Korea Research Institute for Vocational Education and Training
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[정책과 이슈] 우리나라 직업들의 현재와 10년 후 전망
No full text○ 직업전망 지표 연구의 필요성
○ 직업전망 지표의 개념 및 조사 개요
○ 직업전망 지표의 주요 결과
- 현재의 직업전망 지표
- 10년 후의 직업전망 지표
- 현재와 10년 후 간의 직업전망 변화
· 현재, 미래 모두 직업전망이 밝은 직업
· 현재, 미래 모두 직업전망이 어두운 직업
· 영역별 지표의 변화추이
- 서비스직의 직업전망 지표
- 여성 및 고령자 유망직종
· 여성 유망직종 발굴
· 고령자 유망직종 발굴
○ 정책 및 향후 과
The Impact of Intrafirm Social Capital on Knowledge Activities
No full text본 연구는 우리나라 기업 종업원들의 사회적 자본이 지식활동에 어떠한 영향을 미치는가를 분석함으로써 기업의 지식경영 및 학습조직화 전략 개발에 시사점을 제공하는 데 목적이 있다. 본 연구는 금융보험업과 사업서비스업 100개 기업의 1,850명 직원을 대상으로 설문조사를 실시하여 그 결과를 분석하였다.
실증분석 결과, 기업의 사회적 자본 세 가지 구성차원(신뢰, 네트워크, 비전 및 가치 공유) 모두 지식활동(지식공유, 학습, 지식창출)에 영향을 미치는 것으로 나타났다. 첫째, 신뢰는 지식공유에 상당한 영향을 미치는 것으로 나타났으며, 부가적으로 지식공유는 구성원들의 업무 관련 네트워크에 의해서도 영향을 받는다. 둘째, 비전 및 가치의 공유가 학습에 크게 영향을 미치고 있으며, 여기에 지식의 공유는 부가적인 영향을 미치고 있다. 셋째, 한 기업에서 지식이 창출되는 과정은 기업 내 사회적 자본 가운데 비전 및 가치 공유가 학습을 매개로 한 경우에 가장 높게 나타났다. 신뢰와 네트워크는 지식의 창출보다는 지식의 공유에 더 직접적인 영향을 미쳤다.The purpose of the study is to devise effective ways to develop social capital towards enhancing corporate competitiveness by measuring the social capital and knowledge activities of corporate members.
Survey results demonstrate that intrafirm social capital has material impact on knowledge-related activities, such as knowledge sharing and creation, and participation in learning. Trust, meanwhile, substantially affects the knowledge sharing, which is also influenced by the internal network that is formed among the organization's members as they engage in work. The survey results also showed that sharing of vision and values among organizational members have strong effect on learning while the degree of knowledge sharing had only limited impact on learning. Interestingly, the knowledge creation process in a business organization was most effective when the sharing of values and vision was mediated by learning. Trust and networking tended to have more immediate impact on the sharing of knowledge than on its creation
The Ways to Improve the Support for the Vocational Abilities Development of Saeteomins for Their Entry into the Labor Market
No full text새터민 입국 만 명 시대를 맞이하여 새터민들의 노동시장 진입과 안착을 위한 직업능력개발이 현안이 되고 있다. 그러나 지금까지의 새터민에 대한 직업능력개발 지원이 취업과 지속적 근속으로 이어지지 못하는 한계에 부딪치고 있는 것이 현실이다. 본 연구는 이에 대한 문제의식을 바탕으로 문헌분석과 심층면접을 통해 직업능력개발 지원 과정의 문제점과 그에 대한 개선방안을 제시하고자 하였다.
주요 개선 방안으로 수요자 중심의 다양한 직종개발 및 적용을 통한 ‘직업훈련과 취업 분리’ 현상의 극복, 노동시장에 바로 적용 가능한 전략적 직업훈련 모색, ‘기능적’ 훈련에서 ‘전인적’ 직업능력개발로의 전환을 통한 경쟁력 있는 직업인 육성, 비경제활동인구의 노동시장 내 편입을 통한 연계적 취업 확산, 초기 정착기의 ‘찾아가는 서비스’를 통한 지원 활용도 극대화 등이 제시되었다. 결론에서는 본 연구의 분석 결과를 바탕으로 새터민 직업능력개발 지원 모형을 제시하였다.Today the number of Saeteomins has reached 10,000, and the policies to help them become independent and settle down have emerged as a new issue. There are several factors that make their entry into the labor market difficult, and the most challenging one is to develop and educate their vocational abilities. This study set out to conduct literature analysis and in-depth interviews to analyze the support system for Saeteomins' vocational abilities development, the process of their choosing and receiving vocational training, obtaining a certificate, employment, working life, and the process of changing or leaving a job. It also aimed to identify the problems with the process of supporting their vocational abilities development and suggest some improvement measures for them. And suggested in the conclusion was a support model for Saeteomins' vocational abilities development based on the analysis results
The Effects of Reaction and Training Performance on Transfer Performance: Focusing on the Moderating Variables of Job Involvement and Need for Achievement
No full text최근 정보통신기술의 발달에 따라 기업 교육훈련 체계가 전통적인 소집형 교육에서 e-learning으로 전환되고 있다. 기업교육의 궁극적인 성공은 교육을 이수하고 난 뒤 현업에 돌아가서 자신이 배웠던 교육내용을 실무에서 적극적으로 사용함으로써 전이성과를 높이는 데 있다. 본 연구는 기업교육의 전이성과에 영향을 주는 제 요인들을 살펴보는 것이 연구목적이다. 전이성과 결정요인으로 기업교육의 일차적 성과인 정서적 반응과 학습성과를 가정하고, 이들 간의 관계에 영향을 미치는 직무몰입의 매개효과를 실증 분석하였다. 이를 위하여 국내 기업교육 전문업체 C사와 직장인 재교육 교육기관인 K기관으로부터 최근 3개월에서 6개월 사이에 e-learning을 이수한 피교육자를 대상으로 설문조사를 실시하였다. 그리고 구조방정식모형에 의한 분석결과를 제시하고 토의하였다. 분석 결과, 직무몰입의 매개효과가 검증되었으며 분석 결과에 대한 해석 및 토론을 하였다.The development of information technologies has contributed virtual training as one of important education methods. E-learning in firms provides trainees with more education opportunities in diverse ways. It has developed a range of innovative services with an one-stop solution of education within the electronic sector. Also under the e-learning environment, trainees can undertake customized training packages at anytime and any places. Moreover, information technology allows both the trainers and other trainees to be decoupled in any of the elements of time, place, and space.
This study explores the relationship between reaction/learning performance and transfer performance, and analyzes the mediating effect of individual characteristics on training effectiveness in e-learning settings. Based on the previous literature conducted on the traditional training environment, four sub-hypotheses are developed and tested by questionnaires survey data. The collected data have been analyzed by SPSS12.0
Results indicate that 1) reaction to the e-learning program are revealed as factor affecting the improvement of the transfer performance; and 2) mediating effects of personal characteristics(job involvement) are partially identified.
The contribution and limitations of this research are also discussed with future studies
The Causal Relationship among Learning Orientation, Learning behaviors, Organizational Environment and Learning Outcomes in Small and Medium Enterprises
No full text이 연구의 목적은 100PPM 인증 중소기업에서의 학습지향성, 학습행동, 조직환경 및 학습성과의 인과관계를 구명하는 데 있다. 연구목적의 달성을 위한 변인측정은 학습지향성, 학습행동, 조직환경, 학습성과 및 개인의 일반특성으로 구성된 질문지를 사용하였다. 연구참여에 동의한 143개 기업 중 종사자 5명 이상이 응답한 83개 기업의 자료가 분석에 활용되었다.
분석 결과, 중소기업의 조직 학습지향성은 조직구조와 환경불확실성에 의해 많은 영향을 받으며, 조직 학습지향성은 학습성과에 직접적인 영향을 미쳤다. 또한 조직수준 학습행동은 조직 학습지향성이 학습성과에 미치는 영향에 대해 부분매개 역할을 하였다. 조직 학습지향성은 집단 및 조직수준 학습행동에는 직접적인 영향을 미쳤으나, 개인수준 학습행동에는 개인 학습지향성을 매개로 한 간접적인 영향을 미쳤다. 마지막으로 개인수준 학습행동은 집단수준 학습행동을 매개로 조직수준 학습행동에 영향을 미쳤다.The purpose of this study was to identify the causal relationship among learning orientation, learning behaviors, organizational environment, and learning outcomes in 100PPM small and medium enterprise. A survey questionnaire was conducted to measure the variables of this study. The data from 83 firms out of 143 firms which agreed to research participation were analyzed for the research model.
The results from this study was as follows. First, organizational learning orientation was influenced by organizational structure and environment uncertainty of SMEs. Second, organizational learning orientation has direct impact on overall learning outcomes in SMEs and organization-level learning behaviors had the mediation effect. Third, organizational learning orientation in SMEs has direct effect on group and organization-level learning behaviors and has indirect effect on individual-level learning behaviors with the mediation effect of individual learning orientation. Fourth, The group-level learning behaviors fully medicated the link between individual-level and organizational-level learning behaviors
Behaviors of Youth Paid-Workers in Downgrading Employment
No full text본 연구는 2000년과 2005년 한국노동패널자료를 이용하여 우리나라 청년층 임금근로자의 하향취업 행태를 분석하였다. 구체적으로 하향취업의 결정요인, 하향취업에 따른 임금손실, 그리고 일자리이동 여부 등을 기간별로 추정？비교하였다.
추정 결과, 첫째, 2000년 이후 임금근로자의 하향취업 현상은 전반적으로 개선된 것처럼 보이나 비정규직, 영세기업 근로자와 같은 취약노동계층의 경우 악화되고 있는 것으로 나타났다. 둘째, 학력별 임금격차 확대와 함께 하향취업으로 인한 임금손실도 커진 것으로 추정되었다. 셋째, 하향취업자 중 일자리이동은 대졸 근로자에게 편중되어 있는 것으로 나타났다.
이러한 결과는 임금체계가 교육수준보다 직무에 연계되어가고 있다는 측면에서 긍정적으로 해석될 수 있으나 취약노동계층의 하향취업 고착화 및 하향취업의 임금손실 확대로 인해 청년층의 노동시장 참여의지가 저하되었을 가능성도 동시에 시사한다.This study analysed the behaviors of korean youth paid-workers using Korea Labor & Income Panel Study. Main factors of downgrading employment and its effects on wage and job mobility are estimated and compared by period.
The results show that general situation of downgrading employment of paid-workers seems to have been improved since 2000 but it does not apply to weakened labor group like non-regular worker, employee in small sized company. Secondly, both wage difference by education levels and the wage loss from downgrading employment has been increased. Thirdly, job mobility was mainly occurred in 4-year college educated workers.
Those results could be interpreted positively in that compensation system is getting closely related to job assignment rather than to education level but they also implied that persistency of downgrading employment in weakened labor group and wage loss from downgrading employment sapped the willingness of youth workers to participate in labor market
A Vocational Training Demand Survey: Estimation of Training Demand Following the Implementation of the Korea-U.S. FTA
Get PDFWith the Korea-U.S. FTA taking effect as of April 2nd 2007, both countries are now awaiting legislative ratification. The main purpose of this study was to conduct a survey on vocational training demand arising from employment adjustment and manpower demand following the agreement.
The major findings from this study are as follows:
Firstly, in order to analyze the impact of the FTA on labor markets, the primary terms of the Korea-U.S. FTA and their impact on each job were investigated.
Secondly, the vocational training demand resulting directly from employment adjustment and manpower demand following the implementation of an FTA with the U.S. has been divided into estimates for each industry, job, and training program.
By deducting the adjusted employment number from the net job creation thanks to the FTA, the increase of manpower demand is estimated to be around 75,200 to 395,900 jobs in total. The agriculture & fishery industries, which are under more pressure for employment adjustment, might not show an increase in demand for human resources, however about 19,000 more jobs are expected to be created in the long run. In the manufacturing sector, it is estimated that there will be an increase in manpower demand in the range of 5,800 to 92,800. As a driver of job creation in the Korean market, the service sector will see an increase in manpower demand of 69,400 to 283,700. ..
Human Capital Corporate Panel Survey(2007)
Get PDFIn the global economy, the quantity and quality of human resources possessed by a corporate is a key indicator for its competitiveness. Human resources of firms are playing an ever more important role as firms face with such changes as rapid technological progress and changes in consumer demand.
The Human Capital Corporate Panel Survey(HCCP) has been launched with an object to build up panel data which enables to measure the level of human resources of firms both at the firm level and the worker level as well as to measure the relationship between the level of human resources and the performance of firms.
The HCCP first wave data was obtained from the 454 firms and 13,000 workers in 2005. We cleaned the data using various error checking methods for several months. And we added to the data not only the financial informations from Korea Information Service Company but also the patent informations from Patent Agency of Korea.
In 2007 we have surveyed the panel firms to create the second wave data. In total, about 450 firms have been surveyed along with approximately 17,000 workers who are team leaders and teammates. The data collection process goes through December 2007.
In order to reduce the attrition rate, the survey has been conducted as a joint effort between KRIVET and the Ministry of Labor(MOL) of Korea. Also we made efforts to give the services to the panel firms, especially HR(Human Resources) seminar and HR letter on the state-of-the-art human resources methods. From the 1st wave data, we calculated each firm's HRI(Human Resources Index) scores and delivered them to the panels with the averages in industry and firm size to guess how high the level of each firm's HR is.
So far, data collection has been made successfully. Data collected still needs to go through validation process where firms and employees will be contacted to verify the answers that are proven incomplete or incorrect. The second wave of HCCP still has the following processes which are composed of error checking, academic seminar, writing basic report, and opening to the public
Establishment of a Cooperative Network for Regional HRD
Get PDFThe rapid progression towards the knowledge-based society of the 21st century has seen the possession and creation of knowledge emerge, along with competencies, as the core factors in terms of individual, organizational, and national competitiveness. The growing importance of human resources has in turn heightened individual countries interest in this particular factor.
In Korea, the Participatory Government has identified human resources as the core factor in terms of fostering national development in the 21st century, and has to this end attempted to establish various policies and strategies relating to a pan-national approach to the development of human resources. In addition, in the name of balanced national development and the expansion of the decentralization policy, the government has also established and implemented regional human resources development (Regional HRD) policies that meet the geographical, industrial, and economic characteristics of the targeted regions. At this level, the importance of regional HRD policies can be understood to lie in the fact that they are designed to alleviate existing unequal development between regions, foster a centralized policy for education and the use of human resources, and to establish a basis for balanced national development by educating human resources that mesh with regional characteristics and demands.
Meanwhile, the Ministry of Education and Human Resources Development has since 2004 supported regional human resources development centers in 13 cities and provinces outside of the capital area. Furthermore, in accordance with the Special Act on Balanced National Development, regional innovation councils(RIC) have been established in 16 cities and provinces. Sectional innovation councils closely related to regional HRD have in turn been established within 10 of these RICs. Nevertheless, the activities of these centers and councils have to date been limited. The linkage between the main actors involved in regional HRD has also been weak, thus rendering the conducting of effective operations difficult.
This study is focused on the establishment of a local-specific HRD System to be brought about through the constructing of a multilateral cooperative network between the various main actors involved in the activation of Regional HRD
Facilitation of Work-to-School Transitions Among Workers(Ⅰ)
Get PDFContinuous learning became imperative to the individual, society, industry, and to the state, with the advent of lifelong learning society posed by globalization, technological changes, changes in the labour markets, and ageing of the society.
However, in spite of the growing importance of continuous learning after graduation from school and transition into the labor markets, the system is not fully ready for providing opportunities for the individual to return to school. Participation in continuous education and training is very low in general, compared to other OECD member countries, and participation in work-related continuous education and training is even lower. Low rate of participation in continuous education and training reflects low rate of participation in training among workers. It also reflects that institutions supporting transitions from work to school are not fully developed.
This study focuses on colleges and industries as two major institutions playing an important role in transition from work to school, more specifically, transition from work to college for workers employed in industries.
Colleges are important as an institution providing a venue for workers returning to college. However, it should transform into more than a physical venue that can provide real opportunities for workers to participate in college-provided training. Historically, development of lifelong-learning system of a country has been made possible with transformation of traditional colleges, whose major role was to provide education for students in their school ages, into lifelong learning institutions which provide education to people at all ages.
Industries are another major institution in work-to-college transition of workers, since workers can not participate in school-provided education and training without supports from employers. Small-and-medium sized companies(SMEs) are a major proportion of industries in Korea. This makes it difficult for workers to go back to college to learn since the employers in SMEs do not have additional workers at work to replace workers participating in off-the-job formal education. In addition, They do not have enough money to hire substitute workers. ..