upskilling thesis. Third, employment size and proportion of low-skill occupations as well as high-skill occupations increase, implying skill polarization is occurring
Earnings Effect of Professional Licensed Practitioners for Bar, Certified Public Accountants, Realestate Brokers & Sales Agents
No full text본 연구는 산업·직업별 고용구조조사 자료를 활용하여 각종 효과(법규제성, 면허증 특성, 직종효과 등)를 통제한 가운데 전문면허취득자의 소득프리미엄(사례: 변호사·공인회계사·공인중개사)을 추정하였다. 면허취득자의 소득성과를 측정하기 위하여, 성향점수매칭을 통하여 처리집단과 비교집단의 소득에 영향을 미칠 수 있는 주요 변인(성, 연령, 학력, 근로시간, 경력, 고용형태, 근로기간 등)을 통제한 가운데 두 집단의 소득프리미엄을 추정하였다. 그 결과 공인중개사와 같이 초과 노동공급이 발생된 전문면허의 경우 직업규제로 인한 면허증 취득에 따른 소득프리미엄이 낮으며, 노동공급의 제한 및 직무영역의 포괄성이 높은 변호사(2.8배), 공인회계사(1.76배)는 높은 소득프리엄이 발생되고 있었다.This study estimated the earnings premium of professional licensed practitioners(bar, certified public accountants, realestate brokers & sales agents) using by OES(Occupational Employment Statistics) under treated the all kinds effect(regulation by statutes, characters of license, occupational effect etc). For exactly licensed holder earnings performances, this paper was used by the propensity scores matching that these matching variables(like gender, age, education, working time, career, work duration etc) included the earning factors variables related treatment group and controller group. The result showed some points. Realestate brokers & sales agents did have low earning premium in case of excess labour supply, whereas bars(2.8 folds) and certified public accountants(1.76 folds) did have high earnings premium in case restricted labour supply
The Hierarchical Linear Relationship Among Teaching Behaviors, Professor-Student Characteristics, Instructional Contexts, and Organizational Characteristics in Junior Colleges
No full text이 연구의 목적은 전문대학에서의 교수행동과 교수자 특성, 학습자 특성, 수업상황 및 조직 특성의 위계적 관계를 구명하는 데 있었다. 연구의 모집단은 전문대학의 전임 교수이며, 표본은 위계적 선형모형 분석에서 요구되는 최소 조직수준 집단 수(30개 이상)와 개인수준 교수 수(전문대학별 5명 이상)를 고려하여 무선표집한 38개 전문대학 760명의 교수였다. 조사도구는 질문지와 전문대학 공시정보 원자료를 사용하였다. 자료 분석은 HLM 6.0 프로그램을 이용하여 위계적 선형모형 분석을 실시하였다.
연구결과는 다음과 같다. 첫째, 전문대학에서의 개인수준 변인은 조직수준 변인에 비해 교수행동에 5배 이상 많은 영향력을 미친다. 둘째, 전문대학 교수의 개인수준 변인은 교수자 특성, 학습자 특성, 수업상황의 순으로 교수행동에 영향력을 미친다. 셋째, 전문대학의 심리？사회적 환경은 교수행동에 정적인 영향을 미치지만, 물리적 환경은 교수행동에 영향을 미치지 않는다.The purpose of this study was to identify the hierarchical linear relationship among teaching behaviors, professor-student characteristics, instructional contexts, and organizational characteristics in junior colleges. The population for this study was 11,937 full-time professors in 146 junior colleges. The data was analyzed by hierarchical linear model(HLM).
The findings of the study were as follows: First, 85% of total variance in teaching behaviors was individual level, and 15% was organizational level variance. Second, 47.73% of the within group variance was accounted of professor characteristics, 11.36% of the that was accounted of student characteristics, and 7.58% of that was accounted of instructional contexts. Third, 16.67% of the between group variance was accounted of organizational characteristics
A Study on the Effects of Transformational and Transactional Leadership - Focused on the Mediating Effects of Leader Trust and Role Conflict -
No full text변혁적·거래적 리더십의 조직 몰입에 대한 직접 효과와 리더 신뢰 및 역할 갈등의 매개 효과를 검증하고자 하였다. 이를 위해 충청지역의 4년제 대학교 직원들을 대상으로 구조방정식모델을 활용한 경로분석을 통해 실증분석을 실시하였다. 실증분석 결과, 변혁적·거래적 리더십의 조직 몰입에 대한 직접 효과는 검증되지 않았다. 매개효과에 대한 가설 중 오직 변혁적 리더와 조직몰입의 관계에서 리더 신뢰의 매개 효과만 검증되었으며, 거래적 리더의 조직몰입에 대한 어떠한 매개 효과도, 역할 갈등의 매개효과도 검증되지 않았다. 이와 같은 결과는 대학교와 같은 상대적으로 안정적인 조직에서도 변혁적 리더의 역할이 중요하며, 특히 리더의 부하 신뢰를 촉진하기 위한 행동의 중요성을 제시하는 결과로 해석된다. 마지막으로 본 연구의 시사점과 한계를 제시하였다.This study examined the mediating effects of leader trust and role conflict and direct effects in the relationship between transformational and transactional leadership and organizational commitment. Results of empirical study are summarized as followed: First, the direct effects of transformational and transactional leadership on organizational commitment were not verified. Second, only the mediating effects of leader trust in the relationship between transformational leadership and organizational commitment were verified. But the mediating effects of role conflict were not verified. Finally suggestions and limitations of research are discussed
An Analysis of the Decision-Making Process in the Dept. of Dental Hygiene Curriculum
No full text치위생(학)과는 면허를 받은 전문적인 치과위생사를 양성하는 곳으로 최근 몇 년간 신설대학 증설과 입학생의 증가로 양적인 성장을 이루어 왔으나, 질적인 측면에서는 뚜렷한 개선을 나타내 보이지 못하고 있는 실정이다. 교육의 질적인 특성을 단적으로 나타내 주는 것이 ‘교육과정’이라면, 현재 치위생과의 질적인 문제는 바로 교육과정의 문제를 의미한다고 해도 과언은 아닐 것이다. 이에, 교육과정 개발이 실제로 이루어지는 대학의 현실을 정확하게 이해하는 작업이 선행되어야 한다. 이를 위하여 교육과정 결정 과정 시 현장 목소리들을 통해 치위생과 교육과정이 과연 누구에 의해, 왜, 어떻게 결정되고 있는지 분석해 보았다. 치위생(학)과 전임교수 112명의 설문과, 그 중 교육과정개발 전문가들의 심층면담을 통해서 Walkingtone의 교육과정 의사결정과정 분석의 틀로 분석한 결과, 보다 합리적인 의사결정기구마련을 통해서 교육과정에 대한 협의의 장(場)이 필요함을 알 수 있었다.Even if there have been several reforms to dental hygiene department, the appropriateness of the course has been continuously questioned, showing that the course has not been properly reformed until now. Without analyzing the curriculum decision-making process of dental hygiene department, it is impossible to analyze the output of the course thoroughly. Therefore, this study clearly identifies the actual state for the curriculum decision-making process of the dental hygiene department.
Questionnaire of 112 professors and In-depth interview contents of curriculum development specialists analyzed by Walkingtone(2002) Decision-Making Model. We found that there is many characteristic of decision-making process of the dental hygiene department. The characteristics of the main cause of process for the determination of dental hygiene department are shown in various ways. Based on this results, We can suggest that college should reflect official/unofficial opinions in the process for decision-making through decision-making body
Reliability and Validity of Korean Version of the Job - Related Tension Index
No full text본 연구는 한국사회복지사의 직무긴장수준을 측정할 수 있는 도구가 존재하지 않음을 인식하고, Wooten 등이 최근 개발한 사회복지사 직무긴장척도의 한국적 적용타당성을 확인하고자 하는데 연구의 목적이 있다. 대구지역 사회복지관에 근무하는 사회복지사 255명을 대상으로 수집한 자료에 대해 신뢰성 분석과 탐색적 요인분석 및 확인적 요인분석을 통한 척도의 타당성 검증을 실시하였다. 연구결과 내적일관성분석을 위한 신뢰도검증결과 Cronbach’s =.839로 척도의 신뢰도가 확인되었고, 탐색적 요인분석결과 구분된 3요인구조에 대해 확인적 요인분석결과 TLI, CFI, RMSEA 등 적합도 검증결과도 각각 .87, .92, .07로 나타나 직무긴장척도의 신뢰도와 타당도를 증명하였다. 한국사회복지사의 직무긴장을 “직무의 책임성 및 권위”, “직무과다”, “직무수행” 등 3요인으로 재명명 해석하여, 직무긴장수준이 이러한 하위요인으로 구조화될 수 있음을 확인하였다. 본 연구결과 사회복지사의 직무긴장을 측정할 타당성 있는 도구를 확인하였고, 향후 사회복지기관의 인적자원 관리에 유용한 자료를 제공해 줄 수 있을 것이다.Job related stress has been getting more attention in social work agency in Korea. However there have been very few standardized tools to measure the construct. The purpose of this study is to develop the Korean version of the Job Related Tension Index developed Wooten et. al..
This study was conducted with a total of 255 Social Workers in Daegu metropolitan areas. Based upon the results of factor analysis, the Korean version of Job Related Tension Index is considered a three-factor(Responsibility/Authority, Work overload and Job performance) measure. The Cronbach’s alphas for Internal consistency reliablity were .839 and the result of Confirmatory Factor Analysis was .87(TLI), .92(CFI), .07(RMSEA).
It is suggested that scales more suitable for social work settings in Korean be developed
The Growth of Economy and Social Capital - The Role of Schooling
No full text서비스는 서비스 제공자의 지식과 역량을 바탕으로 성립되고 발전하며, 서비스 제공자와 고객과의 관계 속에서 형성되는 것이다. 서비스경제는 사회적 신뢰, 네트워크, 서비스이념과 서비스정신 등 그 발전에 필요한 특별한 사회자본이 결여된 상황에서는 발전되기 어렵다. 우리나라의 사회적 신뢰 수준은 선진국에 비하여 낮은 수준이며 서비스산업 발달에 부정적으로 평가된다. 이는 시민사회 구성원의 시민의식이 성숙되지 못하였고 신뢰사회로의 발전을 목표로 하는 제도의 미비와 제도에 대한 불신 때문이다. 사회 전반의 사회자본 형성과 서비스경제 발전을 위한 사회적 신뢰 구축과 관련하여 학교는 다음과 같은 역할을 수행할 것으로 기대한다. 첫째, 학교는 시민교육을 통하여 학생들 간의 신뢰, 시민참여와 네트워크 형성을 촉진하여 사회자본을 형성하는 데 기여하여야 한다. 둘째, 학교는 경제교육 내용을 재구성하여 지식기반경제와 서비스경제 체제에 적합한 경제교육을 실시해야 할 것이다. 셋째, 학교는 교과 외 교육활동, 봉사학습을 활성화하여 사회자본을 구축하도록 해야 한다. 넷째, 학교는 우수한 서비스인력 양성 프로그램을 통해 서비스 제공자의 인적자원개발을 직접 담당해야 할 것이다.The aim of this study is to present the role of schooling fostering social capital that is an essential factor to develop service economy. Social capital is defined as the social relations including trust, network, norms that facilitate collective action. In Korean society, we have low level of social trust compared with advanced countries, which is not a beneficial tool to accomplish the growth of service economy. It is said that citizens don’t have enlightened citizenship and progressive service-mind. We emphasize that schooling has a powerful effect on the formation of social capital. In order to enhance the effectiveness of schooling fostering social capital, some features of the educational process can be recommended as next: citizenship education for generalized social trust be strengthened; economic education be developed based on appropriate and relevant curriculum for service economy; extracurricular activities and service learning connected with social capital be expanded; schooling program be diversified for the development of human resources in service economy
Current Situations and Tasks of Higher Education Certification System in Preparation for Global Manpower Exchanges
No full text21세기 현대 사회는 정보화 혁명을 통한 지식기반사회로 이전되면서 국가 간 교류와 협력이 가속화되고, 사회 변동에 따른 시간과 공간의 차이도 김밀하게 변하면서 지식기반의 글로벌(global) 시대가 열리고 있다.
글로벌 시대에서 인력교류는 점차 확대될 것이고, 이에 대비한 고등전문교육 강화 방안 모색이 필요한데, 특히 국가발전과 경제 성장의 핵심 요인이 지식의 개발과 활용이 중요시되는 글로벌화 사회에서 우리 인적자원의 경쟁력을 제고하기 위해서 고등전문교육의 강화와 이를 확인·인증할 수 있는 제도적 장치가 필요하다.
본 연구는 이러한 연구의 필요성을 인식하여 글로벌 인력교류 확대 필요성과 고등전문 교육 인증제의 이론적 탐색 및 고등전문교육 인증제의 운영 실태와 과제를 파악하고, 글로벌 인력교류 확대에 대비한 고등전문교육 인증제의 발전 과제를 도출하여 글로벌 인력교류 확대에 대비하는 방안으로 우리나라의 고등전문교육이 국내외적으로 인정받을 수 있는 제도 정책과 활성화 모색, 그리고 고등전문교육 단계에서 실시되고 있는 공학 교육인증 등 기존의 인증제가 글로벌 인력교류 확대에 기여할 수 있는 과제를 제시하고 있다.
○ 주요내용
- 글로벌 인력교류 및 고등전문교육과 관련한 이론적 배경
- 우리나라 고등전문교육 인증제 운영 실태
- 인증제 실태 조사 분석
- 국제 및 외국 사례와 시사점
- 고등전문교육 인증제의 과제□ Background and necessity of research
Labor policies regarding globalization could be seen as proactive labor market policies, but they can be represented as policies fostering global manpower in terms of education training. Recently, although movement of skilled manpower in advanced countries represented as OECD increased, global manpower accounts for only a small part. Movement of international manpower is also in a difficult situation of being restricted by the realities and circumstances of each different country. In our country for example, there are programs for overseas employment and internships but they do not directly lead to overseas employment.
Nevertheless, the reason why exchange of global manpower is important is because highly skilled manpower having expertise is not relatively restricted by employment and immigration, and such global manpower can increase productivity not only in the country but also overseas. This also brings about the effect of enhancing domestic employment and high income based on high production. As numerous Phd degree holders get their post doctoral degrees overseas and get jobs there right away, the importance of the exchanges of global manpower is increasing, and OECD countries are also becoming more interested in exchanges of global manpower in line with globalization.
Eventually, looking at the current situations of our high education in the international trend of exchanges of global manpower, our population of higher education increased steadily, maintaining a very high level in the world compared to the currently population ratio. However, it has been pointed out that our higher education failed to contribute much to increasing the national competitiveness or globalization of companies.
Therefore, various measures for strengthening higher education in response to expansion of exchanges of global manpower are necessary. And in particular, in this globalization society where development and utilization which are core elements of economic growth of our national development are important, systematic device which could strengthen higher education and also confirm and certify such strengthening are necessary to increase the competiveness of our human resources.
This research aims at perceiving such research needs, understanding and theoretically deliberating on the current situations and tasks of the certification system, and deriving developmental tasks for higher education in preparation for expansion of exchanges of global manpower.
Furthermore, the purpose of this research also lies in establishing and vitalizing systems where our higher education could be recognized at home and abroad based on such research results. In particular, it is also aimed at increasing positive effects and strengthening connection so that existing certification system such as engineering education certification conducted at higher education stages could contribute to expansion of exchanges of global manpower. Meanwhile, this research also aims at contributing to enhancing the national level by making the results of this research policies. That is, it is expected that this research could induce enhancement of national brand by improving the quality of higher education, increase national competitiveness by fostering higher education manpower and certification, and exchanging global manpower.
□ Trend and overview of global manpower exchange
According to the long-term trend of immigration manpower volume Korea, the number of foreigners entering Korea is continuously rising. The number of Koreans leaving Korea showed a slight decrease in 1998 and 2003~2004, but showed a significant increase overall.
Until the 80s, the exchange of manpowerof Korea was mainly providing non-skilled or under-skilled workers overseas and receiving high skilled workers from abroad. However, as well as the changes of the structure of manpower leaving Korea, since the 90s, there were changes to the structure of foreign manpower entering Korea.
□ Current situation of operation of the certification system
First of all, in the suppliers(certification members and certified institute) point of view, the problem of higher education certification system is the fatigue phenomenon due to progression of certification. Certified schools or professors and operators of institutes must take various roles and make efforts, but the possibilities are that they may become bystanders, the requests and demands of various members may not be reflected systematically, and work load may increase due to excessive documentation and demand for systemization. The problems that are pointed out are as follows: first is the problem of the assessment stage, second is the problem regarding the responding stage, third is the problem of the certification stand, and the fourth is the lack of diversity.
That is, there is lack of flexibility in application of the certification standards, meaning that there is a trend that differences of schools and departments are not recognized and that setting and pursuing various learning performances must be accepted. Fifth, excessive amount of reports. Sixth, problem of subjective assessment by assessment members. Seventh, problem of attitude of assessment members. Eighth, supplementation of visit assessment period. Nineth, reinforcing promotion on necessity of a certification system. Tenth, the problem of procedures. Eleventh, administrative and executive support. In conclusion, the certification standard, education process, learning performance, certification service and the part relevant to report are the most biggest problemswhich need urgent improvement. Meanwhile, the problems pointed out in the perspective of the assessment members and the assessment group leader are first, the problem at the step of educating the assessor, second, problem at the first and second mediation steps, third, the problem at the visiting assessment stage, fourth, the problem at the preliminary comment document writing step, and lastly, the problem at the final comment document writing step. Next, the problems in the consumers’point of view are first, reduction of the width of subjects to select. Second is the problem related to taking unnecessary subjects, third is the problem related to establishing student counseling and observing systems, and fourth is the problem of promotion system.
□ Research and analysis on the current situation of the certification system,
The result of the survey on the current situation was that many people thought that a global certification system is necessary, but the current certification system has a lot of problems such as “indifference of companies” or “low awareness”. Therefore, proactive support at the government level is inevitable, and numerous certification institutions scattered here and there must be integrated and operated per special sector, and promotion for the certification system must be expanded as well.
First of all, regarding the status of the certification system in the exchanges of manpower, respondents in all fields said that the certification system is necessary. According to the results of international currency of the certification system per major field, in the case of medical field, all respondents said that the international currency is high. In addition, in the case of nursing field, as much as 63.9% of the respondents said that their major has a high international currency. According to the results of international currency of the certification system per future major field, in the case of engineering, architecture and trade, the majority of the respondents said that their majors will have international currency in the future.
Second, the difficulties of the certification system in exchanges of global manpower are as follows: first, the majority of respondents said that education substance and quality satisfaction was just average except for oriental medicine, and that renovation of educating facilities and material, equipment reinforcement efforts are negative, with 43.6%, 42.5% and 42.1% for engineering, trade, and oriental medicine. Therefore, there is need to improve the qualitative level of education related to the certification system.
Next, regarding possibility of getting a job overseas after education, most of the respondents answered “average”. Especially, the most number of people majoring in trade answered “average” with 77.5%, and in medical field, there was no positive answer such as “yes” or “very much yes”. Of operation related problems, people were mostly negative about the questions regarding “indifference of companies”. Especially, trade and business administration showed high percentage of negative opinions with 64.9% and 58.2%. Majority of people also thought there was a lot of problem in “low awareness of the students”. To this matter, those in business administration and trade showed 63.6% and 57.9%.
Thirdly, regarding developmental tasks of the certification system in preparation for the expansion of global manpower exchanges, most respondents were neutral about the operational satisfaction of the certification system, and especially, enrolled students showed the highest number of neutral results with 65.8%. Regarding the need to support the certification system such as ‘benefits for graduates at the student(company) level’, and ‘giving incentives at the education level’, respondents in almost all fields answered ‘necessary’ or ‘very necessary’. Therefore, it seems that review on expanding support will be needed in the future.
In the case of the 8 certification institute integration related opinion, the majority of respondents said “operated per special area”. As for the certification area which needs to be introduced most urgently, 45% of the respondents answered “education”, and 21.3% of the dental field answered “international relations” and “natural science”. Most of the respondents answered international relations, natural science and education as the fields where the certification system needs to be introduced urgently. As for the problems to be solved for enhancing the certification utilization, people in almost all the field answered as ‘expansion of promotion on the certification system”.
□ Basic tasks of a higher education certification system
- Setting the basic directions of higher education certification system in preparation for expansion of global manpower exchanges
As we enter the 21stcentury, competition among nations is deepening in all sectors of the society. In such a knowledge based competition society, expanding global manpower exchanges is inevitable. Such changes of the international environment are threatening elements to us and at the same time an opportunity.
Especially, in maximizing opportunity elements in an international society, globalization of the domestic manpower is essential. In addition, in terms of obtaining national competitiveness, globalization of manpower can obtain its possibility through the certification system. That is, a certification system which can be approved among nations on higher education according to field can be very important means to acquire and increase our national competitiveness. That is, it is necessary to induce expansion and development of the introduction of the certification system of higher education as an important axis in preparation for exchanges of global manpower.
Therefore, the basic direction of a higher education certification system in the global manpower exchange era is increasing national competitiveness through fostering global manpower and utilizing it as a big axis for national development in the know-based competition society. Next, expansion of official approval among nations for the certification system is needed. As seen from the cases of foreign countries, there is need to expand exchange of individual capacity among nations through the certification system, and utilize it as an important means to seek cooperation and development among nations. Especially, when signing an FTA, there is a need to include a mutual certification system of higher education into the agreement and expand exchanges of global manpower.
First of all, the basic direction of higher education certification system in preparation for expansion of global manpower exchange is future directivity. Second is pursuing quality improvement in terms of obtaining internal stability. Third is pursuing complementarity among nations in a respectful way. Fourth, purposing internationalization of the certification system.
Fifth is pursuing sustainability, and the sixths is pursuing fairness.
- Establishing basic vitalization strategies of higher education certification system in preparation for global manpower exchanges
Strategies for higher education certification system in preparation for global manpower exchanges needs signing a contract for mutual approval. Especially, a strategy of systemizing manpower exchanges by setting clauses relating to manpower exchanges is necessary. Second is approving foreign manpower and inducing them proactively.
- Suggestions
The role of a macro higher education certification system is important. Establishing a flexible certification system is necessary.
In order to induce voluntary participation of professors, what is needed is systematic support at the government level which could reflect work which accompanies operation of the certification system such as preparing subject portfolios and time which is spent in education that can be reflected in assessing performance of professors. By simplifying preparation of certification, there must be support that realistic and faithful data are prepared by each school. The roles of the university, government and companies must be improved for innovating higher education. In conclusion, improvement of higher education must be done in the field of higher education. When these are done, the problems of higher education of suppliers and consumers will be resolved.
□ Task of linking the higher education certification system in the global manpower exchanges
- Introducing an international local expert certification system and linking the certification system per field are necessary, and the major tasks are introducing an international local expert certification system and linking with certification system of each field.
- Expansion of global campus through linking the certification systems with globalization of universities, exchanging with foreign students, expanded operation of student exchange program, expanding the multi-degree system, expanding overseas internship program, expanding exchange program with international education and specialization are needed.
- Linking the certification system and overseas employment is also important. Especially, global standardization of the education certification system and the certification standards, linking the certification system and overseas employment through multilateral international cooperative body’s regular member activity, and promotion of establishing a multilateral international cooperative body are necessary.요 약
제1장 서론
제1절 연구의 필요성 및 목적 1
1. 연구의 배경 및 필요성 1
2. 연구 목적 3
제2절 연구의 내용 및 범위 4
1. 연구의 주요 내용 4
2. 연구의 범위 5
제3절 연구방법 및 추진체계 6
1. 문헌연구 6
2. 실태조사 6
3. 전문가 자문 및 회의 8
4. 워크숍 또는 전문가 세미나 8
제2장 연구의 이론적 배경
제1절 주요 용어의 개념과 의의 11
1. 인증제 11
2. 글로벌 인력교류와 해외취업 21
3. 고등전문교육 25
제2절 글로벌 인력교류의 추세와 현황 33
제3절 글로벌 인력교류에서 해외취업의 논리적 배경 39
1. 최근 고용동향 41
2. 해외취업의 경제적 논리 45
3. 해외취업의 효과 49
제3장 고등전문교육 인증제의 실태
제1절 인증제 운영 실태와 특성 비교 53
1. 공학(한국공학교육인증원) 53
2. 간호학(한국간호평가원) 65
3. 건축학(한국건축학교육인증원) 84
4. 경영학(한국경영교육인증원) 93
5. 무역학(한국무역교육인증원) 107
6. 한의학(한국한의학교육평가원) 117
7. 치의학(한국치의학교육평가원) 124
8. 의학 (한국의학교육평가원) 131
9. 인증제의 분야별 특징 비교 138
제2절 성과 사례 분석 142
1. 조사 방법 143
2. 조사 결과 144
3. 논의 및 시사점 150
제3절 문제점 152
1. 공급자 측면의 문제점 153
2. 수요자 측면의 문제점 156
제4장 인증제 실태 조사 분석
제1절 글로벌 취업인력교류의 추세 161
제2절 글로벌 인력 교류에서 인증제의 위상 168
제3절 글로벌 인력 교류에서 본 인증제의 애로사항 182
제4절 글로벌 인력교류 확대에 대비한 인증제의 발전 과제 198
제5절 실태조사 결과 요약 및 시사점 209
제5장 국제 및 외국 사례와 시사점
제1절 공학교육의 실질적 등가성에 대한 국제적 상호인정 211
1. 공학교육의 다자간 국제협약 212
2. 4년제 공학교육 수준의 다자간 국제협약: WA 215
3. 졸업생 역량 개념에 의한 등가성의 상호인정 217
4. 시사점 229
제2절 유럽의 사례 230
1. 볼로냐 프로세스(Bologna Process) 230
2. 에라스뮈스와 에라스뮈스 문두스 프로그램(Erasmus & Erasmus Mundus Program) 241
제3절 시사점 244
제6장 고등전문교육 인증제의 과제
제1절 기본 방향과 추진 전략 수립 251
1. 글로벌 인력교류 확대 대비 고등전문교육 인증제의 기본 방향 설정 251
2. 글로벌 인력교류 확대 대비 전문고등교육 인증제의 활성화 기본 전략 수립 253
제2절 고등전문교육 기반 및 질 제고 과제 254
1. 학생의 질 평가 체제 강화 254
2. 글로벌 인력 육성을 위한 고등전문교육 혁신 255
3. 고등전문교육의 국제화 255
제3절 인증제의 실질적 활용 및 확산을 위한 과제 256
1. 피인증기관 측면 256
2. 평가위원 및 인증기관 측면 258
3. 수요자 측면 259
4. 몇 가지 제언 260
제4절 글로벌 인력교류에서 고등전문교육 인증제의 연계 과제 263
1. 국제지역전문가 인증제 도입과 분야별 인증제의 연계 263
2. 대학의 글로벌화와 인증제의 연계 265
3. 인증제와 해외취업의 연계 268
4. 인증제와 자격제도와의 연계 268
5. 고등전문교육 인력의 국가 간 상호인정 추진 또는 촉진 268
제7장 결 론
SUMMARY 275
인증제 실태 및 과제 조사 285
참고문헌 29
한·중·일 FTA와 인력이동 : Mode 4를 중심으로
Get PDF본고에서는 한·중·일 FTA에서 다뤄질 주제중의 하나인 Mode 4를 중심으로 논의하고, 협상방안을 제시하고자 한다. 첫째, DDA 협상에서 최근 한·중·일 FTA 추진 현황 및 국가별 전략에 대해 검토하고 둘째, DDA 및 FTA에서 Mode 4의 범주 및 내용을 검토하며 셋째, 한·중·일 3국이 체결한 FTA에서의 독립서비스 공급자(Independent Professionals, IP)와 자격의 상호인정(Mutual Recognition Agreement, MRA)에 대해 검토하고자 한다.I. 서론1
II. 한중일 FTA 추진 경과 및 각국의 FTA체결 현황 3
III. Mode 4의 범주 및 한중일 3국의 DDA 양허안 비교 5
IV. Mode 4 관련 한중일의 FTA 양허안 비교 12
V. 한중일 DDA 및 FTA 양허안의 시사점 및 향후 추진 방향 2
Mutual Recognition of Qualifications in Korea, China and Japan as Part of Efforts to Promote Human Resources Exchange
No full text본 연구에서는 첫째, 한중일 간 FTA 체결을 통해 IT, 관광, 자동차 부문의 인력교류 가능성을 타진하고 둘째, 한중일 3국 간 기능기술 분야의 자격상호인정 방안을 제시함으로써 이를 바탕으로 3국 간 인력교류 활성화 방안을 제시하였다.Owing to geographic proximity of Korea, China and Japan, their mutual political and economic dependency gradually increases making their cooperation in various fields essential. Moreover, with continuous expansion of economic scope and influence in the world market by Korea, China and Japan, conditions will have to be formed for the construction of Korea-China-Japan trilateral cooperation system in North-East Asian region as well.
In response to this, Korea has been activating its regional economic cooperation in North-East Asia and further, as part of its efforts for regional economic integration, created a system for formal and informal negotiations among Korea, China and Japan through regular summit of ASEAN+3 held in November 2000. Based on this, at the fifth Korea-China-Japan regular summit meeting held in October 2003 ‘Joint Declaration on the Promotion of Tripartite Cooperation among South Korea, China, and Japan’ was adopted.
‘Joint Declaration on the Promotion of Tripartite Cooperation among South Korea, China, and Japan’ is the first trilateral summit document adopted for promoting cooperation among the three countries, which provides basic framework and direction for economic cooperation in North-East Asian region. In addition, Korea, China and Japan are already constructing the basic foundation for the establishment of free trade area among themselves when considering industrial structure and current situation in foreign trade. De facto labor force exchange is already taking place among Korea, China and Japan. The need for supply and demand of labor force is gradually increasing due to the deficit of domestic middle-and high-level workforce needed for the development of main industries. So far, the three countries have been applying efforts on national level to prepare policies for importing such workforce. Therefore, now the time has come to discuss creation of a plan for promotion of labor force mobility based on the method of FTA or RTA.
With this purpose, in order to exchange workforce of higher level on the basis of national qualifications in technological and technical field it is important, based on national technical qualification system, to propose standards for promoting Mutual Recognition Agreement (MRA) of qualifications and prepare policy basis to enable mutual exchange of better certified workforce.
Therefore, in this study, experts from Korea, China and Japan through joint research will analyze the possibility of labor force exchange based on trilateral MRA of qualifications in IT, tourism and automobile sectors in the three countries. Furthermore, basic policy directions for the creation of common regional qualification framework not only for Korea, but also for the Asia and Pacific region through connection with the establishment of the multilateral cooperation system and Regional Qualification Framework (RQF) will be provided.
From this perspective, this study will first examine the possibility of labor force exchange in IT, tourism and automobile sectors through conclusion of Korea-China-Japan FTA. Second, by suggesting the plan for MRA and based on it, it will prepare a plan for activating labor force exchanges among the three countries.요약
제1장 서 론
제1절 연구의 필요성 및 목적ㆍ1
1. 연구의 필요성ㆍ1
2. 연구의 목적ㆍ5
제2절 연구수행 절차 및 체계ㆍ6
제3절 연구방법ㆍ8
1. 국내외 관련 문헌연구ㆍ8
2. 중국, 일본 전문가 공동 연구진 위촉ㆍ8
3. 전문가협의회ㆍ9
4. 워크숍 개최 ㆍ9
제4절 연구범위ㆍ10
1. IT 산업ㆍ11
2. 관광 산업ㆍ11
3. 자동차 산업ㆍ12
제2장 한중일 FTA와 인력이동
제1절 다자간 협정에서 양자 간 FTA로의 이동ㆍ13
1. 다자간 무역체제인 WTO 무역협정 경과 및 쟁점ㆍ13
2. 양자 간 무역체제인 FTA의 추진 경과 및 특징ㆍ15
제2절 아시아 지역의 인력이동: 한중일을 중심으로ㆍ17
제3절 한중일 FTA 추진 현황 및 국가별 전략ㆍ21
1. 한중일 FTA 추진 경과ㆍ21
2. 국가별 전략ㆍ23
제4절 Mode 4 및 IP 관련 DDA 양허안 비교ㆍ41
1. Mode 4의 범주ㆍ42
2. Mode 4의 IP에 대한 제한ㆍ44
3. 한중일의 IP분야 DDA 양허안 비교ㆍ45
제5절 한중일의 IP분야 FTA 양허안 비교ㆍ50
1. 한국의 FTA 양허안ㆍ50
2. 중국의 FTA 양허안ㆍ56
3. 일본의 FTA 양허안ㆍ65
제6절 한중일 DDA 및 FTA 양허안의 시사점 및 추진방향ㆍ69
1. DDA 및 FTA 양허안의 시사점ㆍ69
2. MRA 향후 추진 전략 ㆍ74
제3장 IT 부문
제1절 IT산업 및 주요정책 추진 현황ㆍ81
1. IT산업의 현황과 전망ㆍ81
2. 최근 IT정책 추진 현황ㆍ95
제2절 IT부문 직업교육 및 노동시장 현황ㆍ103
1. IT인력양성 실태ㆍ103
2. IT부문 노동시장 현황ㆍ115
제3절 IT부문의 한중일 자격제도 및 상호인정 현황ㆍ123
1. 자격제도 현황 및 특징ㆍ123
2. 자격 상호인정 현황 및 특징 ㆍ136
제4절 IT부문 인력교류 현황과 전망ㆍ141
1. 인력이동 현황ㆍ141
2. 국가 간 인력이동 전망ㆍ145
제5절 IT부문 시사점 및 자격상호인정 방향ㆍ149
1. 시사점ㆍ149
2. 상호인정 가능대상 선정ㆍ154
3. 상호인정방향ㆍ158
제4장 관광 부문
제1절 관광산업 및 주요 정책추진 현황ㆍ161
1. 관광산업 현황ㆍ161
제2절 관광부문 직업교육 및 노동시장 현황ㆍ174
1. 교육현황 ㆍ174
2. 노동시장 현황ㆍ177
제3절 관광부문 자격제도현황ㆍ184
1. 한국ㆍ184
2. 중국ㆍ188
3. 일본ㆍ190
제4절 관광부문 인력교류 현황과 전망ㆍ194
제5절 관광부문 시사점 및 자격 상호인정 향후 추진방향ㆍ196
1. 시사점ㆍ196
2. 자격상호인정 향후 추진방향ㆍ199
제5장 자동차 부문
제1절 자동차 산업 및 주요정책 추진현황ㆍ203
1. 자동차 산업의 정의 및 범주ㆍ203
2. 세계 자동차 산업ㆍ204
3. 한국ㆍ207
4. 중국ㆍ211
5. 일본ㆍ214
제2절 직업교육 및 노동시장 현황ㆍ218
1. 교육현황ㆍ218
2. 노동시장 현황ㆍ226
제3절 자동차 부문의 한중일 자격제도현황ㆍ236
1. 한국ㆍ236
2. 중국ㆍ242
3. 일본ㆍ243
제4절 자동차 부문 인력교류 현황과 전망ㆍ246
제5절 자동차 부문의 시사점 및 향후 자격상호인정 추진방향ㆍ247
1. 시사점ㆍ247
2. 자격상호인정 추진방향ㆍ249
제6장 정책 제언
1. 한중일 3국 간 자격의 상호인정 접근틀 구축ㆍ251
2. 한중일 3국 간 자격의 상호인정 추진전략ㆍ254
3. 한·중·일간 인력교류 추진 방향ㆍ258
Summary 263
부록 297
부록1.‘인력교류활성화를 위한 한중일 3국 간 자격의 상호인정방안’워크숍 개최 계획안
부록2.[발표자료] IT 등 서비스 공급자 시장의 특성과 인력이동협상접근 방안
부록 3. [발표자료] 인력교류활성화를 위한 일본의 자격상호인정 방안
부록 4. [발표자료] 인력교류활성화를 위한 중국의 자격상호인정 방안
부록 5. [발표자료] 인력교류활성화를 위한 한·중·일 자격상호인정 방안
부록 6. [발표자료] 한·중·일 3국 간 IT부문 자격의 상호인정방안
참고문헌 41