Korea Research Institute for Vocational Education and Training
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Directions of the New Government’s Human Resources Policy and Key Tasks
No full text글로벌화 된 지식기반산업사회에서의 국가성장동력은 고급인력을 기반으로 한 첨단과학 기술개발과 지식서비스 산업에서 비롯된다고 말할 수 있다. 결국, 국가경쟁력은 우수한 인적자원을 어떻게 양성하고 효과적으로 활용하는 지에 달려있다고 해도 과언이 아니다. 이에 따라 창조와 실용을 통해 선진일류국가로 나아가고자 하는 이명박 정부에서도, 5대 주요 국정과제 중 하나고 '인재대국'을 제시하고 있다.
이 연구는 인재대국으로 가기 위해 짚어보아야 할 중요한 정책과제들을 선정하고 논의함으로써 신정부의 국정 운영에 실질적인 도움을 주고자 수행하였다. 아울러 인재정책의 추진체계, 인력수급의 질적 전망, 인재정책의 평가체제 등 인프라 및 체제와 관련된 이슈들도 논의하였다.
○ 주요내용
- 신정부 인재정책의 방향과 주요과제
- 고등교육 재정지원방식 개선방안-포뮬러 펀딩의 도입
- 국가경쟁력 제고를 위한 평생학습의 주요 이슈
- 지식서비스 산업 인력정책의 방향과 과제
- 과학기술 강국을 위한 과학기술 인재정책
- 대학생 직업기초능력 평가의 필요성 및 평가 방향
- 북한 인적자원개발 발전 지원 협력방안
- 新정부 인재정책의 추진체계 구축방안
- 숙련수요의 전망 방법Human Resources Development(HRD) policies are very important tools for strengthening national competitiveness in general, Korea in particular. In Korea which does not possess rich natural resources such as oil, the human resources with high quality is the most important factor to bring about economic growth. And thus, HRD policies to produce high quality HR and to utilize HR effectively must be dealt with as one of the most important national agendas.
In this study, in order to support the new government, we tried to analyze the change of external environment surrounding national HRD policies, to set up new paradigm for HRD, and to draw core policies and strategies for the new HRD system. We proposed new paradigm for NHRD, which focuses the reform of learning curve from 'learning for college entrance' to 'life-long learning'. As HRD policy direction to support 'Lifelong Learning Curve', we proposed life-stage approach, glocalization, indirect support through building infrastructure such as statistics and DB system.
As HRD strategies, we suggested 1) innovation of elementary and secondary education to strengthen creative learning and core competence, 2) strengthening the global competitiveness of higher education, 3) utilization of army service period to increase the quality of human resources of the youth, 4) increase the accessibility of adult learning, 5) building global Korean HR network and global outsourcing of the highly skilled, 6) building regional human resources development system to contribute regional development, 7) systematic manpower prediction, 8) making globally applicable Korean qualification system, 9) strengthening HR policy evaluation system, etc.
In addition, in this study, as urgent HR strategies to be pursued in short time period, we suggested following issues;
1) the formula funding financing system of higher education which is based on objective and reasonable indicator to support higher education
2) individual lifelong learning account system
3) HR strategies for knowledge-based service industry
4) diagnosis system of core competences of college students
5) innovation of national R&D system
6) qualitative approach for manpower demand prediction
7) HR strategies to strengthen South-North Korean collaboration
8) new governance system for national HRD policies목 차
요 약
제1장 서 론
제1절 연구의 필요성 및 목적 1
제2장 신정부 인재정책의 방향과 주요과제
제1절 환경의 변화와 인적자원개발 5
제2절 주요국의 인적자원정책의 핵심 트렌드 10
제3절 한국의 인적자원개발의 현황 13
제4절 인재강국 실현을 위한 주요 정책과제 19
제3장 고등교육재정지원방식 개선방안-포뮬러 펀딩의 도입
제1절 문제제기 27
제2절 고등교육 재정지원 31
제3절 포뮬러 펀딩 방식으로 전환을 위한 전제조건 39
제4절 도입방안 44
제4장 국가경쟁력 제고를 위한 평생학습의 주요 이슈
제1절 국가경쟁력 강화를 위한 평생학습 53
제2절 현황과 문제점 57
제3절 국제기구와 주요국의 평생학습 전략 및 시사점 63
제4절 정책 방향과 과제 68
제5장 지식서비스 산업 인력정책의 방향과 과제
제1절 문제제기 89
제2절 지식서비스 산업 현황 92
제3절 지식서비스 산업 인력 현황과 문제점 100
제4절 서비스 산업 인력 정책과 과제 114
제6장 과학기술 강국을 위한 과학기술 인재정책
제1절 문제 제기 119
제2절 현황과 문제점 120
제3절 원인 진단 124
제4절 외국의 과학기술 인재정책 사례 124
제5절 정책 방향 128
제6절 주요 정책과제 131
제7장 대학생 직업기초능력 평가의 필요성 및 평가 방향
제1절 문제제기 139
제2절 현황과 문제 141
제3절 외국사례 151
제4절 대학생 직업기초능력 진단평가 체제 구축을 위한 정책방향 157
제8장 북한 인적자원개발 발전 지원 협력방안
제1절 북한 인적자원개발 지원 협력의 기본 전제 167
제2절 기본 목표 및 방향과 전략 169
제3절 북한 인적자원개발을 위한 구체적 방안 176
제9장 新정부 인재정책의 추진체계 구축방안
제1절 배 경 203
제2절 국가인적자원정책 추진체계 204
제3절 향후 인재 정책의 방향과 추진체계 210
제4절 RHRD 추진체계와 지자체 현황 214
제10장 숙련수요의 전망 방법
제1절 숙련수요의 이론과 주요개념 221
제2절 숙련수요 전망 연구사례: 방법론을 중심으로 239
제3절 핵심역량 중심의 숙련 수요 전망에 대한 시사점 249
제11장 인적자원정책 평가 현황과 과제
제1절 문제제기 251
제2절 HRD 조사ㆍ분석ㆍ평가 시스템의 현황과 한계 252
제3절 인적자원정책 평가 외국사례 264
SUMMARY 279
참고문헌 28
[패널 브리프] 과학고등학교 조기졸업생의 사교육 경험
No full text이 글에서는 4차년도 한국교육고용패널(2007) 조사 결과 중 과학고등학교를 조기 졸업생들의 사교육 경험에 대해 살펴보고자 한다. 과학고 조기졸업자의 특징은 2학년 과정을 마친 후 대학을 진학하는 것으로 대학마다 선발 기준을 달리하고 있다. 본 조사에서 파악한 결과 한 학교에서 조기졸업자로 진학하는 경우는 많게는 60%, 적게는 40% 정도가 진학을 한 것으로 나타났다.
○ 사교육 경험
○ 대학 진학 현
A Study on College-to-Work Transition of Women College Students Majoring Science and Technology
No full text본 연구에서는 4년제 대학에서 이공계열 학과를 졸업한 여학생이 직업세계로 이행하는 과정과 성과에 관해 탐색하였다. 특히 이공계열을 자연계와 공학계로 분류하여 각 세부 계열별로 직업세계 이행을 위한 준비과정이 성과에 미치는 영향을 파악하였다. 연구 결과, 이공계 전공 여학생은 졸업 후 순수 취업, 미취업 및 실업, 학교진학 등 세 가지 진로이행 과정을 보였다. 이들은 노동시장에서 자신의 전공분야로 진입하는 데 어려움을 겪고 있었으며 공학계열보다 자연계열이 보다 어려운 것으로 나타났다. 또한 상당수의 이공계 여학생들은 졸업 후 대학원에 진학하고 있었으며, 이들의 재학시절 진로준비는 직업세계로의 이행을 선택한 집단에 비하여 다소 미흡한 것으로 나타났다.The purpose of the study was to investigate the process and outcomes of transition of women college students in science and technology majors in 4-year universities. Especially, this study was conducted to examine the effects of career transition preparations on outcomes in labor markets and industries when women students graduated.
In the result, the women graduate students chose one of three career paths: employment, unemployment or job-seeking, and graduate study. Many of women graduate students have difficulties in getting into workplaces where their majors have been playing a leading role in labor market major. In addition, many of them go into graduate schools although they have lack of career preparation
[패널리뷰] 한국 청소년의 경제의식에 대한 고찰: KEEP 조사 결과
No full text○ 경제의식 정립의 중요성
○ 청년층 경제(금융)문제의 심각성
○ 경제의식 조사 결과: KEEP 3차(2006)년도
- 조사 내용과 항목
- 조사 결과
· 소비 행동
· 경제현안에 대한 견해
· 경제 미래관
· 경제적 자립관
· 학교 경제교육의 유용성에 대한 평가
○ 시사점 및 제
Reform Plans of Government Funding Policies of Industry-Academia Cooperation : Focused on the HRD programs of Colleges
Get PDFThis study is conducted for the purpose of indicating the reforming plans of the government funding policies of industry-academia cooperation focused on the human resources development(HRD) programs of universities and colleges. Some methodologies are employed to draw the problems and reform measures of the HRD industry-academia cooperation policies and projects; review and analysis of related literatures and laws, analysis of foreign successful cases, focus group interviews, specialist conferences, and a debate
Social Capital and Human Resource Development (Ⅱ) : Social Capital of Enterprises and Corporate Competitiveness in Korea
Get PDFThe purpose of this study is twofold. The first is to measure the social capital and business performance of Korean enterprises. The second is to devise effective ways to develop social capital towards enhancing corporate competitiveness.
In order to achieve the above objectives the concept of an organization's social capital must first be defined. In this study, social capital has three dimensions: the structural (trust), the relational (network), and the perceptual (shared vision and values).
A survey was conducted and the responses were analyzed with the goal of determining the level of social capital and business performance of Korean companies. The sample group consisted of 100 for-profit organizations-mostly in either finance/insurance or business services sector. The survey team visited the companies to gather responses to four different types of questionnaires each designed for the HR manager, the employee representative, the team manager and the working-level staff. Respondent teams/departments were selected based on their significance in the company's business as well as their headcount. In general, departments that are key to the value creation, such as those responsible for R&D, planning and product development, with a manpower of more five people or more, were considered as a potential respondent. The survey was carried out over the course of nine weeks from July 16th to September 14th, 2007. This part of the work was outsourced to a professional research firm to ensure greater reliability of results.
The questions cover the three dimensions of social capital, namely the relational (trust), the structural (network), and the perceptual (shared vision and values), as well as the business performance as represented by, amongst others, knowledge activities, organizational committment, labor-management cooperation and corporate efficiency. In addition to the above areas of focus, the questionnaires also deal with the company's management system and the general information about the firm.
The results were analyzed to gauge the impact that the company's management system - i.e. work organization, employment practices, organizational culture - has on social capital. Key structural factors affecting social capital include employee headcount, the number of years the company has been in business, the number of ranks in the corporate ladder and the degree to which a professional management system is established within the company. ..
A Study on Plans for Strengthening the Utilization of National Authorized Private Qualification
Get PDFThe purpose of introducing the national authorization system of private qualification by an enactment of Framework Act on Qualifications was to improve the general level of private qualification by improving an excellent private qualification and to support a personal ability development and recognition through mutually supplementing the national qualification.
Since the national authorization system of private qualification was enacted in 2000, 67 subjects of private qualification by 39 institutions have been authorized and utilized as of August 2007. Also, the total of 2,981,868 persons acquired the authorized private qualification as of August 2007. The number of people who acquire the authorized private qualification tends to increase with the increase of authorized subjects each year. However, it has been investigated that the utilizing degree of the national authorized private qualification doesn't considerably meet the original purpose even though such national authorized private qualification is quantitatively extended. As a reason why the degree of national authorized private qualification is low, there is a problem of private qualification and a lack of government's activation efforts.
In such background, this study is intended to arrange diversified plans for strengthening the utilization of national authorized private qualification to attain the purpose of the national authorization system of private qualification introduced for an activation of private qualification system
Research and Projects Based on the Innovation of Human Resources Policies
Get PDFIn a knowledge based society where the competitiveness of a country's economy is determined by human capital and knowledge, human resource development policies are the key to promoting economic development. This study looks at Korea's current HRD related conditions and institutions with a view to suggesting the optimal HRD policy system for the future.
The study begins by considering the HRD vision, here meaning sustainable economic growth and improvement in quality of life, and policy environment. It considers Korea’s national vision and overall policy environment and comes up with HRD policies that are aligned with it; also suggested is a framework for HRD policies.
The study then moves on to HRD policies and relevant laws. It looks at the relationship between HRD and laws and examines in greater detail the specific legal provisions. It provides an overview of the Human Resource Development Law. It also considers the change in the role of the Ministry of Education and Human Resources Development due to the amendment of laws. The chapter on the HRD related laws ends with a review of the revised HRD Law.
The following chapter considers the budgetary issues. It provides the current government spending on HRD and makes some recommendations for more effective use of public funds for the development of human capital. Some of the suggestions focus on collaboration and division of roles and responsibilities among government for greater efficiency. It also suggests the introduction of an information-evaluation system as an alternative way of enhancing efficiency.
The fourth chapter looks at the IT infrastructure aspect of HRD policies development and implementation with a special focus on e-Learning.
The fifth chapter considers the linkage between innovation in the supply and demand of human resources and HRD. It begins with an examination of the structural linkage then moves on to changes in the environment and conditions of supply and demand of human resources. A list of tasks for innovating the supply and demand policies are identified. The chapter closes with some implications.
The sixth chapter reviews the relationship between R&D and HRD. It starts off by comparing the status and trends of R&D investment in Korea and in other developed countries. The next part of the chapter offers a review of previous academic works and theories on the relationship between R&D and education. Then it discusses an estimation of contribution by education and R&D in economic development and considers the implications.
The seventh chapter deals with the evaluation of HRD policies. It summarizes the theoretical background in HRD policy evaluation. It recounts the progress in the first and second years of the policy evaluation and comes up with a plan for improving the current policy evaluation framework based on the findings from previous evaluations.
The study concludes with a number of policy suggestions that pertain to each of the areas considered in the previous chapters
Koreans’ Occupational Consciousness and Work Ethic(2007) : In the Context of International Comparison
Get PDFKRIVET has done a series of survey researches on Koreans' occupational consciousness since 1998. With the influence of persistent globalization and the impact of economic crisis around the end of 1990s, the Koreans' socio-economic perspectives and consciousness have changed significantly. Considering the situation, this study focused on illuminating the Koreans' occupational consciousness in the context of international comparison. The countries compared in this study were Korea, Japan, the United States and Germany, each of which is considered to have become an advanced IT society.
For empirical investigation, data were collected in July and August of 2007 by the Access Panel Survey. The Survey population was workers in the age group of 15 through 64 in the four countries. Each country’s sample size was 1,200, making the total 4,800, which the Access Panel database selected based on the sex and age distribution of each country.
Based on the survey results, we analyzed the life and work satisfaction, work values, occupational prestige etc. Chapter 1 is a brief introduction of basic issues of this research, and chapter 2 presents a summary of previous research, its implications and the methods used for data collection and analysis. Chapters 3 through 8 deal with the following topics respectively: the satisfaction of life and job; occupational values in IT society; organizational commitment, job commitment and trust in workplace; occupational prestige consciousness; work ethic; job- qualification and occupational consciousness. Chapter 9 summarizes the entire project report.
The major findings presented in chapter 3 highlight that the life and job satisfaction were highest among American workers, the Koreans were the lowest but the Japanese. In terms of the degree of interpersonal relation, economic rewards, working hour, work environment, self-development chance, and social reputation of their own job, the workers of the United States and Germany were somewhat high, whereas those of Korea and Japan were relatively low. Especially the Koreans showed the lowest satisfaction on working hours and work environment...
Performance-aligned HR Indicators and Index Development
Get PDFThe reason the investment of company on education and training and its HR activity are poor is their weakness of motivation, and this passive investment makes structural problems which deteriorate a competitive power of company. Recognizing the problem above, the purpose of this study was to set up a basic data and provide a system which promotes HR activities of company including education and training.
Thus, there were two objectives to this study. One objective was to complete an indexation and quantify the HR competency and HR activity. Another objective was to find out the factors, which significantly determine the performance of HR activity, through the process of correlation analysis between HR index and performance variables.
In order to develop HR index, this study had gone through the review of related literatures and the precedent HR indexes, setting up the structural frame of HR index, selecting HR index and performance index, and questionnaire survey, its analysis and indexation. Every proceeding above had been done with expert group meeting composed of HRD specialized professors and the persons in charge of HRD department in companies. Related to performance index, this study had got regular advises and suggestions from certified public accountants.
Compared to the decedent studies about HR index, this study has its own differences as follows:
First, this study took performance-aligned index into consideration at the stage of selecting HR index. So, it focused on quantifying the performance index and collected company performance data from Korea Information Service.
Second, the questionnaire for HR index is composed of the items which lead a clear answer of the fact, not an unreliable answer depending on one's perception(example: small-group activity).
Third, this study had proceeded many samples for statistical analysis(1928 companies in total). Especially, 1357 companies in total were small and medium companies which have less than 100 employees, so this helps to make a diagnosis about the present status of HR activities in small and medium companies.
Fourth, this study sophisticated a methodology on quantifying HR index, using a much more statistical way such as structural equation modeling