Korea Research Institute for Vocational Education and Training
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Support Plan for Multicultural Youth Vocational Education and Training
Get PDFThe youth population in Korea has been steadily decreasing due to the trend of low fertility and aging. As of 2018, youth account for 17.4% of the total population, which is expected to decrease to 16.4% in 2020 and 13.2% in 2030.
The proportion of multicultural adolescents among the total youth population is also increasing, despite the declining youth population. Currently, there are many multicultural youths born through international marriage. However, due to the globalization of the labor market, the proportion of naturalization and foreign children is gradually increasing. In particular, there is an increasing tendency among the school-age children more than 7 and the aged from 13 to 18 who are in middle and high school age. Therefore, there is a growing demand for policy support for their school adaptability and job career guidance. The school attendance rate of multicultural adolescents is higher than that of the national average, and The higher the grade, the greater the gap in school attendance. and the difference in school enrollment rate is increasing at the level of higher education. At the tertiary level, the difference is 14.8%p, which means that a policy interest in expanding opportunities for higher education to multicultural youths is needed.
On the other hand, the rate of discontinuance of education among multicultural youths is lower overall, which is positive. However, the reasons for stopping the study of multicultural youths are that the school life and culture are different and it is difficult to study at school, which are problems of school life adaptation and study of an individual rather than a problem caused by others.
There have been many studies on multicultural adolescents' emotional and cultural adaptation and language acquisition such as Korean, but discussions about their desired job and career are not enough. If human resources development policy for foreign residents is insufficient in the future, there may be considerable problems in terms of social integration as well as future educational problems. The increasing tendency of multicultural youths means that the possibility of their transition to labor market becomes a major social concern in the near future. It is also possible to examine the need for multicultural youths bilingual and multilingual to grow into global human resources capable of holding cultural diversity through vocational education and training.
The purpose of the study is to present the necessary measures to strengthen and improve policy support for vocational education and training. To do this, the present situation of support related to vocational education and training for multicultural youths is reviewed, and the necessary remedies for vocational education and training opportunity and participation status are suggested
Research on Korean Occupational Index for Career and Employment Service (2018)
Get PDFThe purpose of this 10-year annual study―consisting of one year of preliminary study, and three 3-year survey cycles―is to develop, survey, and analyze the Korean Occupational Index (KOI) to quantify the opinions of the workers on their current occupation, with the ultimate goal of providing relevant occupational information and policy recommendations.
In the 2016 preliminary study, the KOI was revised to consist of 41 basic occupational indicators, which aggregate into eight areas: entry qualifications and requirements for employment, job characteristics, job competency, working conditions, income, employment stability, employment prospects, and occupational value. In the first survey cycle, which spans from the year 2017 to 2019, a total of 399 unit occupations by the Korean Standard Classification of Occupations (KSCO) would be surveyed. In the 2017 study, the KOI was further revised to include 18 target-group occupational indicators, which are related to the employment of five target groups: high school graduates, college graduates who majored in fields with low employment rate, returnees to the workforce after a career break, and elderlies. Using the basic occupational indicators and target-group occupational indicators, a total of 6,480 employees currently working across 162 unit occupations in the fields of natural sciences, engineering, and manufacturing were surveyed.
The 2018 study used the same KOI with an additional question for one of the basic occupational indicators: the change in the employment, and business opportunity with the improvement of the South and North Korea relationship. This study surveyed a total of 5,416 current workers in 133 unit occupations in the fields of humanities, social sciences, and arts.
The results of this year’s KOI were examined to provide three occupational information: 1) the current condition of each occupation in comparison to other occupations, and the prospect of each occupation in comparison to its present condition; 2) suitable occupations and their characteristics for each of the five target groups; and 3) three issues in the workforce: the advances in science and technology and its impact on the labor market, the effect of entry qualifications on job compensation, and the effect of personal characteristics, income, working conditions, and job characteristics on work-life balance.
We further explored the KOI to suggest several policy recommendations on strengthening employment for the target groups, expanding career education opportunities in preparation for the future society, and improving the working conditions and the structure of the labor market
Demographic Cliff and Youth Employment
Get PDFIn this research, we focus on the phenomenon of the population cliff accompanying the aging of the population structure, in other words, the decline in the proportion of proportion of working age population (15-64 years old). Through case analysis and comparison of Japan and Spain who experienced artificial cliffs in particular, there is a purpose to generate basic materials to respond appropriately to the problems faced by South Korea in the future.
For the purpose of research, if it is subdivided and organized, it is as follows. First, compare and analyze the experiences of Korea, Japan, and Spain by summarizing the causes and phenomena of the structure of the population cliff. Secondly, we explore the relationship between population, growth, and employment exploratively and find out the present situation and suggestions of labor market in young people. Thirdly, empirical analysis will be conducted on the relationship between population cliffs and youth employment, comparing and analyzing the experience of Japan and Spain with the reality of Korea.
Japan and Spain already experienced a declining birthrate and an increase in life expectancy, Japan has experienced a decline in birthrate and an increase in average life expectancy, Japan has reached its peak (1995), Spain has a peak in the working age population in 2009 and the permanent cliff It is ongoing. In the case of South Korea, while experiencing a sudden decline in the birth rate than these countries, the depression prospects are raised here and there based on changes in the population structure. In particular, the percentage of the working age population in 2016 appears to be the top and concerns about permanent population cliffs and its ripple effect cover the economic and social sector.
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The Case Study to Prevent Regional Extinction : the Linkage with Lifelong Vocational Education
Get PDFDealing with the survival strategies of Japan’s big and regional cities which break down in a chain reaction due to a decrease in population, Hiroya Masuda’s book, The Death of Regional Cities (2015), tries to explore the remedies for Japan society whose population is on the sharp decline and come up with a survival model for the community. This is also a warning to Korea community, which made its way into an aging society, and motivates a variety of research projects on regional extinction and activation. As a result, in order to analyze and prevent the crisis of regional extinction caused by a low birth rate and aging, we need to develop a variety of policies at regional level and especially search for the alternatives in connection with lifelong career education. Through a survey of the cases of the regions in danger of their extinction, at home and abroad and those of the regions that prevented it, this research tries to find out the present difficulties that the regions have and the preventive factors against their deaths and go on to suggest the policies connected to lifelong vocational education to prevent regional extinction
Relationships among the Development Level of Expertise, Education and Training, Qualifications and Work Experience for Software Developers
No full text이 연구의 목적은 소프트웨어 개발자의 전문성 발달수준을 측정하고 교육훈련, 자격 및 직무경력과의 관계를 구명하는데 있었다. 모집단은 소프트웨어 개발자이며, 유의표집으로 선정된 20개 기업에서 회수된 총 526부를 가지고, 통계는 군집분석, 회귀분석 및 판별분석이 적용되었다. 첫째 결론은 소프트웨어 개발자의 전문성 발달 수준은 ‘보통’ 수준(평균 3.0)이고, 분석 및 설계, 프로젝트 관리, 구현, 테스팅 직무능력 순으로 더 크게 영향을 받는다. 둘째, 소프트웨어 개발자의 전문성 발달 등급은 5개로 구분될 수 있으나 최고 등급에 속한 개발자는 소수로 확인되어 전문성 수준은 더 발달되어야 할 것이다. 셋째, 전문성 발달 수준과 교육훈련, 자격 및 직무경력의 관계에서 프로젝트 수행 자격, 직무경력, 학교교육, 자격증 소지 자격 순으로 높게 영향을 미쳤다. 이는 전문성 발달에 현장 기반의 다양한 경험이 중요함을 시사한다. 넷째, 개발자의 전문성 발달 등급을 판별하는 변인으로 다차원적으로 측정된 교육훈련, 자격 및 직무경력 변인에서는 프로젝트 수행자격과 직무경력으로 확인되었고, 기술자의 노임단가 활용 변인에서는 최종 학력만이 판별 변인으로 확인되었다.The purpose of this study is to identify the relationships among the development level of expertise, education and training, qualifications and work experience for software developers. The main conclusions of this study can be summed up in four points. First, the expertise development level of software developers was highly influenced by analysis and design, project management, implementation, and testing, with an average of 3.0. Second, although software developers' expertise development ranks were most prominently divided into five classes, the developers of the highest class were extremely rare. Third, the newly measured variables in the level of expertise development, education and training, qualifications, and job career were highly affected by project performance, job experience, school education, and qualifications in that order. Meanwhile, it was found that the number of years of employment and the final education level in the standard variables of the unit price of labor varied depending on the measurement method. Fourth, it was confirmed that only the final education level was significantly determined by the developer's professional development grade, although the variables that could determine the development level of the developer's professionalism were the qualifications for project performance and job experience
[글로벌 이슈 & 리포트] 고등교육과정의 취업 기여도 측정에 관한 호주의회 보고서 (Inquiry into school to work transition)
No full textⅠ. 들어가며
Ⅱ. 취업 기회 증대를 위한 정규 교육과정의 개발
1. PaTH 프로그램
■ 준비(Prepare)
■ 시험(Trial)
■ 고용(Hire)
2. 취업을 위한 핵심 기술의 정의
Ⅲ. 호주의 견습제도와 취업
Ⅳ. Z세대 고용 전환의 이해
Ⅴ. 나가
[국내 동향] 직업교육 / 직업능력개발
No full textⅠ. 정책
□ 정부, 국무회의에서 고용노동부 소관 「국가기술자격법 시행령」 일부 개정령안 심의·의결(2019. 6. 4.)
□ 교육부·대한상공회의소, 「2019년 1차 교육기부 진로체험 인증기관」 결과 발표(2019. 5. 9.)
□ 고용노동부, 「국가직무능력표준(NCS) 품질관리 혁신방안」 마련(2019. 4. 26.)
□ 정부, 국무회의에서 고용노동부 소관 「근로자 직업능력 개발법 시행령」 일부 개정령안 심의·의결(2019. 4. 16.)
□ 고용노동부, 「직업능력개발 혁신방안」 수립(2019. 4. 10.)
Ⅱ. 통계
◈ 2019년 4월 대학정보공시
□ 2019년 1학기 20명 이하의 소규모 강좌 비율은 35.9%로 2018년 1학기(39.9%) 대비 2.1%p 감소함.
□ 2019년 1학기 전임교원 강의 담당 비율은 66.6%로 2017년 1학기(65.6%) 대비 1.0%p 증가하였음.
□ 2018년 과목별 B학점 이상을 취득한 재학생 비율은 70.6%로 2017년(69.9%)대비 0.7%p증가
□ 환산점수 80점 이상을 취득한 졸업생(2018년 8월 및 2019년 2월 졸업) 비율은 90.0%로 전년(90.1%) 대비 0.1%p 감소함.
□ 2019학년도 명목등록금은 분석대상 196개교 중 191개교(97.4%)가 동결(174개교) 또는 인하(17개교)한 것으로 나타남
청년고용(I) : 경기변동과의 관계와 정책적 함의
Get PDF경기변동과 비경제활동인구의 관계는 경기역행적이라는 사실을 확인하였지만, 이례적으로 2005년 즈음 경기 후퇴-저점을 경험한 청년집단은 진학, 취업 준비, 실망노동자 등 비경제활동상태로 이행한다는 사실을 발견하였음. 이는 경기상태에 따른 청년의 취업에 대한 기대(expectation)가 반영된 결과로 해석할 수 있음.
문제는 경기변동에 따른 청년집단의 인적자본 축적에도 불구하고, 여전히 경기적 요인에 의해 일자리가 부족할 경우 오히려 노동의 초과공급 상태가 가중될 수 있음.
청년고용의 개선을 위해 유효한 경기부양과 같은 단기적 정책과 함께 노동시장의 유연성 제고 등 제도개혁을 통해 노동시장의 일자리 창출 능력을 지원할 필요가 있음.
특히 경기와 청년집단의 동태적인 의사결정 과정에 주목하고, 그들이 다시 노동시장에 희망을 갖고 나갈 수 있도록 인적자본 축적을 지원하는 체계적인 정책 설계가 필요할 것임.There is an anti-cyclical relationship between economic fluctuations and the non-economically active population, but those youths who experienced the economic recession and trough around 2005 became economically inactive; they pursued further education, focused on gaining qualifications, or became discouraged workers. This may have reflected youths’ expectations of employment, which has been affected by the country’s economic situation.
If this proliferation of youth human capital continues due to economic fluctuations but the economy fails to create enough jobs, the oversupply of labor may intensify going forward.
To raise youth employment, the government needs to take short-term measures such as pump priming and implement policy innovations such as greater flexibility of the labor market in order to help the market enhance its job creation capabilities.
Attention needs to be paid to the economic cycle and the dynamic decision-making of youths, and systematic policy measures should be developed to support human capital buildup so that youths can enter the labor market with positive expectations
Appropriateness of in-company on-the-job trainer selection for a work-learning dual system and the moderated-mediating effect of learning transfer climate on on-the-job-training and learning transfer
No full text이 연구는 일학습병행 기업현장교사 선정의 적절성, 그리고 기업현장교사의 현장 훈련 실행과 학습근로자의 학습 전이의 관계에 대한 학습 전이 풍토의 조절된 매개 효과를 살펴보고자 하였다. 이를 위해 일학습병행에 참여하는 기계·로봇, 전기·전자, 정보통신 분야의 기업현장교사와 학습근로자를 대상으로 설문 조사를 실시하였다. 기업현장교사에게는 기업현장교사 선정의 적절성과 현장 훈련 실행에 관한 것을, 학습근로자에게는 학습 전이와 학습 전이 풍토에 대해 질문하였다. 총 349쌍의 자료를 분석에 활용하였다. 주요 분석 결과는 다음과 같다. 첫째, 일학습병행 기업현장교사 선정의 적절성, 기업현장교사의 현장 훈련 실행 수준, 학습근로자의 학습 전이 및 학습 전이 풍토는 상호 정적인 상관관계를 갖는 것으로 나타났다. 둘째, 기업현장교사의 현장 훈련 실행은 기업현장교사 선정의 적절성과 학습근로자의 학습 전이의 관계를 완전 매개하는 것으로 나타났다. 셋째, 학습 전이 풍토의 조절된 매개 효과는 통계적으로 유의하지 않았다. 이러한 분석 결과를 바탕으로 일학습병행 현장 훈련의 효과성 향상을 위한 몇 가지 시사점을 제시하였다.This study aims to examine several things. First, it examines the appropriateness of designating in-company trainers for a work-learning dual system. Next, it examines the moderated-mediating effect of learning transfer climate (LTC) on the in-company trainer's on-the-job training, and the correspondent work-learner's learning transfer (LT). Subjects were small and medium-sized Korean businesses in mechanical and robotics industries, electrical and electronic industries, and information technology sectors. Trainers were asked about the appropriateness of their selection criteria, including consideration for various competencies and aspects of on-the-job training. Learners were asked about LT and LTC. A total of 349 data set points were collected from the trainers and learners and used for data analysis. Analyses found several things. First, appropriate trainer selection criteria, on-the job training performance levels, learner's LT and LTC are positively correlated. Second, a trainer's OJT performance fully mediates trainer selection criteria and the corresponding learner's LT. Third, the moderated mediating effect of LTC was not statistically significant. Implications of the study and directions for future research propose points to improve the effectiveness of work-learning dual system OJT
Policy Directions of Lifelong Vocational Education Responding to Changes of Future Society
No full text이 연구는 사회 경제적 환경의 급속한 변화와 직업교육훈련의 중요성이 더욱 강조되는 추세에 따라 중 장기적 관점에서 미래사회 변화의 흐름을 제대로 인지하고 효과적으로 대응하는 평생직업교육훈련체제 혁신의 큰 방향을 제시하기 위하여 제안되었다. 방향 제시와 함께 평생직업교육훈련이 담당해야 할 주요과제들을 도출하여 평생직업교육훈련 전반의 종합적인 기본계획(마스터플랜)을 수립하기 위한 목적으로 수행되었다.
연구의 목적은 다음과 같이 구체화하여 제시될 수 있다.
첫째, 미래사회의 메가트렌드적 환경변화를 분석하고 분석 내용에 따른 평생직업교육훈련의 비전과 종합적인 기본방향을 설정하고자 한다.
둘째, 설정된 평생직업교육훈련의 비전과 기본방향에 따라 추진되어야 할 전략과 주요 정책과제들을 제시하고자 한다.
이 연구를 통하여 제시된 평생직업교육의 비전, 기본방향, 추진전략, 주요 정책과제들은 향후 평생직업교육훈련의 실행계획(action plan)을 세우고 정책과 제도를 수립하여 추진하는 근간이 될 것이다.1. Overview of Research
This study has been conducted to establish Masterplan of Lifelong Vocational Education and Training by suggesting medium-long term directions and driving strategies. Recently our society is facing megatrend of environmental changes of the 4th Industrial Revolution and low birth and ageing. Moreover the changes occur very rapidly by accelerated advancement of science and technology, which result in uncertainty about near future.
It is not easy to predict how the society, industries, labor market, and economy will be changed. Then the vocational education and training system should be reformed to take action to the full changes of labor market by analyzing and identifying the traits of the changes. To respond proactively to the overwhelming change we have to realize the characteristics of the changes and face a matter squarely first and draw the ways to cope with.Vocational education and training(VET) performs following three functions in large. VET(vocational education and training) brings self-realization and happiness to help get proper jobs for individuals. In a societal level, VET prmotes social integration providing significant welfare and establishing sound values on vocation and work ethic. In a national level, VET contribute to economic development by supporting development of human resources needed by industries and labor market.
Lifelong vocational education and training is defined as comprehensive schematic design to suggest directions of VET, which can be utilized as foundation and backbone of policies and system of VET to fit rapid and uncertain environmental changes. Lifelong VET includes all kinds of vocational education and training not only school-age students but also adult learners entered into labor market. All the people, middle age group, aged group, employed, the jobless, unemployed, are the targets of the lifelong VET masterplan.
2. Methodology
As lifelong VET is the concern of government-wide and various stakeholders are concerned the process of masterplan study. Students, parents, workers, industries, labor union, employers, and government are all related parties. As the legitimacy of the process of establishing lifelong VET masterplan is regarded important, many advisory groups were formed to discuss about the lifelong VET.
So not only literature review but also a variety of methodologies have been adopted to collect extensive opinions from all parts of the nation, especially to reflect comprehensive opinions from the demand side not only supply side. One of the most representative methodologies is lifelong VET masterplan idea contest which opened to invite public participation and attracted nation wide interest.
Private public joint cooperation committee has been operated to discuss and suggest about the masterplan. Also working group has been organized with specialists and policy makers in VET besides advisory committee and specialist panels. Various stakeholders and specialists have deliberated and discussed on the draft of the masterplan and revised repeatedly through forum, seminars, conference, and public hearings.
3. The Fourth Industrial Revolution and Considerable Change in Labor Market
In the era of the 4th Industrial Revolution, advancement of science and technology, such as AI, big data, digital revolution, block chain, brings declension of jobs and patterns of duties both quantitatively and quantitatively. It frightens mass unemployment on the one hand, promises bright views on prosperous life for human on the other hand.
Unconstrained working pattern, independent and temporary workers, such as free lancer, gig worker, free agency, platform worker, self-employment, hybrid jobs, and self-makers tend to be increasing and replacing traditional full-time working. The changing stream demands basic common skills, creativity, fusion skills, compounding competition, and problem-solving skills which can be applied to newly developed skills. Then on top of the basic skills the expertise of one’s own job should be developed.
As the 4th Industrial Revolution speeds up the development of new and high technologies, state of the art, there must be an increasing industrial demand for high skills professions. Also the new technologies and skills give birth to brand new jobs and industries as well.
The result of a study on prediction of future demand of industries shows that more highly educated workers(junior college education and more) are needed than less educated workers(high school graduates and lower educated). Also more frequent turn overs and changing jobs are expected than before and more expanded vocational skills development should be provided.
4. Demographical Change, Low Birth Rate and Aging
Korean society experiences the fastest aging and low birth rates which result in demographic change and shortage of working age population. The Korean aged group with improved health and longer life expectancy wants to participate in labor market even in retirement. The participation rates in labor market at the age of 60s and 70s of Korea’s elderly is the highest among OECD countries. On the contrary the opportunity for vocational education and training is not provided for them properly. It is urgent to reform lifelong VET system to fit the various changes especially for the adult workers and the aged.
5. Polarization in wages and welfare among jobs
While the industrialization and economic development have been in progress, the social inequality has emerged as a social issue. In the 4th Industrial Revolution era, many specialists give concern that the polarization may be intensified. Actually, in Korean society the gap of unequal income distribution tends to be deteriorated. Then economically and socially disadvantaged groups should be a focusing target of the policy. Lifelong VET should function to amend the social disparity supporting vulnerable social groups with social safety-net by preventing beforehand and alleviating afterhand.
The lifelong VET system should be structured to provide learning opportunity throughout one’s lifetime. Especially basic common skills should be included in VET curriculum and program, such as STEAM (science, technology, engineering, liberal arts, mathematics). Moreover teaching-learning methods and contents should be innovated based on the digital skills to develop problem solving skills and self-directed learning. Aged groups and career disruption women should be induced to labor market.
6. Current status and challenging tasks of lifelong VET Policies
In 1960s and 1970s the vocational education at the high school level had contributed to industrialization process by providing excellent human resources demanded by industries. In 1990s and after 2000s, with increment of college entrance rates the vocational education and training has not been preferred and realized as a second-class education. Now the financial support from the government to higher education level VET has been too short to function as a public goods for the lifelong learners and low-income class. However the polytechnic colleges play similar function to vocational colleges and those are supported by entity, the Ministry of Employment and Labor.
The financial investment policies to VET has been conducted by individual Ministry without grand plan and control tower. The current majors, curriculum, teaching-learning methods have been established according to the 3rd Industrial Revolution, which are too out of dated to counteract the changes.
7. Vision and Directions of Lifelong VET
The concept of future lifelong VET is to develop agile and transferable skills and expertise in one’s own area any time and any place throughout the life. VET takes a role to support to get a proper job individual wants and to show one’s ability pursuing happiness and self-realization. The role of the state is to support and make environment for it. The researchers and related professionals have concluded the vision of lifelong VET through a vision building workshop on the basis of the role of VET “Making Preparation for My Work (or Tomorrow), Enjoyable Tomorrow (or My Work)”.
To realize the vision three basic directions have been set; “To develop human resources who can challenge and create new values”, “To reform vocational education and training to fulfill social values”, and “To strengthen state responsibility for lifelong vocational education and training”.
8. Driving Strategies of Lifelong VET Masterplan
In the following order five driving strategies are established to pursue the basic directions: First, to provide flexible and integrated lifelong VET, Second, to advancement VET to nurture future-oriented major talents, Third, to establish lifelong skills development system anyone can challenge repeatedly, Fourth, to fortify human-centered inclusive lifelong VET system, and Fifth, to foster ecological system for integrated support to lifelong VET.
The first driving strategy implies to innovate the VET system to be pliable and open enough to accept rapidly changing industrial demand instead of rigid and segmented.
The second asserts to develop highly skilled human resources who will create and lead growth engine in the 4th Industrial Revolution by reforming VET curriculum, programs, teaching-learning method, learning contents, based on digital technology.
The third suggest to activate school-to-work, work-to-school transition system, so that he/she can challenge to successful work life anytime.
The fourth implies the lifelong VET system should be complemented as social safety-net to give opportunities to socially weak and vulnerable groups who has been treated unequally.
The fifth suggests role of the state to establish sound and fortified governance system to take a role of control tower of lifelong VET policies and to improve the national consciousness of lifelong VET, values of work, work ethics.
Several major tasks stem from each driving strategy, and which will adopt as policies of related ministries. The policy tasks suggested will play a pivotal role to develop action plans and road-map for related ministries responding to the environmental changes.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 6
제3절 연구 방법 8
제2장 평생직업교육훈련의 환경변화 분석_29
제1절 평생직업교육훈련의 개념과 의미 32
제2절 제4차 산업혁명과 일자리 변화 46
제3절 저출산 고령화로 인한 인구구조의 변화 63
제4절 일자리 양극화 심화 70
제5절 시사점 74
제3장 평생직업교육훈련 정책의 현황과 도전과제_81
제1절 중등직업교육정책 추진현황 84
제2절 고등직업교육정책 추진현황 104
제3절 성인직업교육훈련 정책 추진현황 129
제4절 직업교육훈련 정책의 문제점과 도전과제 160
제4장 제4차 산업혁명 시대에 해외 직업교육 혁신 사례_181
제1절 독일의 직업교육 혁신 사례 184
제2절 미국의 직업교육 혁신 사례 188
제3절 일본과 덴마크의 직업교육 혁신 사례 196
제4절 요약 및 시사점 203
제5장 평생직업교육훈련 마스터플랜의 비전과 기본방향_207
제1절 평생직업교육훈련 마스터플랜의 의미 210
제2절 평생직업교육훈련의 비전과 기본방향 212
제3절 평생직업교육훈련 마스터플랜의 추진전략 217
제6장 평생직업교육훈련 마스터플랜의 추진전략과 주요과제_227
제1절 유연하고 통합적인 평생직업교육훈련 제공 230
제2절 미래형 핵심인재 양성을 위한 직업교육훈련 고도화 237
제3절 지속적 도전이 가능한 직무역량개발체제 확충 247
제4절 사람 중심의 포용적 평생직업교육훈련체제 구축 257
제5절 평생직업교육훈련 통합 지원 생태계 조성 266
참고문헌_285
SUMMARY_275
부록_305
1. 평생직업교육훈련 마스터플랜 추진전략과 주요과제 요약 리스트 307
2. 평생직업교육훈련 마스터플랜 최종 확정발표내용 (2018. 7. 27.) 3