Korea Research Institute for Vocational Education and Training
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[교육동향] 교육
No full text○ 정책동향
□ 교육과학기술부, 광역경제권 인력양성 지원 방안 발표(2008. 9. 13)
□ 교육과학기술부, 2008년 마이스터고 9개교 선정(2008. 10. 3)
□ 교육과학기술부, 국가 수준 기초학력 진단 평가 전수 시행(2008. 10. 8)
□ 교육과학기술부, 국가 수준 학업성취도평가 전수 시행(2008. 10. 14~15)
□ 교육과학기술부, 교육정보공시 대국민 서비스 실시(2008. 11. 28)
□ 교육과학기술부, 전문대학 공학기술교육인증제 시범운영(2008. 12. 16)
□ 교육과학기술부, 영어교육 주요정책 추진방안 발표(2008. 12. 19)
□ 교육과학기술부, 대학 평가·인증제 실시를 위한 관련 법령 확정(2008. 12. 9)
□ 교육과학기술부, 국립학교 설치령 등 개정안 입법예고(2008. 12. 4)
□ 교육과학기술부, 「외국인학교 등의 설립·운영에 관한 규정」 등 입법예고 실시(2008. 10. 28)
□ 교육과학기술부, 「지방교육자치에 관한 법률 일부개정법률(안)」 입법예고(2008. 9. 25)
○ 연구동향
□ 한국교육과정평가원, TIMSS 2007 결과 발표(2008. 12. 10)
□ 교육과학기술부·한국교육개발원, 2008년 평생학습 실태조사 결과 발표(2008. 11. 26)
□ 교육과학기술부·한국학술진흥재단, 2007년도 대학연구활동실태조사 분석결과 발표(2008. 11. 14)
□ 통계청, 2008년 사회통계조사 결과 발표(2008. 10. 17)
○ 교육비 동향
□ 2008년 3/4분기 월평균 교육비, 전년 동기 대비 17.0% 증가
□ 소득 분위별 교육비 격차, 소득 최상위(10분위)가 최하위(1분위)의 약 7.4배
□ 교육물가지
A Study of Relationship between High-performance Work Practices and Firm Performance: Multi-level Analysis and Mediating Effect of Individual Variables
No full text본 연구는 최근 고성과 인적자원관리가 많은 관심을 받고 있음에도 불구하고, 아직도 블랙박스로 남아 있는 번들이나 시스템 구성 원칙 및 이들 시스템과 개인의 태도 간의 관계, 그리고 기업성과와의 관계를 연결하는 메커니즘을 밝히고자 하였다.
이러한 연구 과제를 해결하기 위해 먼저, 이론과 실증연구를 바탕으로 고성과 인적자원관리 시스템에 포함될 수 있는 개별제도를 식별한 결과, 모집/선발, 훈련/개발, 집단인센티브/보너스, 내부승진, 고충/갈등처리, 종업원 참여/제안, 정보공유, 고용안정 제도가 도출되었다.
분석 결과, 첫째, 조직수준의 고성과 인적자원관리 시스템이 개인수준의 종업원의 태도 즉, 직무만족이나 조직몰입에 긍정적인 영향을 미치고 있는 것으로 나타났다. 둘째, 고성과 인적자원관리 시스템과 조직성과 간의 관계에서 조직수준으로 끌어올린 직무만족의 매개역할은 밝혀지지 않았다. 결론 부분에서는 분석결과가 주는 시사점 및 한계, 그리고 향후 연구과제를 논의하였다.Recently, HPWP(High-performance Work Practice) is one of the most interesting issues in HRM field. But, some black boxes remain with unsolved. Thus, this study has three goals: Identifying the individual practices which could be included in HPWP system, and finding the relationship between HPWP and individual attitudes(eg., job satisfaction, organization commitment)in meso-paradigm, and finding the mechanism that connects HPWPs with firm performance. Several important results have been observed. First, individual practices such as staffing/selection, training/development, collective incentive/bonus, internal promotion, participation, sharing information, job security could be included in HPWP system. Second, individual job satisfaction and organization commitment are different each firms and HPWP system has significantly positive effects on job satisfaction and organization commitment. Third, organizational job satisfaction that was aggregated individual job satisfaction has not mediating effect between HPWP system and firm performance. Finally, implication, limitation of this study and future research are discussed in conclusion session
Moderating Effect of Employee Turnover Rate on the Relationship between Investment on HRD and Organization Performance: A Case of Manufacturing Industry in the Republic of Korea
No full text이 연구는 제조업 분야 기업을 모집단으로 하여 인적자원개발에 대한 투자가 조직성과에 미치는 영향이 이직률에 의해 중재되는지를 구명하는 데 주된 목적이 있다. 이를 위하여 한국직업능력개발원의 ‘인적자본 기업패널’ 자료가 사용되었다. 패널 자료 가운데 인적자원개발에 대한 투자는 교육훈련비로, 조직성과는 종업원 1인당순이익으로, 그리고 이직률은 정규직의 이직률로 측정되었고, 통제변인인 조직규모는 종업원 수로 측정되었다. 281개 제조업 분야 기업체의 자료를 이용하여 기술통계치, 위계적 회귀분석, 이원변량분석 등이 분석에 사용되었다.
연구 결과, 인적자원개발에 대한 투자와 이직률은 조직성과에 영향을 미치고, 이직률은 인적자원개발에 대한 투자가 조직성과에 미치는 영향을 중재하며, 이직률 수준이 낮을 경우에만 인적자원개발에 대한 투자가 조직성과에 정적인 영향을 미침이 확인되었다.
연구의 결과를 바탕으로 기업 조직들은 종업원의 이직을 감소시키기 위해 다양한 노력을 해야 할 필요가 있음과 이 연구의 결과를 일반화시키기 위한 후속연구의 필요성이 제안되었다.The moderating effect of employee turnover rate on the relationship between investment on HRD(Human Resource Development) and organizational performance was explored in this study. The population for this study was the corporations of manufacturing industry in the Republic of Korea. The HCCP(Human Capital Corporate Panel, 2005) data was used for this study. After checking the data to confirm that all data were appropriate for this study, finally, the data from 281 corporations were used for the data analysis. The investment on HRD variable was measured by the annual training and development expenditure, the organizational performance variable was measured by the net profit per employee, and the employee turnover rate variable was measured by the total number of regular employees turnover divided by the total number of regular employees. Organizational size, which was measured by the total number of employees, was introduced as a control variable. All data were measured in 2004. Descriptive statistics, hierarchical multiple regression, and two-way ANOVA were introduced to identify research questions. It is identified that the investment on HRD has a positive effect on organizational performance, the turnover rate has a positive effect on organizational performance, and the turnover rate moderates the effect of HRD investment on organizational performance. The implications of these findings for future researches and practices are discussed
Systemic Analysis of Further Education Colleges for Smoothing Entry to Vocational Education and Vocational Education to Work Transition of NEET in UK and Its Implications
No full text본 연구는 취업도 진학도 훈련도 받지 않는 청년무업자(NEET)의 직업교육 진입 및 근로이행을 원활히 하기 위한 영국의 고등단계 직업교육제도 사례를 분석하고 시사점을 얻는 데 목적이 있다. 영국은 직업교육 진입부터 근로이행의 전 과정에서 직업교육과 더불어 고용, 복지 요소들을 연계하여 다각적이고 총체적인 정책으로 변혁시켜 왔다. 전체 학교체계를 유연화 함으로써 다양한 직업교육경로를 제공하고, 고등직업교육기관인 FE컬리지도 유기적으로 변화시켜 입학자격을 유연화 하고 청년무업자 조기발굴체계와 인센티브 및 상담서비스를 지원하여 직업교육 참여를 유도하였다. 동시에 교과과정, 현장교육, 자격제도에 고용연계적 요소를 강화하고 구직서비스를 지원함으로써 근로이행을 순조롭게 돕고 있다. 청년무업자에 대한 정책 고려가 시급한 우리 상황에서 한두 가지 개혁 요소만으로는 한계를 보이는 바, 보다 근본적이고 종합적인 정책설계가 실효성을 거둘 수 있음을 시사한다.The purpose of this study is to analyze systemic factors of Further Education Colleges reform in UK for smoothing transitions of the NEET(the youth not in Education, Employment and Training), focusing on entry to vocational education and vocational education to work. Implications are as follows:
First, policies on transition of entry to vocational education and vocational education to work must change to overall and dynamic approaches on education, employment and welfare factors related to whole transition processes. Second, education systems need to reform flexible pathways to give diverse learning opportunities for NEET. Finally, admission requirements of FE colleges must be more flexible and actively outreach systems, incentives and guide services have to adopt. In addition, in order to tightly connect education and employment, it is necessary that FE colleges collaborate with industries in a curriculum development and work-based learning
Active Ageing and Human Resource Development
Get PDFAging is a world-wide phenomenon, which is being dealt with by OECD, EU, ILO, and the advanced countries as a task of sustainable social development. In Korea, IMF crisis deepened the lack of manpower in the business and industry as a result of corporate restructuring and the rapidly progressing aging, which led to the necessity of utilizing the aged people. This research focuses vocational capacity based on the physical and mental health of the middle-aged and aged people and aims at developing policies for these people
Skill Mismatch and Mobility of Youth in Labor Market
Get PDFThis study focuses on skill mismatch and mobility of youth in labor market. This reviews determinants and wage effect based on degree field-job choices of the employed youth. Also, this study analyzes the trend and wage levels in transfer of workplace and change of career.
This study is composed of two empirical analysis. One is the effect of the consistency in the degree field and the job on future career path and whether the maintenance of this consistency is related to the wage. The other topic is to analyze the formation of career path and the mobility of workplace after entering to the labor market.
Policy implication and empirical analysis result can be summarized into three categories. First, it is hard to see that employment stability is finding its place since graduates entails change in career. Colleges and poly-tech colleges graduates especially reflects this clear trend and transfer of job is highly not to lead to the growth and improvement of career. Therefore, to increase the vocational quality of high-quality personnel graduating from colleges and poly-tech colleges, government and companies shall retain more aggressive attitude for reviewing the system.
Second, it has been identified that the nature of first job and the employment period significantly effects the job choice made afterwards, career development and wage. This shows that the institutional and policy support is important in the process of finding the first job. Notification of the employment rate of graduates that has currently been executed shall be expanded per degree-field and region. Also, information regarding the business, industry and employment condition shall be accumulated.
Third, career change negatively affects the wage when transferring job but in case of being promoted, transferring to a bigger firm career change positively affects the wage. The more one has career change and the more one has experience different jobs, that factor positively affects the wage. This implies that career accumulation during the youth will significantly give an effect during adulthood, when the wage practically starts to increase. Therefore, policy approach of government's youth unemployment shall focus more on the long-term solution rather than on the short-term or specific newly graduates.
Besides from a policy perspective, college education that enables the accumulation of expertise in vocation and universities shall enhance the quality of degree-field education so as to support labor transition to field related jobs. More cautious approach is required for multi field, which is currently expanding. Also, diverse information shall be provided regarding employment and job
Study on the Forecasting of Manpower Demands by Industry and Manpower Requirements by Academic Background
Get PDFThe main focus of economic activities has gone from being physical resources such as equipment and raw materials to human resources that possess the necessary technologies and knowledge. Core human resources which boast creative ideas and highly-advanced technological competencies have become an essential factor in securing competitiveness at the enterprise and even national levels. In addition, the securing of basic labor and human resources that boast basic operating skills has become a very important element in maintaining economic development and in carrying out regular economic activities.
The variable known as salary has traditionally been the main factor at play in terms of ensuring the flexible resolution of the gap between the supply and demand for manpower in individual industrial fields in Korea. However, the recent decrease in the flexibility of the labor market occasioned by the salary variable has resulted in increased difficulties in maintaining a balance between the demand and supply for manpower. In this regard the importance of providing job seekers with accurate information about general job tasks, or of detailed job descriptions at the individual enterprise level, has increased. To this end, the need to introduce an incentive system through which the required manpower could be educated has increased. In addition, as the forecasting of manpower requirements represents the basic materials with which manpower policies are established, it can serve as a road-map in establishing the direction for manpower-related policies and the studies on the forecasting of manpower requirements can be regarded as the representative of a very important element when it comes to the government’s establishment of policies.
Given this reality, this study set out to forecast total manpower requirements in a highly reliable and useful fashion. In order to bridge the gap between the supply and demand for manpower, the results of the forecast conducted herein, which reflect industrial demand, were used to estimate manpower demand by academic background and major, and manpower supply by academic major
A Study on Building up Chief Learning Officer Competency Modelling Framework
Get PDF□ Research Purposes
○Building up Chief Learning Officer(CLO) Competency Modelling Framework.
○Suggesting its application ways and policy alternatives.
□ Approach
○Literature Review and Construction of the Framework
- Materials whose sources were introduced by Center for the Study of Learning(CSL), George Washington University were referred to and the following three summaries were drawn:
· Critical issues facing CLOs: linking learning and development offering to corporate strategy; job-specific learning; measuring impact; leadership programs; providing innovative learning.
· Four CLO competencies: demonstrated leadership skills; experience with strategic planning; knowledge of the learning and development process; demonstrated impact on business performance.
· Building Competency Models: 6 step process to building competency models.
○Based on review of the above, CLO Competency Modelling Process Framework was designed by the researcher.
- 9 tiers of competencies, emotional intelligence, leadership skills were put together and clustered into 4 steps.
- Tier-wide systemic linkages were emphasized.
○Korean version of the Framework was introduced to Korean participants at CLO Leadership Program organized and administered by Korea HRD Co in Nov 21, 2007 in Seoul.
○The version was reexamined through the courses of meetings at CSL during Nov 26-29, 2007