Korea Research Institute for Vocational Education and Training
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직업교육훈련 해외 연구동향 시리즈(Ⅳ)] 진로지도와 공공정책
No full text지난 호에서는 직업교육훈련에 대한 연구 중‘교육훈련 투자를 위한 재정적 인센티브’라는 주제에 관해 선진국의 연구내용을 정리하고 시사점을 제시하였다. 이번호에서는 네 번째 시리즈로‘진로지도와 공공정책’이라는 주제로 그 동안 연구된 내용들을 정리하고자 한다.
글에서는 5가지 큰 쟁점을 다루고 있다: 1) 공공정책에서 진로지도의 중요성; 2) 진로지도의 효과적 수행방법; 3) 진로지도 담당자 질적 수준 확보; 4) 진로지도의 재정 조달 방안; 5) 전략적지도력 증진 방법이다.
공공정책에서 진로지도의 중요성
진로지도의 효과적 수행 방법
진로지도 담당자
진로지도 재정
전략적 리더십 증진 방법
시사
Research and Projects on the Innovation of Human Resources Policies
No full text본 연구는 3년 계획 연구의 2차년도 연구로서 인적자원개발정책의 혁신을 위해 '어떠한 비전을 어떻게 공유할 것인가?'에서 시작하여 '인적자원개발정책의 법(제도), 예산의 혁신 방향을 어떻게 현장과 연결하여 풀 것인가?'. 인적자원개발정책을 위한 인프라로서의 정보화와 e-Learning 정책과제, 인력수급전망 결과와 인적자원개발정책의 연계 과제, 교육시장과 노동시장의 연계 패러다임에서 나아가 인적자원개발정책과 연구개발정책의 연계 모색, 효율적이고 지속적인 환류(feedback)를 위한 평가제도에 대해서도 살펴보았다.
○ 주요내용
- 인적자원개발정책과 인적자원개발 기본법
- 인적자원개발정책과 예산의 구성 및 운용
- 인적자원개발정책의 정보화 인프라
- 인력수급과 인적자원개발정책의 연계
- 인적자원개발과 연구개발
- 인적자원개발정책의 평가In a knowledge based society where the competitiveness of a country's economy is determined by human capital and knowledge, human resource development policies are 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. It moves on to 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.요 약
제1장 인적자원개발정책의 비전과 혁신기반 정책 환경
제1절 연구의 배경 및 목적 2
제2절 국가정책 환경과 인적자원개발정책의 형성 8
제3절 인적자원개발정책의 체계 11
제2장 인적자원개발정책과 인적자원개발 기본법
제1절 인적자원개발과 법 18
제2절 인적자원개발 관련 법령 22
제3절 인적자원개발 기본법의 구성과 내용 27
제4절 인적자원개발 기본법의 한계 51
제3장 인적자원개발정책과 예산
제1절 인적자원개발 예산 현황 63
제2절 인적자원개발 예산 구성에 대한 제언 71
제3절 예산 효율화를 위한 협업과 분업 94
제4절 예산 효율화를 위한 정보-평가 시스템 운영 102
제5절 인적자원 예산 운용에 대한 제언 104
제4장 인적자원개발정책의 정보화 인프라
제1절 정보화와 인적자원정책 107
제2절 국가인적자원개발 인프라로서의 e-Learning 121
제5장 인력수급과 인적자원개발정책 연계
제1절 인력수급추정 방법의 수평적 확대 164
제2절 인적자원개발과 연계한 인력수급정책 182
제6장 인적자원개발과 연구개발
제1절 과학기술 인적자원(HRST) 현황 191
제2절 인적자원개발과 연구개발의 관계에 대한 선행연구 200
제3절 인적자원개발과 연구개발의 경제성장 기여도 212
제4절 인적자원개발과 연구개발 시사점 229
제7장 인적자원개발정책의 평가
제1절 인적자원개발 정책평가의 이론적 배경 233
제2절 제1차년도 정책평가의 추진 경과 검토 243
제3절 제2차년도(2006) 정책평가의 추진 경과 273
제4절 정책평가의 개선 방안 280
제8장 요약 및 영역별 정책제언
제1절 요 약 317
제2절 부문별 정책과제 319
영문요약 331
참고문헌 33
[특집] 기업: 수요자 중심의 인적자원개발(HRD) 거버넌스
No full text현행 인적자원개발정책의 현황과 문제점
중앙정부 중심의 정책수립 및 집행
인적자원개발의 불일치 상존
기업규모간 인적자원개발의 불균형
인적자원개발 파트너십 구축의 필요성
수요자 중심 인적자원개발
네트워크 구축을 통한 전달체계 확립
노사주도형 파트너십의 구축방
Active Ageing and Human Resource Development
No full text급속히 진행되고 있는 우리나라의 고령화는 노동력 부족을 심화시킬 뿐 아니라 중고령층의 경제활동 참여에도 위축시키고 있다. 그러므로, 중고령층의 개인적 소양 및 자존감을 강화할 수 있는 교육프로그램을 개발하여 실행하는 것은 활동적 고령화의 목표인 정신적·육체적 건강 보존과 사회적 자율권 및 경제적 활동의 증진을 위해서 매우 중요하다고 말할 수 있다.
또, 중고령층이 기업에 몸담고 있을 때 건강 및 직업훈련과 관련한 적절한 지원과 더불어 고용을 유지할 수 있도록 해당기업에 지원하는 것이 사회적 비용을 절감할 수 있는 방안이 될 수도 있을 것이다. 아울러, 중고령층의 취업 이유에 따른 목적을 충족시켜 줄 수 있는 직종 개발도 필요하다.
○ 주요내용
- 활동적 고령화의 필요성 및 목적
- 고령화를 위한 시스템 접근 방법
- 중고령자의 활동적 고령화 현황
- 활동적 고령화를 위한 인적자원개발 방안1. Research objectives
Ageing is a world-wide phenomenon, which is 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.
2. Survey Results
For the middle-aged and aged employed, it was found that the more positive life and the less health insurance premium, the better the job capacity. The better health was found to have a positive relation with the positive life, the less aged, the more property tax, and the less leave absence. The better mentality had a positive relation with positive life, the less aged, more schooling, less use of local welfare program, and more optimistic feeling of the future.
In case of the middle-aged and aged job-seekers, the present job capacity was found to have a positive relation with the less leave absence, more schooling, the positive life, less use of local welfare program, and the married couple. The better health was found to have a positive relation with the positive life, the less leave absence, male, and the less health insurance. The higher mentality had a positive relation with positive life, less use of local welfare program, male, and more optimistic feeling of the future.
In case of the middle-aged and aged job seeking stoppers, the present job capacity was found to have a positive relation with less leave absence and the married couple. The better health was found to have a positive relation to having a enjoyable everyday life. The higher mentality had a positive relation with having a enjoyable everyday life and the married couple,
3. Suggestions for Active Ageing in terms of System approach
The policy suggestions in terms of the system approach are presented. First, as an environmental analysis, the law prohibiting age discrimination needs to be introduced and the awareness that middle-aged is a social asset needs to be spread. Second, as an input analysis, there are a variety of needs for education so that a multiple approaches needs to link the program development to age, education, and job needs. Third, life-long learning program needs to be developed and the policy to encourage the program is needed from the perspective of a process analysis. Fourth, health policy is the most urgent need for the middle aged people. The health age instead of biological age needs to be measured. Further, DB regarding the experience, network, and health needs to be constructed.
4. Policy Implication for Active Ageing
The policy for maintaining health and vocational capacity for the middle aged at job setting can save the social costs. The education program which strengthens individual culture and self-esteem needs to be developed.
First, 60-70% of the middle aged employed is working for living. Social enterprises or social work managed by the Ministry of Labor need to employ these people. Second, 37% of the middle aged employed is working not for living, but social participation and improving family relations. The jobs to satisfy these desires need to be developed. Third, IT education enables the middle aged and the aged people to have confidence and employability. Fourth, public employment service for the aged people needs to be broadened. Fifth, the program design and policy for mental and physical health for the aged is critical as employers want the physical and mental health. Sixth, policy assistance for maintaining employment is important for utilizing know-how, technique and network for professional aged people.
For the job-seekers, social enterprises or social work managed by the Ministry of Labor need to employ these people. Second, 44% of the middle aged job-seekers need social participation and improving family relations. The jobs to satisfy these desires need to be developed. Third, job creation is considered as a critical policy for aged job seekers as the aged people feel that having jobs give them happiness and health than having no jobs.
For the policies for the job seeking stopper, a campaign for facilitating social awareness of jobs is requested as job itself represents quality of life. Second, for the job seeking stopper who pays less property tax, it needs to enlarge the amount of aged pension. For the job seeking stopper who pays beyond a certain amount of property tax, it is recommended to provide services such as health program rather than cash.요 약
제1장 들어가는 말
제1절 활동적 고령화의 필요성 및 목적 1
제2절 연구방법 및 범위 4
제3절 조사방법 5
제2장 활동적 고령화 관련 연구 및 외국 사례
제1절 문헌연구 7
제2절 외국 사례 11
1. 일본의 중고령층 직업능력개발 정책 11
2. 미국의 중고령층 직업능력개발 정책 13
3. 독일의 중고령층 직업능력개발 정책 14
4. 핀란드의 중고령층 직업능력개발 정책 15
5. 호주의 중고령층 직업능력개발 정책 16
제3장 고령화를 위한 시스템 접근 방법
제1절 활동적 고령화를 위한 시스템적 접근 방법의 틀 19
제2절 활동적 고령화의 환경 분석 22
1. 경제사회적 환경 23
2. 인구통계학적 환경 25
3. 법제적 환경 31
제3절 활동적 고령화의 투입 분석 39
1. 가치관 40
2. 고용기대 42
3. 작업능력 47
4. 교육수준 49
5. 정보화 수준 52
6. 저축 및 지출 53
제4절 활동적 고령화의 프로세스 분석 54
1. 평생교육 55
2. 고용서비스 57
제5절 활동적 고령화의 산출분석 61
1. 육체적 건강 61
2. 정신적 건강 63
3. 경제활동 64
4. 사회적 자율권 67
제4장 실태조사결과
제1절 조사방법 71
제2절 중고령자의 활동적 고령화 현황 73
1. 기초 통계 73
2. 고용현황 81
3. 활동적 고령화를 위한 능력 105
제3절 업무능력, 체력 및 정신력에 대한 회귀분석 109
제4절 고용주의 중고령층 채용현황 115
제5장 활동적 고령화(Active Aging)를 위한 인적자원개발 방안
제1절 시스템 접근방법에 의한 정책 제안 121
1. 환경 분석 121
2. 투입분석 123
3. 프로세스 분석 123
4. 산출 분석 124
제2절 중고령층의 특성별 인적자원개발 방안 125
1. 공통사항 125
2. 취업자 126
3. 미취업자 128
4. 취업포기자 130
SUMMARY 131
노인의 일반특성별 자원봉사활동 경험 137
노인의 일반특성별 사회단체종류별 가입률 138
노인의 일반특성별 월평균 용돈 139
서울시고령자취업알선센터협회 방문 결과 140
서울노인복지센터부설 노인취업훈련센터 방문 결과 142
서초고령자취업알선센터 방문 결과 145
양천고령자취업알선센터 방문 결과 148
활동적 고령화 설문조사 표본설계 150
중고령자(취업자용) 설문지 151
중고령자(미취업자용) 설문지 158
고용주용 설문지 165
업무능력지수 169
참고문헌 17
2007년 정부부처 업무보고: HRD 정책중심으로] 노동부
Get PDF본고에서는 노동부의 2007년 업무계획 중 근로자의 직업능력개발을 위한 정책계획을 중심으로 살펴보고자 한다.
직업능력개발의 세 가지 정책 목표
노사파트너십 강화와 직업능력개발사업 발굴·추
Military HRD and Industry-Military Cooperation
Get PDFThis study identified ways of cooperation for education of soldiers, noncommissioned officers, and commissioned officers to help them well manage their duties in military and help them equip skills, knowledges, and attitude needed for their business lives. The ways of cooperation were identified based on the cooperation between industrial world and military side with supports by the government.
For this study, the researchers conducted literature review and benchmarked advanced cases of France and Germany to find out implications. This study also interviewed and surveyed business people in major companies of Korea to draw out opinions regarding to the possible cooperation ways, systems, educational programs, and other resources of business side.
Several military people were interviewed to identify the educational needs, education systems, and educational environment of military sides. The researchers held a forum of which participants were mainly people who were working for education in military to get opinions for the research results of this study.
Through the above methods, the researchers analyzed the problems of current education system of army and identified the possible cooperation ways of enterprises and military for education of military people in the aspects of software, hardware, and human-ware. ..
Performance Analysis on the National Authorization System of Private Qualifications
Get PDFThis research was conducted to evaluate the performance of the National Authorization System of Private Qualifications (hereinafter referred to as "the Authorization System") and to suggest implemental remedies.
By reviewing the introduction purpose and management situation of the Authorization System the range and method of performance analysis were determined. Tool for performance analysis was devised through analysing preceding studies on policy evaluation and performance analysis with the aspect of input and output.
Questionnaire survey was adopted to gather data for performance analysis from 1,412 respondents who have an authorized private qualification, 78 assessment committee members for authorization and 123 personnel manager in firms. Utilization status of private qualifications and implemental remedies for the Authorization System were surveyed through in-depth interview with the administrators of private qualification (authorized 38, unauthorized 35)
Research and Projects Based on the Innovation of Human Resources Policies
Get PDFThis study summarizes the processes and systems employed to pursue national policies for human resources development as well as the content and accomplishments of the major policies. In addition to this, an inquiry into the directions to head for in the pursuit of human resources policies was made.
The study presents three major directions for human resources policies. First, human resources policies should be considered as the key factor of economic and social policies. To attain this, the current system needs to be reorganized with accordance to it. Second, human resources policies should focus on higher education and adults' lifelong learning. Lastly, it is necessary to fundamentally solve the problem of social bipolarization, by addressing the bipolarization of educational and human resources development...
A Plan for a New Qualifications System in the Knowledge and Information Era
Get PDFThe knowledge and information era does not involve only a progress in the informing data based on IT technologies but also refer to a new society with complex mega-trends including globalization, rapid technological changes and growth of the service industry. As technologies used at the industrial fields evolve drastically, it is difficult for qualifications to reflect on-site needs. Also with fast transformation of external circumstances which highlights the necessity of lifelong learning, learning should essentially be pursued on a constant basis and linkage between its result and qualifications. In an environment where labor movement is inevitable with the advent of the globalization trend, more weight is given to the functions of qualifications to facilitate labor movement. Against this background, this study focuses on the rising need of preparing strategies for a new qualifications system by re-identifying functions and roles of qualifications
A Study on the Innovative Evaluation System for Vocational Training
Get PDFThis study aimed to analyze the practice and performance of vocational training evaluation system and maximize the outcome of vocational training project. For this, we first identified the present situation and problem of vocational training institutes and program evaluation, involving the related legislations, policy and system. Second, we reviewed the literature of evaluation theory and constructed meta-evaluation framework, which involved two survey tools for meta-evaluation, and collected evaluation specialists' opinions. We then analyzed the validity and suitability of the evaluation criteria used in the year 2005 vocational training evaluation through interpretation of raw evaluation scores of training providers.
The results show that the current vocational training evaluation system was committed to some training programs, responsible for the accountability of, and decision-making concerning vocational training. It means that vocational training evaluation assures the quality of vocational training institutes, enhances trainees' right to choice through provision of various information, strengthens the competitiveness of training providers, and helps to build a healthy training market, as well as performance-centered service system and policies