Korea Research Institute for Vocational Education and Training
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Statistical Analysis and Classification Study for the Evaluation Indexes of 'Best Human Resource Developer(Best-HRD)' Program
No full text본 연구는 인적자원개발 성과 평가와 인증의 중요성에 대한 재인식을 기반으로 ‘공공부문 인적자원개발 우수기관 인증제’에 사용된 지표를 분석하여 지표별 영향력에 대한 이해를 돕고, BSC 모형을 바탕으로 분류작업을 실시하여 지표개발의 방향성을 제시하고자 하였다. 분석 연구 결과, 지표 중요도 판단에서 평가주체(전문가와 실무자 집단) 간의 유의미한 차이가 있었으며, 평가맥락(소속기관의 유형이나 규모)별로는 차이가 없었다. 판별분석을 통하여 ‘인적자원개발의 운영’이 우수기관 인증에 있어 가장 영향력이 큰 지표로 확인되었으며, 성과평가에 활용 가능한 통계 모형이 구현되었다. 분류 연구 결과, 대부분의 지표가 내부프로세스 관점과 학습 및 성장의 관점에 포함되었고, 고객 관점과 재무 관점에 해당하는 지표들은 결여되어 있었다. 이러한 분석 연구와 분류 연구 결과는 인적자원개발 심사에 있어 운영 측면이 강조되고 있음을 나타냄과 동시에, 향후 고객 관점, 재무 관점을 고려할 필요가 있음을 시사하고 있다.The certificate program of Best Human Resources Developer has been noticed as the way of evaluating the excellence in HRD. This study employed statistical methods and classification to evaluate the Best-HRD indexes as a meta-evaluation. The statistical methods including t-test, ANOVA, and discriminant analysis were used to investigate the issues related to evaluation and, the BSC perspectives -financial, customer, internal process and learning & growth- were adopted to classify the indexes. The results revealed that there was signifiant difference between groups in evaluating the importance of indexes, but no differences according to the types and the sizes of organizations. This study proposed a statistical model through discriminant analysis. The investigation based on the BSC model indicated that the evaluators focused on the indexes categorized as internal process and learning & growth, and needed to develop more indexes falling into the categories of customer and financial perspectives
A Study of International Development Cooperation on Educational Services Sector : The Condition for Export of Educational Services
No full text본 연구는 글로벌시대에 활발하게 추진되고 있는 교육 서비스 분야의 국제개발협력을 고찰하고, 이를 통하여 새로운 국제개발협력의 방향을 교육시스템의 해외진출이라는 측면에서 모색하는 데 그 목적이 있다. 이러한 목적에 따라 교육서비스 산업의 현황, 주요국가의 사례 및 시사점, 한국의 사례 등을 살펴보았으며, 이러한 사례를 통해서 지식의 전수라는 관점에서 교육의 해외진출을 위한 국제개발협력의 전략을 제시하였다.
향후 국제개발협력은 첫째, 한국의 장단점을 살릴 수 있는 분야를 중심으로 하며, 둘째, 연구기관, 대학 및 인적자원을 활용하고, 셋째, 철저한 사전조사를 실시하여 시행착오를 줄이며, 넷째, 국제개발협력에 관한 전문성을 강화하고, 다섯째, 국제적인 연구동향 및 네트워크를 강화하며, 마지막으로 특별기금 등 재원을 확보해야 할 것이다.The objective of this study is to establish the strategies of international development cooperation for transfer the experience of Korea's development through reviewing the case of international development cooperation in fields of educational services sector. The education is a valuable production in knowledge based society, and it is a key for national development as well as investment of the future.
The contents are to a) review of educational services sector, b) the case of international development cooperation, c) the case of international development cooperation in Korea, d)strategies for international development cooperation. The advanced countries, such as Germany, Australia, New Zealand, think education service sector is a leading key factor and strategy in the knowledge based society. Korea have a successful model as aspect international assistance program with economic development plan. This development experience is known for good case for contribution as successful model of developing countries. Therefore, it is necessary for international development cooperation to implement with strategic, which is contributed to international society
A Survey Research on the Vocational Education and Training in the Asia-Pacific Region: Laos
No full text라오스의 산업구조는 농업 중심에서 제조업 및 서비스업 중심으로 이동하고 있으며 이에 대한 인적자원개발도 필요하다. 그러나 19세 미만의 인구가 전체 인구의 절반을 차지하고 있음에도 불구하고 20~30%만이 중등학교에 다니고 있었으며 특히 기술교육과 고등교육 인원이 절대 부족한 실정이다.
라오스의 직업훈련 정책은 자체 재원으로 실행할 수 있는 한꼐를 가지고 있어서 해외 원조를 요청하고 있는 상황이다. 한국 정부에 요청하고 있는 남부 지역의 Xekong, Saravan, Attepue에 직업학교 설립, 중부 Savanakhet에 기술대학(Polytechnic College) 설립과 Pakpasak Technical School와 National Polytechnic College의 시설 개선 등에 대한 타당성 조사가 속히 실시되어야 할 것이다.
또한, 한국의 지원으로 설립된 직업훈련기간과 대학에 대해서 지속적인 관심을 가져야 할 것이다. 정기적인 점검과 그에 필요한 개선 사항을 찾아내어 지속적으로 지원해줄 필요가 있다. 장기간의 교육사업의 효과를 위하여 전문가 파견을 통한 지속적인 자문활동, 교육과정 및 교재 개발에 대한 정기적인 업그레이드, 교원 및 직원 장기 연수 등도 필요한 사항들이다.
○ 주요내용
- 라오스 고등교육기관의 실태
- 라오스 교육발전 계획
- 라오스 직업교육훈련 현황 및 정책Laos, which is located in Indochina Peninsular of the South East Asia, is one of poor countries in the world. Even though Laos has been in the transition to the market economy from social economy during 20 years, she still is short and lack of labor-force. Especially, the participant rate and conditions of higher education is deteriorated, which has been an important motive agent of economic development. There are only 3 universities in Laos. To overcome this obstacles, Laos has implemented to set up the ‘education system’ as the prior task of national agenda and strategy. The higher education develops the skill worker through vocational education and training suitable for the industrial structure in the present stage. Especially, Laos try to receive aid and support for the development from the Korean experiences.
According to this necessity, the aim of this study is to investigate the current situation, to solve the problems and to find out the improvements through survey of vocational education and training in Laos. The detail of the contents of this study is as follows.
First, it is to analyze the environment and the social and historical background of Laos. For this, we had surveyed the history and present, politic and economy, society and culture of Laos. Second, the educational system is researched especially in terms of higher education, education development plans, and participation rates, etc. Third, present and actual conditions of vocational education and training in Laos are analyzed. For this, we had surveyed the labor market, vocational educational institutes and centers, policies and strategies. Fourth, we conducted the conclusion and recommendation on the basis of this survey and contents.
The research methodologies are employed: literature review, fields survey, related data collection, and interview with the experts and officials of the Ministry of Education in Laos.
Above all, the conclusions are as follows.
First, we draw a conclusion that Lao has a good prospect for the future development for it has potential to grow in the aspects of politics, economy, society, and culture in Laos. Especially, political stability can sustain and drive forward the national development strategies. Moreover, the trades relations between Laos and Korea are increasing, and also Korean interest in Laos begin to arise.
Second, according to the actual conditions of the educational system in Laos, it is necessary to support and supplement the higher education institute, such as vocational education college and universities. The ratio of higher education population show only about 1 % of total population, and it is short of requirement skilled worker in industrial development.
Third, according to the demographics, the size of the population of young generation is very big, which means a big population of labor force. But there are not enough institutions and centers for vocational education and training.
Through the conclusions, we would like to suggest some recommendation for the development of Lao. First, the further study should be carried out to implement the feasibility of new request project including vocational education & training considering the priority of national development task in Lao. Second, more field survey should continue to get plans of not temporary but long term strategy on vocational education training as well as human resources development in Laos. Third, the support and supplementation of educational institutions, which were supported by Korea, should be continued, for expert dispatch, advisory work, curriculum development, textbook development, training for staffs and teachers etc.요 약
제1장 서론
1. 연구의 필요성 및 목적 1
2. 연구의 내용 및 방법 3
제2장 라오스의 사회적 배경
1. 라오스의 역사와 현재 5
2. 라오스의 정치 및 경제 8
3. 라오스의 사회 문화적 특성 27
4. 라오스의 관광 30
5. 최근의 원조 동향 38
제3장 라오스 교육제도의 현황 및 실태
1. 라오스의 정규교육제도 41
2. 라오스 고등교육기관의 실태 44
3. 라오스 교육발전 계획 53
4. 교육 분야의 외국 원조 현황 57
제4장 라오스의 직업교육훈련 현황 및 실태
1. 라오스의 직업교육훈련 현황 63
2. 직업교육훈련기관의 실태 75
3. 라오스 직업교육훈련 정책 87
제5장 결론 및 제언
1. 결론 93
2. 제언 및 시사점 96
SUMMARY 99
라오스의 교육개발지표 105
라오스 교육 프로젝트 현황 및 계획 117
라오스 직업교육훈련기관 및 고등교육기관 현황 125
라오스의 주요 통계자료 138
라오스 교육발전계획(2006-2010) 145
라오스 국가기관조직도 163
참고문헌 16
A Study on Building up Chief Learning Officer Competency Modelling Framework
No full text최고학습책임자(CLO)의 중요성이 날로 증대되고 있다. 조직의 분야와 규모를 불문하고 조직 내 학습방향과 전략 그리고 방식 및 평가를 총괄하여 디자인하고 실행하는 전문가를 육성·양성하는 일은 조직 발전과 생존에 필수요소가 되고 있는 것이다.
국내 최고학습책임자 역량 모델링 구축은 미국 등 선진국 경험에 비추어 상대적으로 발달이 필요한 영역이다. 따라서 최고학습책임자나 향후 최고학습책임자가 되려고 하는 국내 관련분야 종사자들이 선진경향을 워크숍 등 방식을 통해서 체험하는 과정이 필요하다.
이 사업은 중앙대학교, 한국HRD협회, 그리고 본원이 공동으로 추진하고 있는 '제2기 고위인재전략과정' 수강생들을 조지 워싱톤대학 교수학습센터에 보내 최고학습책임자 역량 모델링 구축 강의와 선진 우수사례 탐방, 그리고 참가자들의 소속 조직 내 최고학습책임자 역량 모델링을 구축하기 위한 방안들을 보고서에 담았다는 점에서 그 의의가 크다.
○ 주요내용
- 최고학습책임자의 개념
- 최고학습책임자의 역량 모델링 구축
- 조지 워싱톤대학 최고학습책임자 역량 모델링 구축 프로그램
- 국내 조직 최고학습책임자 역량 모델링 구축 방향 제언1. Research Outline
□ 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.요 약
제1장 사업 필요성 및 목적
1 사업 필요성과 목적 1
2 사업의 범위 및 제한점 2
3 사업의 기대효과 3
4 사업의 내용 3
제2장 사업 추진 절차와 과정
1 사업 추진 절차 5
2 사업 추진 과정 6
제3장 최고학습책임자 역량모델링 구축
1 주요 개념 7
2 최고학습책임자의 역량모델링 구축 11
2 1 최고학습책임자의 역량구축이란 11
2 2 최고학습책임자 역량개발 과정 틀 구축 19
3 제2차 조지 워싱톤대학 워크숍 프로그램 개발 23
제4장 사업 결과물 활용방안 및 제언
1 사업 결과물 활용방안 27
2 제언 28
SUMMARY 31
조지 워싱톤대학이 제공한 워크숍 준비용 설문지 37
조지 워싱톤대학 워크숍 프로그램 개요(최초 안) 45
조지 워싱톤대학 워크숍 프로그램 개요(수정안) 47
최고학습책임자 모델 기초역량 55
감성지능의 다섯 가지 역량 67
George Washington University 역량개발 프로그램 담당 71
참고문헌 73
약어 7
[특집] 노동조합: 인적자원개발 파트너십 구축의 조건
No full text파트너십 구축을 위한 초기적 노력
직업훈련수요의 제약요인
인력개발을 위한 노동조합의 시도들
인적자원개발을 위한 파트너십 구축의 조건
사업장수준 파트너십 추진방안
맺는
A Study on Improving Projection Methods of the Labor Market
Get PDFProper projections for the future changes can help heighten the autonomy and effectiveness of choices and actions. The choice of future career paths and employment has been carried out based on the consideration of future shifts. To be able to perform specific jobs, one needs to take a series of steps such as completing the pertinent education courses, engaging in job training, and obtaining the relevant certificate of qualification. Moreover, the period in which one will engage in the selected job is generally rather lengthy. Therefore, future job choices should be carried out based on the occupational supply and demand projection system so that it will be possible to forecast future occupations. The selection of a career path that is not in keeping with labor market demand can lead to many economic hardships for the relevant individuals. In addition, such situations can also cause problems such as making it hard for enterprises to recruit the required manpower, and at the national level, creating unemployment.
Based on a prediction of future economic structure, an occupational supply and demand projection system includes various factors such as the change in occupational employment, expected wages, and required skill levels. Changes in occupational employment are mainly influenced by changes in final demand, the development of technical levels, changes in business practices, and the expansion of international transactions. With this in mind, the changes in production and consumption created by the growth or contraction of international transactions can be regarded as the factor which brings about some of the most rapid shifts, making it the most difficult to predict. The level of occupational wages based on the supply and demand for labor within the relevant occupation, and influenced by various factors, is a very important factor when considering the economic significance of a particular occupation. In terms of job selection, wages (income) should be taken to imply the wages that can be anticipated, given the possibility of securing employment within the relevant field, and the outlook for long-term employment, rather than the wage levels at a specific point in time. Changes in occupational skills are influenced by the development of technical levels and changes in business practices. The introduction of new technologies or equipment can change the methods used to perform the related job tasks and eventually bring about shifts in the skills required...
Careers of Korean Ph.Ds with Degrees of Foreign Countries and the HRD Policy of the Highly Skilled in Korea
Get PDFDue to the development of information and communication technology, the advancement of science and technology, and the rapid globalization, the investment in R&D and the development and utilization of highly skilled and talented human resources in science and technology areas have become critical. In general, people who have been educated and who have earned a doctorate degree in a good educational environment of advanced countries are considered to be highly talented human resources with global competitiveness. Therefore, the utilization of those doctoral recipients has great implications on the advancement of national R&D of Korea. Nevertheless, there are few surveys and research in status and current conditions of doctoral recipients in science, technology and engineering areas who earned their degree abroad.
This research aims to investigate career development activities, career histories and trajectories, and current status of doctoral recipients who earned their degree abroad, in particular in the areas of science, technology and engineering (or STE foreign doctoral holders). The results of this research are expected to provide policy implications on how to utilize highly skilled and talented human resources with global competitiveness. The research focuses on two important aspects of STE foreign doctoral holders' career development. First, the research examined the STE foreign doctoral holders' transition patterns to the labor market after graduation; in other words, school-to-work transition processes. Second, the research looked at international mobility of higher skilled human resources as a result of STE foreign doctoral holders' decision to come back to Korea or stay in a foreign country after graduation.
In order to investigate current career status of the STE foreign doctoral holders, we analyzed data from two main data sources; Korea Research Foundation's Database for Report of Doctoral Degree Earned in a Foreign Country, and the Survey of Earned Doctorates(SED) of the U.S. National Science Foundation. Also, we conducted two rounds of our own survey of STE foreign doctoral holders(n=454) who earned a doctorate degree in the United States, and interviewed ten STE doctoral holders who earned their degree in the U.S. In addition, we carried out case studies, interviews with experts, and an expert seminar in order to draw policy implications
Facilitation of Work-to-School Transitions among Workers(Ⅰ)
No full text평생학습시대의 도래에도 불구하고 우리나라의 평생학습 참여율은 OECD 국가들 중에서도 저조한 편이며, 특히 직업능력개발을 위한 평생학습 참여는 더욱 저조한 상황이다.
직업능력개발을 위한 평생학습참여의 저조는 재직근로자의 직업훈련참여의 저조를 의미하며, 재직근로자가 학교, 즉 정규 및 비정규 교육기관으로 복귀할 순환교육체제의 미비를 반영한다고 볼 수 있다. 현재 우리나라는 대학과 기업이 재직근로자의 학교로의 이행을 촉진할 수 있는 주요한 제도적 인프라와 지원체제를 갖추고 있지 못하며, 기업의 경우도 지원하기 힘든 실정이다.
본 연구는 재직근로자의 노동시장에서 학교로의 이행 활성화 방안 연구의 첫 단계로서 노동시장에서 학교로의 이행을 구성하는 제도들을 살펴보고 이에 대한 개선 방을 제시하고자 하였다. 특히 대학, 기억에서의 재직근로자의 재교육 지원제도들을 살펴보고, 이러한 지원제도들이 어느 정도 실제로 활성화되고 있는지를 대학과 기업의 재직근로자 이행지원에 관한 실태조사를 통해 알아보았으며, 해외의 주요 지원제도들도 살펴보고 이를 종합한 후 대학, 기업, 개인의 측면에서 각각 개선 방안을 제시하였다.Continuous learning became an imperative to the individual, society, industry, and to the state, with the advent of lifelong learning society posed by globalization, technological changes and 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 upon 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 a 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 providing 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. A major proportion of industries in Korea are small-and-medium sized companies(SMEs). 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. Nor do they have money to hire substitute workers.
The types of programs provided at colleges do not meet the skill needs of industries, which is another reason employers do not want to support participation of workers in college-provided courses.
This study reviews existing practices and programs for colleges and industries to support and encourage participation of workers in education provided by colleges. The study also surveys the cases of foreign colleges universities where participation of workers in college-provided education and training is high. Major focus of this study lies in two surveys, which were implemented to collect data for this study. The one is a survey on the entire population of colleges and universities in Korea. This study surveys 400 higher educational institutions in Korea including junior colleges, Polytechnic Colleges, Polytechnic Universities, cyber colleges in Korea. The survey reviews implementation of major practices at the college to support participation of workers and adult learners in the college-provided programs, and the extent of degree those programs and practices are activated. The other survey is taken on a sample of 1,000 industries. This survey reviews the on-and off-the job training programs provided and activated by industries, and the opportunities provided by the industry to support workers to go back to school, such as the paid-leave system to support participation in off-the-job training and the financial supports to pay for the tuition at the B.A,, M.A,, and Ph.D programs, both domestic and abroad. The survey also checks how many industries are actually providing training opportunities for workers in association with colleges.
In conclusion, this study reveals the major problems with the current system at colleges and industries in supporting transitions of workers back to college, drawing upon the result of the surveys, and the facts taken from the review of existing work-to-college practices and programs supported by colleges, industries, and governments. The study provides suggestions to improve the current work-to-transition system from the viewpoint of three major institutions, college, industry, government. Building up and improving work-to-college transition system for workers takes more than reengineering the institutions and administrative practices at colleges and industries. However, changes of colleges and industries to attract and allow for increased participation of workers in education provided at colleges are certainly urgent policy issues that should be considered seriously at this point to consolidate lifelong learning system for the knowledge-based economy.요 약
제1장 서론
제1절 연구의 필요성 및 목적 1
제2절 연구의 범위 4
제3절 연구의 주요 내용 7
제2장 재직근로자의 노동시장에서 학교로의 이행 활성화의 의의
제1절 노동시장에서 학교로의 이행(WTS) 촉진의 배경 9
1. 평생학습 시대의 도래 9
2. 교육의 중심축의 이동 11
3. 학교에서 노동시장으로의 이행 경로의 경직성 14
4. 노동시장에서 학교의 이행경로 개선의 과제 19
제2절 국내성인 및 재직 근로자의 계속교육 참여 실태 23
1. 성인의 평생학습 참여 실태 23
2. 재직근로자 직업능력개발 참여 현황 30
제3장 국내 지원제도 및 현황
제1절 대학의 이행 지원 제도 현황 35
1. 서론 35
2. 대학의 성인 재교육 지원제도 36
3. 성인교육 중심대학 51
4. 대학원 현황 58
제2절 기업의 이행 지원제도 60
1. 기업 내의 WTS 지원 제도 61
2. 대기업의 WTS 지원 사례 67
제3절 부처별 이행 지원 제도 75
1. 교육인적자원부 75
2. 노동부 79
3. 산업자원부 91
4. 과학기술부 98
제4절 시사점 100
1. 대학의 이행지원 제도의 시사점 100
2. 기업과 정부의 지원 제도의 시사점 103
제4장 해외 주요국의 지원제도
제1절 미국 105
1. 미국 대학의 성인학습의 제도적 기반 105
2. 미국대학의 재직근로자 교육 지원제도 현황 110
3. 요약 및 시사점 116
제2절 일본 119
1. 일본의 직업교육 체계 121
2. 직업훈련제도 127
3. 시사점 139
제3절 유럽 140
1. 영국 140
2. 스웨덴, 핀란드, 덴마크 148
3. 시사점 152
제4절 종합적 시사점 154
제5장 고등교육기관-기업 실태분석
제1절 고등교육기관 실태조사 결과 158
1. 조사개요 158
2. 조사 결과 161
3. 요약 및 시사점 181
제2절 기업 실태조사 결과 189
1. 조사개요 189
2. 조사 결과 190
3. 요약 및 시사점 231
제6장 개선방안
제1절 연구 결과와 시사점 237
1. 노동시장에서 학교로의 이행제도 개선의 의의 237
2. 주요 연구결과 238
제2절 재직근로자의 노동시장에서 학교로의 이행 촉진을 위한 개선 방안 242
1. 노동시장에서 학교로의 이행 촉진을 위한 주체별 쟁점 242
2. 대학의 개선방안 245
3. 기업의 개선 방안 251
4. 정부의 개선방안 252
SUMMARY 255
설문지 261
참고문헌 28
A Literature Review on Social Capital in Enterprises for Sustainable Development
No full text최근 급속한 산업변화에 따라 기업에서의 사회적 자본의 중요성이 증가하고 있다. 신뢰, 규범 및 네트워크 등 사회 구성원 간 공동의 이익을 위한 생산적 상호작용을 창출하는 무형 자산으로서 사회적 자본은 기업에서의 효율성과 생산성 제고, 개인의 복리를 증진시킨다. 이러한 변화에 적응하기 위해서 기업은 네트워킹을 통한 생산성 증가, 투명경영과 기업 지배 구조 선진화와 신뢰 및 규범의 구축·활용이 필요하다. 본 연구는 지속가능한 발전을 위한 기업에서의 사회적 자본의 현황과 문제점을 분석하여 정책적 시사점을 제시한다.The great explosion of research on social capital has produced an impressive body of results confirming the importance of social capital in many different domains. Corporate social responsibility has changed into strategic social service activities such as strengthening public interest-related marketing activities, and as much as it can be used as a measure of socially responsible investment as a period trend, it has become perceived, not as an option, but as an essential management strategy.
This paper provides a critical review of the literature on social capital, highlighting a number of concepts, empirical problems, sustainable development associated with the literature. This paper begins with a discussion of social capital in corporations in terms of their sustainable development. This paper suggests the rationale policy for a corporate approach to social capital
A Study on the Development of Military Veterans' Job-seeking Support Program
No full text이 연구의 목적은 중·장기복무를 마치고 제대하여 재취업하고자 하는 제대군인들의 원활한 전직을 돕기 위한 제대군인 취업지원 프로그램의 개발방향과 개발안을 제시하는 데 있다. 이를 위해 국내·외에서 이루어지고 있는 제대군인 취업지원 프로그램의 실태를 분석하였고, 제대군인 취업지원 프로그램에 대한 제대예정군인 및 제대군인과 기업체의 요구를 분석하여 시사점을 도출하였다. 그리고 이를 기초로 제대군인 취업지원 프로그램의 기본방향과 전체 흐름도, 세부 프로그램 개발안을 제시하였다. 이를 위해서 활용된 연구의 방법은 문헌연구, 조사연구, 전문가 협의회 등이다. 이 연구를 통해서 제시된 제대군인 취업지원 프로그램의 개발방향과 개발안을 토대로, 일관되고 지속적인 수요자 중심의 제대군인 취업지원 프로그램의 개발이 가능할 것이다.The purpose of this study is to suggest plans and directions for developing job-seeking support program for military veterans. The study is conducted through literature review, survey and interview. The results of this study are as follows: (1) basic development directions and flowchart of job-seeking support program for military veterans are suggested; and (2) development plans for sub-programs are suggested