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덴마크의 진로교육 체제 및 교과통합 진로교육 사례 고찰
Get PDF우리나라 학교 진로교육의 큰 특징 중에 하나는 국가 교육과정에 진로교육관련 교과목이 특화되어 편제되어 있는 점이다. 그러나 초.중등학교 「진로와 직업」 교과 선택 비율이 지난 몇 년간 양적으로 증가하였으나 질적인 수준은 매우 심각한 상황이다. 이를 위한 해결책으로 ‘교과통합 진로교육’에 대한 논의가 활발하게 이루어지고 있으며, 이에 주요 선진국들은 정부차원에서 교육과정 내 진로교육을 통합시키는데 많은 노력을 기울이고 있다. 여기에서는 진로교육관련 주요 선진국 가운데 덴마크의 사례를 교육제도, 진로교육 체제, 교과통합 진로교육 사례로 나누어 제시하였다. 또한 덴마크의 사례가 우리나라 진로교육에 주는 시사점을 찾고자 하였다.Ⅰ.서론 3
Ⅱ.덴마크의 교육제도 5
Ⅲ.덴마크의 진로교육 체제 7
Ⅳ.덴마크의 교과통합 진로교육 사례 21
Ⅴ.결론 및 논의 31
참고문헌 3
A Research on Global Korean Networking
No full text이 연구는 해외 각국의 재외동포 네트워크 실태분석 및 시사점 도출, 중국, 미국, 일본 등에 거주하는 글로벌 코리안 네트워크의 현황에 대한 분석 등에 기초하여 우리의 재외동포 글로벌 통합네트워크 구축 및 활용을 위한 구체적 정책방안을 마련하는 것을 목적으로 추진되었다.
연구결과 화교, 인교, 유대교 등은 민족이산의 시기에 외부적 강제성의 정도에 있어서 커다란 편차가 존재하였으며, 이에 따라 글로벌 네트워킹 수준에서도 다양한 차별성을 갖는 것으로 나타났다. 아울러 우리 재외동포 디아스포라도 거주국의 소수민족정책 및 기능집단에 대한 정책, 모국의 정치적 상황 등의 변수에 의해 크게 영향을 받는다는 사실을 확인할 수 있었다.
글로벌 코리안의 발전을 위해서는 글로벌 코리안 통합네트워크의 조기 구축 및 활서오하, 글로벌 코리안 인재정책을 위한 인프라 구축, 글로벌 코리안 네트워크를 활용한 대학생 해외진출 촉진, 글로벌 코리안 네트워크에 대한 정보수집 체계 구축 등의 정책과제들을 추진해 나갈 필요가 있다.1. Outline of the Research
This research was designed to analyze the current situations of overseas Koreans often referred as Global Koreans and to draw lessons. It also pursued the specific measures of establishment and utilization of integrating network in accordance with the analysis on the networking conditions of Global Koreans residing in China, USA and Japan. To achieve this goal, we focused on analyzing the following issues.
First, theoretical reviews were conducted to define the concepts of Global Korean human resources, diaspora, and transnationalism. Second, this study analyzed the situation and problems of Global Korean network, and the governmental policies of overseas Koreans. Third, the policies and networking situations of overseas Chinese, Indians, and Israelis are analyzed, and lessons are drawn from the foreign cases. Fourth, current networking situations are explored to establish the infrastructure of global Korean network. Fifth, policy measures are suggested to build global Korean human resources database, to guide college students to study abroad utilizing the network, and to establish the information systems.
2. The result of analysis on Global Korean network situation
Korean government set supporting and utilization of Global Korean networking as a major goal and various policies are being examined to achieve this goal. In particular, to make the best of the competency of 7 million overseas Koreans, the global Korean networking functions are considered as the core means. The government invests on strengthening the horizontal linkages and reinforcing the efficiency and integration of the network.
Currently, eleven off-line overseas Korean networks have been constructed, in addition to sixteen on-line networks. The characteristics of the networks are as follows.
First, overseas Korean societies need on-line and off-line networks globally integrated, even though each society runs their own on-line or off-line networks.
Second, Global Korean networks are rather government leading, which means the networks are built not by the needs of overseas Koreans but by the economic needs of the government.
Third, the linkages between the off-line networking and the on-line networking systems are not strong enough to share the important results of off-line events of the World Korean Commerce Convention or the World Korean Economist Conference. Moreover, financial professionals, law officers, medical professionals, farmers and fishermen have not yet formed the global networks.
3. Policy tasks for integrating the Networks of Global Koreans
The following policies are suggested to advance the Global Korean society.
First, the integrated network of Global Koreans should be established and activated as soon as possible. To pursue this goal, the World Korean Commerce Convention and the World Korean Economist Conference should be unified. In addition, the various networking tasks among governmental ministries should be regulated and integrated.
Second, the infrastructure for the Global Korean human resources development policies should be established. Discovering Korean talented throughout the world is essential and database of the talented must be established.
Third, college students should be encouraged to go abroad using the Global Koreans networks. Supports for the global industry-academia networking system between the World Korean Commerce Convention and colleges is essential and standing consultative system among government, colleges, and the World Korean Commerce Convention must be established.
Last, the information system of the Global Korean networks should be constructed. The main functions of the apparatus are to collect and provide the information on studying abroad, overseas employment, and successful career development for the Global Koreans. Moreover, materials on Global Korean successful models are to be shared with youth in writings, lectures, and stories.요 약
제1장 서 론
제1절 연구의 필요성 및 목적 1
1. 연구의 필요성 1
2. 연구의 목적 3
제2절 연구 내용 및 방법 5
1. 연구의 내용 5
2. 연구의 방법 6
3. 연구의 범위 및 한계 7
제2장 글로벌 코리안 인재 실태분석을 위한 이론적 논의
제1절 ‘글로벌 코리안 인재’의 개념과 문제점 9
제2절 디아스포라와 초국가주의 16
1. 디아스포라의 개념 16
2. 글로벌 시대의 디아스포라: 초국가주의 20
3. 디아스포라의 유형과 이론적 함의 28
제3장 정부의 재외동포 정책 및 글로벌 코리안 네트워크 실태분석
제1절 정부의 재외동포 정책 추진 현황 37
1. 정부의 재외동포 정책 추진경과 37
2. 재외동포 정책의 기본목표와 추진방향 39
3. 재외동포 정책 기구 43
제2절 글로벌 코리안 네트워크 실태 분석 46
1. 재외동포 네트워크의 현황 개관 46
2. 재외동포 글로벌 네크워크 실태분석 50
3. 글로벌 코리안 네트워크의 특성 평가 56
제4장 주요국의 재외동포 정책 및 네트워크 실태분석
제1절 중국의 재외동포 정책 및 네트워크 실태분석 59
1. 화교: 상업 디아스포라 59
2. 중국의 재외동포 정책 63
3. 중국의 재외동포 네트워크 실태분석 74
4. 시사점 80
제2절 인도의 재외동포 정책 및 네트워크 실태분석 82
1. 인교: 노동 디아스포라 82
2. 인도의 재외동포정책 85
3. 인도의 재외동포 네트워크 실태분석 92
4. 시사점 103
제3절 이스라엘의 재외동포 정책 및 네트워크 실태분석 105
1. 유대인: 원형 디아스포라 → 헤게모닉 디아스포라 105
2. 이스라엘의 재외동포정책 109
3. 이스라엘의 재외동포 네트워크 실태분석 124
4. 시사점 135
제4절 해외 디아스포라 네트워크의 비교와 시사점 137
제5장 글로벌 코리안 인재 네트워킹을 위한 현황 분석
제1절 중국내 재외동포 네트워크 현황 분석 143
1. 재중동포: 노동 디아스포라 143
2. 재중동포 네트워크 실태분석 147
3. 실태평가 및 시사점 155
제2절 미국내 재외동포 네트워크 현황 분석 157
1. 재미동포: 경제·문화 디아스포라 157
2. 재미동포 네트워크 실태분석 165
3. 실태평가 및 시사점 173
제3절 일본내 재외동포 네트워크 현황분석 175
1. 재일동포: ‘노동 디아스포라 → 상업 디아스포라 175
2. 재일동포 네트워크 실태분석 189
3. 실태평가 및 시사점 193
제4절 재외동포 네트워크의 비교와 시사점 194
제6장 글로벌 코리안 인재 네트워킹 활성화를 위한 정책방안
제1절 통합적 글로벌 코리안 네트워크 구축 199
제2절 글로벌 코리안 인재 정책을 위한 인프라 구축 203
제3절 글로벌 코리안 네트워크를 활용한 대학생 해외진출 촉진 207
제4절 ‘글로벌 코리안’ 네트워크에 대한 정보수집 체계 구축 214
제7장 결론
SUMMARY 227
참고문헌 23
녹색 진로교육이 필요하다
No full text○ 미래를 준비하고 있는 청소년들에게 녹색 산업 분야에 관심을 가지고 관련된 역량을 기를 수 있도록 안내하는 것은 녹색 경제 체제의 유지와 발전을 위한 관건임.
○ 녹색 진로교육은 “녹색 역량” 교육과 “진로개발 역량” 교육이 교차되는 지점에서 일어남.
- 녹색 역량은 학생들이 녹색 시대의 도래를 이해하고, 사회가 직면한 문제 해결에 실천적으로 기여하고자하는 지식, 태도, 스킬, 가치관을 의미하며, 진로개발 역량은 자기주도적으로 진로를 탐색, 계획, 준비하는 역량임.
- 청소년들이 녹색 직업에 관심을 가지며, 그러한 직업에서 필요로 하는 역량을 갖추려는 의지를 갖도록 적극적으로 안내하는 것이 녹색 진로교육임.
○ 본고에서는 녹색 성장의 기초로서 녹색 진로교육이 왜 필요하며, 어떻게 접근해야 하는가에 대하여 검토함.
- 녹색 진로개발 역량을 제고하기 위해서는 녹색 가치관에 바탕을 둔 진로교육이 이루어져야 하며, 교과통합적인 접근 및 녹색 직업과 녹색 교육 기회를 안내하는 정보 체계가 필요함.
Ⅰ. 왜 녹색 진로교육을 말하는가?
Ⅱ. 녹색 경제 체제에서의 일자리 변화
Ⅲ. 녹색 역량, 진로개발 역량, 녹색 진로교육
Ⅳ. 녹색 진로교육 어떻게 할 것인가?
Ⅴ. 녹색 가치에 기초한 녹색 진로교
Modulatization of National Technical Qulifications Related IT in General Clerical Fields
No full text이 연구는 IT기술의 변화와 업무수행에서의 IT 활용능력의 일반화에 따라 국가기술자격 중 기초사무에 분류되어 있는 IT관련 자격으로서 워드프로세서와 컴퓨터활용능력 자격과 관련하여 새로운 기초사무 관련 IT 능력모형을 도출하고, 이를 토대로 모듈식 자격으로 개편하는 방안을 모색하기 위해 이루어졌다.
연구결과 워드프로세서, 스프레드시트, 데이터베이스, 프레젠테이션, 웹활용, 컴퓨터일반 6개 능력에 대해 30개 하위능력, 67개 세부하위능력을 도출하였다. 또한 능력변화에 따른 자격개정과 수요자의 요구에 따른 자격취득이 용이하도록 모듈식 자격으로의 개편방안으로서 ① 기초사무 IT능력별 모듈자격화, ② 기초사무 IT 능력간 연계성을 고려한 모듈자격화, ③ 단일자격종목 내 능력별 시험과목 모듈화, ④ 능력별 모듈자격화 및 종합자격 신설 등 네 가지 방안을 구안하였으며, 각 방안별로 자격의 관리？운영, 직업자격으로서의 사회적 위상, 검정능력의 유연성 및 확장성을 고려하여 장？단점을 도출하였다. 한편 기초사무 IT분야 국가기술자격의 모듈화에 따른 자격명칭, 검정 과목 및 방법, 등급체계, 응시자격 등 자격운영을 위해 필요한 사항을 제언하였다.The purpose of this study was to develop The IT competency model related to wordprocessor qualification and computer practical ability qualification which are part of national technical qualifications and to search for a plan to modify into modular qualifications based on the IT ability model.
It was concluded that there were six key abilities, which were word, spreadsheet, database, presentation, using the web, general computer, and developed 30 subabilities and 67 detailed subabilities according to the key abilities.
It is also developed modular qualification plans and suggested each plans’ strengths and weaknesses The plans are ① modular qualifications which are based each IT abilities ② modular qualifications which are considered each IT abilities relation, ③ single qualification and modular examination subjects, ④ modular qualifications which are based each IT abilities and establish total qualification. Moreover, this study suggested qualification title, examination subjects and methods, grade, test requirements and conditions
A Study on the Testing Validity of Competency for Volunteer Managers
No full text본 연구는 우리나라 자원봉사관리자의 직업적 역량(Competency)을 측정할 수 있는 객관화된 척도의 타당성을 증명함으로써 향후 자원봉사관리자의 직업적 정체성이나 전문성을 향상시킬 수 있는 유용한 도구로 사용하고자 하는 데 연구의 목적이 있다. 전국의 자원봉사센터에서 주40시간 이상 유급으로 근무하고 있는 자원봉사관리자 전체를 대상으로 총 267부의 설문자료에 대해, 내적일관성 분석을 통한 신뢰도 검증, 탐색적 요인분석, 확인적 요인분석 등을 통해 직업적 역량척도의 신뢰도와 타당성을 검증한 결과, 자원봉사관리자의 직업적 역량은 ‘자원봉사관리역량’, ‘업무기획역량’, ‘수퍼비전 역량’, ‘교육 및 리더십 역량’ 및 ‘프로그램 개발 역량’ 등 5가지 요인으로 구조화되었고, 신뢰도는 Cronbach’s α = .973, 적합도 지수를 통한 모형의 적합도 역시 양호하게 나타나, 직업적 역량의 5요인 모형이 지지되었다.This study aims to develop and validate the scale of competency for volunteer manager under the thesis that the specialization of volunteer management system is needed as the essential condition for the spread of volunteer activation and civil participation in volunteer service in our country. The questionnaire survey was done toward entire volunteer managers working at volunteer centers all across the country at which the most volunteer managers working, last 267 sheets were used at analyzing tools. Data were analyzed with SPSS 15.0 and AMOS to investigate the reliability and validity of the competency scale, correlation analysis, exploratory factor analysis, confirmatory factor analysis.
As result of factor analysis, the reliability and validity of the competency scale included five factor(volunteer management competency, work planning competency, volunteer supervision competency, education and leadership competency to activating volunteer, and volunteer program development competency) was established
Activating Participation of Labor and Management in Regional Labor Market: Focused on the Capacity Building of Labor & Management
Get PDFThis study addresses the participation of labor and management in regional labor market and explores the capacity building measures for labor and management at regional level. For an empirical investigation, we conduct mail surveys on regional labor and management groups, regional labor offices, public employment services agency and municipalities with case studies on Bucheon City and Kyeongki Province.
In a changing environment, there is a growing importance of local governance based on local partnership to tackle the issues of employment and human resource development at regional level. The participation of labor and management is very important in developing local governance for employment. However, in case of Korea, labor market policy has been monopolized by central government. There is little devolution, and very low participation of labor and management. It causes many serious problems such as low performance of employment programs, users’ dissatisfaction, budget extravagance and etc...
Facilitation of Work-to-School Transitions of Adult Workers(II): Focused on Higher Educational Institutes
Get PDFThis two-year study is conducted with the purpose of analyzing the current situation of work-to-school transition and suggesting facilitation measures focused on higher education. Some methodologies are employed to draw the problems and facilitating measures of work-to-school: review and analysis of related literatures, statistical data, analysis of foreign successful cases, specialist conferences, and a debate. While the first-year study surveyed higher education institutes and industries to reveal the work-to-school situation of employees, the second-year study surveyed 2,018 employees to analyze their demands and the needs for education and training in the higher education
Challenge to the HRST Policy: Focusing on High Level HRST
Get PDFThis study aims to verify the characteristics of PhDs in natural science and engineering, and to propose the policy implication for their cultivation and practice.
Overview of the discussions on challenges to the HRST shows that the phenomenon of the challenge to the HRST is quality-downgrading, and that the cause of these phenomena is not very clear. The research suggests that the avoidance of studying S&T should be derived from the common thought on the challenge to the HRST. Overall, the manpower projection of HRST shows over-supply in college level, under-supply in graduate level, and significant under-supply in PhDs in engineering.
Diagnosis of government HRST policy suggests that the direction of government HRST policy is superficial and limited as it has been oversimplifying the issues related to the avoidance of studying S&T. The current policies lack proper understanding of the fundamental problems of why expected students avoid S&T and concentrates too much on the welfare and income policies. The research argues that the limitation of good job for HRST itself causes the avoidance. ..
Work Values and Vocational Ethics of Korean(2008) : Work Ethics and Professionalism of Professionals
Get PDFThe Korea Research Institute for Vocational Education and Training carries out surveys on work values and work ethics of Koreans periodically. 2008 surveys were conducted for employers and workers of firms and professional groups.
The objective of the study is to examine work ethics and professionalism of professional groups including lawyer, medical doctor, professor, and reporter. A survey of 800 professionals(200 professionals from each group) was conducted from June 9 to July 31, 2008.
The professionalism was measured in five dimensions drawn from Hall‘s framework. The five dimensions include the Use of the Professional Organization as a Major Reference, Belief in Public Service, Belief in Self-regulation, Sense of the Field, and Autonomy.
The levels of professionalism on five scales were as follows.
First, level of the Use of the Professional Organization as a Major Reference was the highest among medical doctor(3.90 point), followed by professor(3.78 point), lawyer(3.27 point), and reporter(2.88 point).
Second, the level of Belief in Public Service was the highest among medical doctor(3.70 point), followed by professor(3.24 point), lawyer(3.14 point), and reporter(3.11 point).
Third, the level of Belief in Self-regulation was the highest among medical doctor(3.36 point), followed by professor(3.19 point), lawyer(3.10 point), and reporter(3.02 point).
Fourth, the level of Sense of the Field was the highest among medical doctor(3.90 point), followed by professor(3.86 point), lawyer(3.70 point), and reporter(3.57 point).
Fifth, the level of Autonomy was the highest among medical doctor(3.69 point), followed by professor(3.61 point), lawyer(3.56 point), and reporter(3.03 point).
In addition, the levels of work ethics of professionals were examined. The level of work ethics was the highest among lawyer(3.46 point), followed by medical doctor(3.33 point), professor(3.19 point), and reporter(2.92 point)
Developing the Mutual Cooperation for HRD between Large Companies and SMEs
Get PDFThis study aims to promote and encourage the human resources development of small and medium enterprises. The objectives are identifying the cooperation between large companies and small and medium companies and finding the ways to cooperate. The results are as follows. First, the subcontract SMEs are bigger and more secure than non subcontract-SMEs. Second, the parent companies do not have the supporting system of HRD for subcontract firms. Third, the parent companies need to support the subcontract firms in long-term perspectives. Finally, the parent companies must have mutual cooperation with small and medium enterprises