Korea Research Institute for Vocational Education and Training
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Koreans' Occupational Consciousness and Work Ethics
Get PDFThe most comprehensive and large-scale study on occupational perceptions and views among Korean people was carried out by the Korea Research Institute for Vocational Education and Training (KRIVET) for the first time in 1998 right after the financial crisis when job instability and unemployment crisis became a major social concern. Then the study of 1998 was replicated and expanded in 2002 when post-crisis memories still remained clear socially, economically, and culturally.
Based on the overall framework of previous two accomplishments, this research focuses on the following two issues. One is on occupation-related social status as an object in the sense that occupation is objectified as one's work is ultimately evaluated by others. Occupational prestige score, as presented in this and many other previous studies, is a measurement to understand an important aspect of occupation. The other is occupation as a subject meaning how one regards his/her own work and occupation in general. Organizational and occupation commitments are instrumental filters through which job as a subject can be eventually related to the issue of work ethics.
For empirical investigation, data were collected in the period of March and April of 2006 by face-to-face interviews and questionnaire surveys with three different groups: 4,500 adults aged 18 through 64; 1,500 college students; and 2,700 high school students...
Skill Mismatch and Mobility of Youth in Labor Market
No full text본 연구에서는 청년실업의 고착화로 야기된 이러한 전공-직무 불일치 및 취업 이후 이직현상에 대해 살펴보고자 한다. 이는 청년들이 대학 졸업이후 직업으로 이행하는 과정과 그 이후에 경력을 형성해 가는 과정에 대한 연구의 일환이다. 이러한 주제는 본 연구과제 시리즈의 이전 연구들과 보완적 관계를 가진다. 본 연구의 앞서 진행된 채창균 외(2005, 2006)의 연구가 졸업 이후 3년 이내에 주로 일어나는 노동시장 이행과 진입 초기를 대상으로 취업이나 첫직장의 임금수준에 영향을 미치는 이행과정의 특성에 관심을 가졌다면, 본 연구는 노동시장 진입 후 4～6년 경과한 시점까지 전공의 유지와 이직 등을 통한 직업경력의 형성과정을 대상으로 한다는 점에서 서로 보완관계를 가진다.This 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. Specially, colleges and poly-tech colleges graduates 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 been executed currently 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 or 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 affect 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 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.요 약
제1장 서 론 1
제1절 연구의 필요성 및 목적 1
제2절 연구 내용: 주요 문제와 연구 방법 3
제2장 선행연구 7
제1절 청년층의 전공과 취업구조 7
1. 전공일치 취업의 결정요인 7
2. 전공일치 취업의 임금효과 9
제2절 청년층의 경력형성 과정과 직장이동 11
제3장 청년층의 숙련불일치와 노동성과 17
제1절 자료구성 17
제2절 청년층의 전공일치 취업 실태분석 20
1. 전공일치 취업 20
2. 이 직 24
3. 임 금 26
제3절 실증분석 28
1. 분석모형 28
2. 실증분석 결과 30
제4장 청년층 직장이동과 경력형성 41
제1절 자료구성 41
1. 자료구성 42
2. 직장이동 기초통계: 직장경험과 직업경력 44
제2절 첫 일자리로의 이행기간과 특성 47
1. 첫 일자리로의 이행기간 48
2. 첫 일자리의 특성과 근속 51
3. 첫 일자리 이행기간과 일자리 특성 55
제3절 청년층 직장이동과 경력형성의 주요특성 61
1. 직장이동 횟수와 근속기간 61
2. 직장이동과 경력 변화: 경력일치의 개선여부 65
3. 직장이동 성향에 대한 프로빗 분석: 교육유형, 전공계열 69
제4절 청년층 직장이동과 임금성과 73
1. 실증분석의 이슈 73
2. 추정식과 기초통계: 임금추정식 73
3. 추정결과 76
제5장 결론: 요약 및 정책제언 79
1. 요 약 79
2. 정책제언 85
SUMMARY 89
분석 결과표 93
2007 청년층 직업상태 추적조사 설문지 99
참고문헌 10
A Vocational Training Demand Survey : Estimation of Training Demand Following the Implementation of the Korea-U.S. FTA
No full text2007년 4월 2일 한·미 FTA 협상이 타결되어 현재 양국에서 의회의 비준을 기다리고 있다. 한·미 FTA 협상을 전후로 성장률과 고용창출 효과에 대한 연구들이 진행되어 왔다. 시나리오에 따라 다르지만 이러한 분석들은 약 30~55만？명의 고용 증가를 가져올 것으로 전망하며, 이에 따라 새롭게 창출될 인력 수요에 따른 직업훈련 수요의 증가도 예견되어 왔다.
본 연구는 이렇듯 한·미 FTA의 영향으로 인한 고용조정 및 인력 수요에 따른 직업훈련 수요를 추정하는 것을 주요 목적으로 하였다.
○ 주요내용
- 한·미 FTA의 주요 내용 및 업종별 영향 분석
- 산업별, 직업별, 훈련직종별 한·미 FTA의 영향으로 인한 고용조정 및 인력수요 규모에 따른 훈련수요 추정
- 기계, 전기전자, 의류 및 섬유, 승용차 및 부품 업종 390여 개소에 대하여 한·미 FTA에 따른 인력 및 훈련 수요, 한·미 FTA 준비 수준 등에 대한 설문조사 및 업종별 연합회, 협회 인사 등과의 면담결과 분석
- 정책방안 도출With the Korea-U.S. FTA taking effect as of April 2nd 2007, both countries are now awaiting legislative ratification. The main purpose of this study was to conduct a survey on vocational training demand arising from employment adjustment and manpower demand following the agreement.
The major findings from this study are as follows:
Firstly, in order to analyze the impact of the FTA on labor markets, the primary terms of the Korea-U.S. FTA and their impact on each job were investigated.
Secondly, the vocational training demand directly resulting from employment adjustment and manpower demand following the implementation of an FTA with the U.S. has been divided into estimates for each industry, job, and training program.
By deducting the adjusted employment number from the net job creation thanks to the FTA, the increase of manpower demand is estimated to be around 75,200 to 395,900 jobs in total. The agriculture & fishery industries, which are under more pressure for employment adjustment, might not show an increase in demand for human resources, however about 19,000 more jobs are expected to be created in the long run. In the manufacturing sector, it is estimated that there will be an increase in manpower demand in the range of 5,800 to 92,800. As a driver of job creation in the Korean market, the service sector will see an increase in manpower demand of 69,400 to 283,700.
Looking into the manpower demand derived from the agreement by job type, the biggest beneficiaries in the next decade shall be beauty, accommodation, travel, entertainment, and sport related jobs, which will experience an increase in manpower demand in the range of 25,000 to 100,000, while positions in the textile & clothing industries are expected to increase by 8,000 to 55,000.
On the basis of the previous estimation, the training demand for each job category was analyzed by classifying 75,162 jobs as a minimum demand arising from FTA in each job training program according to demand volume: other service (22,702 persons), tourism & accommodation service (5,949 persons), sewing (4,292 persons), maintenance？facilities (3,463 persons), clothes making (2,098 persons), and construction (2,092 persons).
In addition, 395,940 jobs was analyzed to be the maximum manpower demand arising from the agreement, and by job training field these can be broken down as: other services (92,231 persons), sewing (31,086 persons), maintenance？facilities (18,386 persons), and clothes making (15,197 persons).
Thirdly, targeting about 390 businesses in the machinery, electricity & electronics, clothing & textile, and the automotive & auto parts sectors, all of which are expected to be strongly affected by the Korea-U.S. FTA, surveys as well as interviews with associations representing each industry and industry leaders were conducted regarding the anticipated job & vocational training demand brought about by the FTA, and how prepared they are for the resulting changes.
In general, rather than a direct and quick effect, businesses anticipate long-term effects from the Korea-U.S. FTA. Taking a mid & long-term view, 3 years or more into the agreement the domestic market will witness job increases to some degree in the R&D sector, and another slight increase in mechanical, office, sales, and technical jobs. Meanwhile, low-skilled labor jobs are anticipated to decrease in demand. In addition, businesses in overseas markets are more likely to have an increase in manpower demand that is much higher than their overall sector.
As it is still very much in controversy for many parts of the county, it isn’t easy to clearly forecast the effects of the agreement between Korea & the U.S. on our economy. However, policy must be shaped to prepare countermeasures that respond to the impact of the bilateral agreement. In other words, the framing of policy should be based not on the prospective result, but should be made with reference to the result. It is much more important to prepare a contingency plan which can respond to general situations expected from the prospective result.목 차
요 약
제1장 서론
제1절 연구 필요성 및 목적 1
제2절 주요 연구 내용 2
제3절 연구 방법 4
제2장 한ㆍ미 FTA의 주요 내용 및 관련 대책
제1절 주요 내용 및 영향 7
제2절 국내 보완대책 16
제3장 한ㆍ미 FTA 영향으로 인한 산업별ㆍ직업별 고용조정과 인력 수요 규모 추정
제1절 추정 개요 25
제2절 산업별 고용조정과 인력 수요 변화의 규모 추정 27
제3절 직업별 고용조정과 인력 수요 변화의 규모 추정 37
제4장 한ㆍ미 FTA로 인한 직종별 훈련수요 규모 추정
제1절 직업-훈련과정 매핑 및 추정 방법 45
제2절 추정 결과 50
제5장 4개 업종 인력 및 훈련 수요 조사 결과
제1절 조사 개요 61
제2절 기업체 일반 현황 64
제3절 한ㆍ미 FTA와 기업의 변화 68
제4절 정책 요구 98
제5절 요약 102
제6장 정책 방안
SUMMARY 109
기업체 조사지 115
고용조정과 인력수요 추정 관련 부표 125
훈련수요 추정관련 부표 133
참고문헌 14
Building the Support System for Sectoral Human Resource Development(Ⅲ): Policy Recommendations for the Institutional Settlement of Sectoral Human Resource Development Councils
No full text인적자원개발의 새로운 패러다임 중 하나로서 산업별 인적자원개발 협의체의 전략적 중요성을 전제로, 그 발전 방향을 구체적으로 검토하는 것이 필요하다. 이 연구는 기존연구의 다양한 성과를 바탕으로, 그 구체적 발전 방안을 모색하고 있다.
○ 주요내용
- 산업 특수 훈련을 통한 산업별 접근의 객관적 검증
- 산업별 인적자원개발 협의체의 성과 점검
- 산업별 인적자원개발 협의체의 발전 방안 모색1. Overview
Since 2004 there has been a new kind of policy approach in Korea's human resource development system. Following the practices of developed countries, especially the SSCs in the UK and SCs in Canada, Korean government has been trying to introduce the sectoral human resource development councils which were mainly conceived as the sector-specific round-tables between industry and academic side over each sector's education and training issues. Such efforts were based upon the expectations that the gradual transformation of the HRD system from that of state-driven and supply-oriented one to a decentralized and demand-side driven system will improve the efficiency and suitability of education and training policies.
In this vein, three Sectoral Human Resource Development Councils (hereafter SCs) in mechanics, electronics and e-business sectors in 2004 and seven more SCs in automobile, shipbuilding, semiconductor, display unit, steel, textile and petroleum sectors in 2005 were established under the financial support of Korean government. Since the introduction of the SCs, there has been a lots of concerns about the feasibility of such kind of system in Korea. In some sense it might be said as inevitable to encounter many unexpected problems at the early stage due to the short of experiences of sectoral human development in Korea. But even considering such fact, skepticism may come to the fore over the sectoral approach itself and even over the demand-side driven system as well, unless SCs show that they are capable enough to change the overall education and training system in the near future. Therefore it seems very urgent to review the past of SCs and find the way of institutional settlement of SCs in Korea. To this end, we will try to find the policy suggestions for the development of SCs in Korea based upon the analysis for the objective and subjective conditions of SCs in Korea.
2. Empirical analysis of industry specific skills
In the first place we analyze the objective validity of sectoral approach in Korea using the labor turn over data between industries. It is based on the assumption that almost every workers, while seeking a new job, will try to find a new job which reward most for their current skills. If worker's skills comprise general skills, firm-specific skills and 'transferable' skills like industry/occupation-specific skills, and employers generally reward such kind of transferable skills, worker's best option will be getting a new job which reward his/her general skills and also industry/occupation specific skills. This means that we can consider the labor turnover paths as indicating the magnitude or influence of industry or occupation specific skills. In this vein, we analyze the distribution of industry specific skills in Korea using labor turnover data from Employment Insurance data base. This result can be interpreted as a evidence showing the objective validity of sectoral approach in Korea since the SCs are supposed to take the responsibility of sector-specific education and training policies which meet the specific demand of their own sector.
3. Assessment of the achievements and the limitations of SCs in Korea
Next we review the achievements and limitations of SCs in Korea since 2004. To this end, we carried out detailed survey about the past, the present situation and the future development of the SCs to those who have been board member of each SCs. Through the result of this survey, we found that there have been many achievements and development of the SCs including the expansion of organizational capacity of the SCs, expansion and diversification of HR projects carried out by the SCs and the enhancement of interest with regard to the demand-driven HR system. But it was also found that there still exist lots of challenges like the issues of inducing more active participation of employers, enhancing the specialty of staffs about HR policy of SCs and securing and expanding the financial support from the government.
4. Exploring the ways of linking sectoral and regional approach
Alongside the introduction of sectoral approach, regional human resource development has also been attracting much attention in these days. For example there exist Regionl Human Resource Development councils in every province all of which has been established since 2003. In fact sectoral and regional approach can be regarded as complementary measures to decentralize the policy decision making process and implement the differenciated policies according to the specific situations of each sector or region. Therefore it can be said that linking two approaches is very important with regard to enhancing the efficiency of national human resource development system. In this vein, we conducted survey about current situation of regional HR development and tried to find the ways of link sectoral and regional approaches.
5. Policy recommendations for the development of SCs in Korea
Finally, based on the results of previous surveys and research, we proposed several policy suggestions about the development of SCs. Especially we stressed the importance of explicit consideration of interests of various stakeholders related to the activity of SCs. Such is reflecting the fact, on the one hand, that there have already been several reports about the development of SCs and that, on the other hand, without taking account of complicated interweave of various interest, actual implementation of those policy suggestions may confront much difficulty and even become to be unfeasible. So in the first place we carried out interest analysis of various stakeholders, and based on such analysis, proposed policy recommendations for the development of SCs in Korea.요 약
제1장 서론
제1절 연구의 필요성 및 목적 1
1. 연구 배경 및 필요성 1
2. 연구 목적 4
제2절 연구 내용 및 방법 6
1. 연구 내용 6
2. 연구 방법 7
제2장 노동이동과 산업 특수 숙련
제1절 머리말 9
제2절 선행 연구 검토 10
제3절 산업별 노동이동 집중성 계수 작성 12
1. 노동이동 집중성 계수의 작성 방식 12
2. 산업별 노동이동 집중성 계수의 작성 결과 18
제4절 산업별 노동이동 집중성의 임금효과 추정 22
1. 개인 특성과 산업별 이동 집중성의 관계 분석 22
2. 산업별 이동 집중성의 임금효과 분석 30
제5절 산업별 노동이동 집중성의 산업별 분포 분석 35
1. 산업 내 이동에서의 이동 집중성 분포 35
2. 산업 간 이동에서의 이동 집중성 분포 40
제6절 요약과 정책적 시사점 46
제3장 산업별 협의체의 활동성과 분석
제1절 산업별 협의체의 조직 및 사업 추이 49
1. 산업별 협의체 추진 경과 개요 49
2. 산업별 협의체의 조직ㆍ인력 및 예산 현황 52
3. 산업별 협의체별 사업 추진 실적 59
4. 평가 및 시사점 62
제2절 산업별 협의체 관계자 조사결과 65
1. 조사개요 65
2. 조사 결과 68
제3절 요약과 정책적 시사점 107
제4장 인적자원개발에서의 지역별 접근과 산업별 접근의 연계
제1절 RHRD와 SHRD의 관계 111
1. 개관 111
2. 유형별 특징 113
제2절 주요국의 현황 분석 124
1. 영국의 지역 차원 SHRD 사례 124
2. 미국-보스톤(Boston) 지역의 SHRD 사례 138
제3절 지역 인적자원개발 관계자 조사 결과 146
1. 조사개요 146
2. 조사 결과 149
제4절 요약과 정책적 시사점 164
1. 영국 사례의 시사점 164
2. 미국 보스톤 지역 사례의 시사점 167
3. 지역 관계자 조사 결과의 시사점 170
4. 해외 사례와 지역 관계자 조사 결과의 시사점 종합 171
제5장 산업별 협의체의 발전 방안
제1절 발전 방안 모색의 기초 177
1. 산업별 협의체 관련 분석 결과 요약 177
2. 발전 방안 모색의 관점: 행위자 중심적 접근 179
3. 발전 방안 모색의 기본 방향: 새로운 숙련 형성 체제 구축의 계기 181
제2절 산업별 협의체의 추진 환경 평가 187
1. 부처별 정책 대응 평가 187
2. 산업별 협의체의 법적 환경 평가 191
3. 산업별 협의체 관련 기관의 대응 평가 196
제3절 산업별 협의체의 발전 방안 198
1. 산업별 협의체의 조직 역량 강화 198
2. 산업별 협의체의 활동 강화 213
3. 산업별 협의체의 정착 지원 방안 231
SUMMARY 237
산업별 협의체 전문가 조사 설문지 245
지역 인적자원개발 관련 전문가 조사 설문지 261
참고문헌 27
Development of KRIVET Occupation Prospect Index
No full text직업세계에서 진행되고 있는 변화의 흐름을 거스르지 않고 주도적으로 헤져 나가기 위해 무엇보다 필요한 것은 직업의 현황과 미래전망에 관한 심층적이고 신뢰할 수 있는 정보이다. 정확하고 신뢰할 수 있는 직업전망정보는 국가적 차원의 인적자원개발을 효율화함은 물론 국민 개개인의 합목적적 진로설계를 위한 기초가 된다.
본 연구는 직업의 다양한 가치를 반영한 종합적인 직업전망지표를 주기적으로 산출하는 것을 목적으로 한다. 2007년에는 1차 전망으로서 제조업종에 속하는 152개 직업을 대상으로 직업전망을 실시하였으며, 연차적으로 전 직종에 대한 직업전망 정보를 산출할 계획이다.
본 연구를 통해 산출된 10년 후 미래에 대한 직업전망 정보는 인적자원정책 담당자는 물론, 장차 직업세계로 진입하게 될 학생, 전직을 준비하는 재직자, 은퇴기에 제2의 인생 설계를 하고 있는 중고령자 등에게도 유용하게 활용될 수 있을 것이다.
○ 주요내용
- 직업전망지표개발 연구방법론
- 제조건설업종의 특징과 직업세계
- 직업전망지표의 주요 결과
- 10년 후의 직업전망지표
- 향후 정책과제1. Introduction
In recent years, the Korean economy has experienced rapid transition into knowledge-based economy, more severe competition from open-door policy than before, and intense technological innovation. These changes are leading to changes in the socio-economic structure and, as a result, the uncertainty and instability surrounding the world of occupations are higher than ever before.
For households, businesses, and governments to response actively and effectively against the rapidly progressing world of occupations, it is important and urgent to find the exact nature of change and to forecast the future direction. The information provided through the "Occupation Prospect Index" will help form the foundation for optimal responses to the challenges posed by the world of occupations, especially assisting and promoting individuals to make self-initiated career plans and contributing to the enhancement of efficiency of government's HRD policy.
This study succeeds the 2006 project on "Basic Research on the Development of KRIVET Occupation Prospect Index". The main objective of the 2006 study was to complete the design of the Occupation Prospect Index by understanding the related statistics and surveys, and organizing the network of experts. Based on the last year's survey design, we have carried out a survey on 867 job experts. The purpose of this study is to afford a credible Occupation Prospect Index and make it public so as to broaden the understanding of individuals about the world of occupations and thereby support rational career planning. Also, it aims to strengthen the linkage between school and work, and support the government's HRD policy.
KRIVET Occupation Prospect Index consists of seven evaluation areas and 23 detailed items as follows: ① compensation - earnings and benefits ②employment conditions - job creation, job growth, and job competition ③employment stability - full-time employment and job retention ④career growth prospects - self-development, promotion, and possibility of job change ⑤working conditions - working hours, physical environment, stress ⑥professionalism - expert knowledge, autonomy, authority, social reputation, community service, and spirit of calling ⑦employment equality - gender equality, elder-friendliness.
In total, 867 job experts responded to these items for maximum of 10 jobs among 152 jobs which were mainly from manufacturing and construction industries. They have evaluated 23 detailed items for each job of their choice for present and 10 years later from now. The survey on job prospects for 10 years later was tried for as an early warning of changes in the occupation world. Of the 392 occupations classified in the Korean Employment Classification of Occupations (KECO), 152 jobs were surveyed this year and the remaining occupations will be covered 2008 and 2009.
First of all, we have constructed a database of 9,774 occupation experts using various ways and developed an on-line survey system. Survey period was from 20 August to 5 October, 2007 and, finally, we received 4,790 responses from 867 occupation experts for 152 occupations surveyed this year.
2. Main Findings
The Occupation Prospect Index was compiled for the 152 jobs based on 867 occupation experts' responses on 23 detailed survey items. The main results will be presented in three distinguishing time horizons, namely, present, 10 years time, and the difference between the two points in time.
First, according to the Occupation Prospect Index for the present, IT related occupations showed the highest prospects, followed by chemical related occupations, electricㆍelectronic related occupations, mechanic related occupations. Among the top-20 occupations in the comprehensive Occupation Prospect Index, 9 were IT related occupations, while 4 were chemical related occupations, 3 were electric & electronic related, and 2 were mechanic related. IT consultants received the highest scores as the most prospective occupation, reflecting the Korean IT industry's high level of competitiveness in the global market, flexible working environment and relatively high rewards.
Second, according to the Occupation Prospect Index for the 10 years time, the occupations with the highest prospects are those chemical related ones, followed by IT related occupations and mechanic related occupations. To the contrary, textile and garment related occupations showed the lowest prospects, followed by construction related occupations and material related occupations.
The top-20 occupations in the comprehensive Occupation Prospect Index for the 10 years time included 5 IT related occupations, 4 mechanic related occupations, 3 environment related occupations, and 2 chemical related occupations. According to the index, the occupation with the highest prospects 10 years later will be aircraft mechanics in relation to the growth in air transportation.
Third, the analysis of the change in Occupation Prospect Index for 10 years time showed a significant structural change in the world of occupations. Prospective occupations both now and in the future included engineers in various fields, city planners, aircraft mechanics, and IT related occupations (IT consultant, computer system designer, computer security specialist, etc.). The occupations with higher prospects in the future included auto assembler and inspector, computer engineer, communication engineer, system software developer, and applied software developer.
Occupations with weakening occupation prospects 10 years later compared include construction related occupations, such as stonemason, floor construction worker, glass adhesion worker, building painter, and boiler installer, clay goods manufacturing operators, rice cake maker and incinerator operator.
3. Policy Implications
Policy implications of the above analysis are as follows.
First, it is necessary to flexibly reorganize labor force by industry and occupation in response to the future change in industry structure. According to the occupation prospect analysis, IT, electronics, chemical related occupations showed high prospects, but textiles and construction related occupations displayed a downward trend. The occupations with high prospects need to develop top brains in the field with high level of knowledge and skills required for continuous improvement in technological innovation and productivity. The industries with weakening competitiveness, such as textile and construction, need to increase the employability of workers mainly doing low skills tasks through vocation competency development. In addition, for effective labor mobility from sunset industries to emerging industries, government should provide policy support to offer education and training opportunities to acquire job skills in prospective fields.
Second, working conditions of the strategically-important industries need to be improved for sustainable growth. The prospects were high for IT consultant and IT related occupations, but they rated poorly in terms of mental stress level, working hours and working conditions. Many of the industries with high growth potential or those regarded as core industries of the future with high levels of compensation and job creation are suffering from longer working hours and intense mental stress now and are expected to in the future.
These results indicate that those working in the Korean economy's key industries are at the risk of depletion of competencies over a short period of time. It may not be possible to improve working conditions and reduce work intensity to match the level of advanced economies immediately, but measures should be made to lower the excessively long working hours.
Third, it is important to cope with the new manpower demand in health and well-being related occupations such as environment, food, safety, and health. According to the survey, the occupations with good future prospects are food engineer, non-destructive inspector, and industrial safety & danger manager. It is anticipated that these occupations would extend rapidly with income growth, open-door policy for foreign food and goods, and enhanced interest for better health and safety among people. It is believed that global standards on environment and safety will grow in importance, as the economy becomes further integrated into the global market. Hence, an emphasis should be placed on workers to gain vocational competencies that will allow them to undertake tasks even at the international level.
Fourth, it is necessary to expand the female-friendly occupations with better working conditions to cope with expected labor shortage. The Occupation Prospect Index result exhibited that food manufacturing inspector, construction cost estimator, textile inspector, and instrument repairer would generate more jobs for females, even though those occupations rated low in the comprehensive Occupation Prospect Index. This implies that female-friendly jobs are expected to expand with poor working conditions in the future and it would act as a major restriction for utilizing female labor force in the labor market.
Fifth, to make 'KRIVET Occupation Prospect Index' more credible and systematic, a strategic approach is needed to secure and maintain the pool of occupation experts. In order to support career planning and development of individuals based on understanding of changes in the world of occupations, the Occupation Prospect Index survey should be carried out on a regular basis for all occupations. It is essential to build and maintain a panel of occupation experts who can provide reliable responses on the present and future state of the world of occupations.
Sixth, in order to enhance the utility of the Occupation Prospect Index, it is necessary to include the questionnaire on required core competency for each occupation. Emerging as a major issue in the knowledge-based economy is to overcome the time lag between the incidence of demand for new skills and the supply of skilled workers. If demands for manpower to be actively taken into account, a mechanism should be put into place for the generation, provision and evaluation of information related to core competencies demanded by the world of occupations.목 차
요 약
제1장 서론
제1절 연구의 필요성 및 목적 1
제2절 연구의 내용과 범위 3
제3절 연구방법 6
1. 기존통계자료의 활용 7
2. 직업전문가 DB 구축 7
3. 직업전문가 대상 설문조사 8
제4절 용어의 정의 10
1. 직업전망 지표 10
2. 직업전문가 11
제2장 직업전망지표개발 연구방법론
제1절 직업전망지표개발의 방향 13
1. 직업세계 변화의 미래상 제공 13
2. 직업세계의 다차원성 강조 14
3. 현장 지향성 강화 15
4. 활용성의 극대화 15
제2절 직업전망 지표의 구성 16
1. 직업전망 지표의 범주 구성 16
2. 범주별 하위구성요소 17
3. 지표생성을 위한 가중치의 도출 18
제3절 직업전망조사의 설계 20
1. 조사설계의 개요 20
2. 직업전문가 DB구축 22
3. 설문지 재조정 29
4. 조사실시 체계의 구축 31
제3장 제조건설업종의 특징과 직업세계
제1절 제조건설업 개관 41
1. 생산 41
2. 수출 43
3. 제조건설업종내 직업의 특징 45
제2절 우리나라 직업세계의 변화추이 50
1. 산업별 취업구조 50
2. 직업별 취업구조 52
3. 종사상지위별 취업구조 54
제3절 최근 직업세계 변화의 특징 56
1. 비정규직의 확대 56
2. 청년층 실업률의 상승 58
3. 경력직 위주의 채용관행 60
4. 조기퇴직의 관행화 61
제4장 직업전망지표의 주요결과
제1절 조사개요 63
제2절 현재의 직업전망지표 67
1. 종합 직업전망지표 67
2. 영역별 직업전망지표 71
3. 주요 영역간 교차 비교 78
제3절 10년 후의 직업전망지표 84
1. 종합 직업전망지표 84
2. 영역별 직업전망지표 90
3. 영역별 교차비교 105
제4절 직업세계 변화 추세 113
1. 종합지표의 변화추이 113
2. 영역별 지표의 변화추이 122
제5절 이슈분석 및 조사결과 타당성 검토 133
1. 여성유망직종 발굴 133
2. 고령자유망직종 발굴 137
3. 조사결과 타당성 검토 139
제6절 시사점 142
제5장 요약 및 정책과제
제1절 요약 145
1. 현재의 직업전망지표 147
2. 10년 후의 직업전망지표 148
3. 현재와 10년 후간의 직업전망 변화 148
4. 유망직종 발굴-여성, 고령자 152
제2절 정책과제 154
1. 산업구조 변동에 대응한 인력재편 원활화 154
2. 전략산업 직업군의 근로여건 개선 필요 155
3. 웰빙관련 직업부상에 따른 직무능력개발 156
4. 여성친화적 일자리 확충 157
5. 직업 전문가 풀의 확보와 유지를 위한 전략적 접근 159
6. 필요직업기초능력에 관한 정보제공 161
직업전망지표의 향후과제-필요 직업기초능력 전망
제1절 문제제기 165
제2절 지식(knowledge)에서 역량(competency)으로 168
1. 개념검토-지식, 역량, 핵심역량 168
2. 지식에서 핵심역량으로 173
제3절 핵심역량의 구성항목 175
1. 역량의 구성차원 175
2. 해외사례 검토 176
3. 우리나라의 현황 183
제4절 핵심역량 조사방안과 결과활용 184
1. 핵심역량의 구성 184
2. 핵심역량 조사방안 186
3. 조사결과의 활용 187
SUMMARY 195
203
참고문헌 30
Human Resources Development and Labor Market Transition of Youth(Ⅲ)
No full text본 연구는 지난 두 차례의 연구에서 다루지 못했던 내용에 집중함으로써 전체 연구를 종합하고, 청년층 노동시장 이행과 인적자원개발에 있어서 대응책을 제시하는 데 그 목적이 있다. 특히 본 연구는 청년, 기업, 정부 세 주체의 행동과 연관되는 논의를 전개함으로써 청년층에 대한 문제의 근원을 추적하고 장기적인 관점에서 대응책을 마련하는 데 목적을 둔다.This study has been conducted to seek a solution and to trace the cause which youth in the labor market. The report has combined two fields of studies. One is the macroscopic view and human resources investment that the youth will face and the other is to identify the trend of labor market transition. The former is to observe the trend and change in youth human resources in the labor market, which focuses on the mid and long-term macroscopic view and microscopic activities. The latter focuses on the microscopic analysis of school to work transition of the youth human resources.
This report simultaneously treats labor market transition and human resources development. Taking the mutual relation into consideration, the detailed content of the report as follows:
- Aging and youth human resources development
- Investment on youth human resources development
- Youth's result in the labor market transition
- Government policy of youth human resources development and evaluation
As a result of the study, the settling point of youth human resources development is not simply solving the youth unemployment but providing quality and systematical solution of the problem. Specific countermeasures are as below.
First, management system for knowledge trade shall be established. Second, income-conditional financing shall be set as an financing vehicle for higher education considering our reality. Third, information infrastructure shall be established based on human capital investment. Fourth, human capital investment system for youth's labor market shall be prepared. For this matter, voucher system for training and training cost support that is linked is future income shall be established. Fifth, government's higher education financing management system shall be utilized. Sixth, inducement for government's indirect participation shall be provided. Seventh, the efficiency of human resources investment to strengthen high-quality human resource's productivity shall be promoted. For this kind of promotion, system such as technical holding company shall be linked with financial system. Eight, education welfare system shall be strengthened to activate youth labor market transition.요 약
제1장 서 론 1
제1절 연구의 필요성 및 목적 1
1. 연구의 추진 경과 1
2. 연구의 필요성 2
3. 연구의 목적 5
제2절 연구 질문 및 내용 5
1. 연구 질문 5
2. 연구 내용 6
제3절 연구 방법 및 추진 전략 7
1. 연구 방법 7
2. 연구 추진 전략 8
제4절 연구의 범위 및 구성 9
제2장 고령화시대의 청년층 인적자원개발 15
제1절 청년층 인적자원개발의 문제 15
1. 노동시장에서 수급불일치 16
2. 청년층의 일자리 정착 18
3. 대졸 청년 실업의 특성 20
4. 청년 인적자원의 문제점 25
제2절 청년층 노동시장의 미래와 생산성 28
1. 노동시장의 변화와 생산함수 28
2. 인구구조의 변화와 대응 방안 31
3. 노동력 확충의 한계와 새로운 대안 38
4. 노동생산성 증가의 규모 추정 44
제3절 청년층 인적자원에 대한 이론적 배경 48
1. 학교에서 노동시장으로 이행 48
2. 국가인적자원개발에 대한 논의 60
3. 인적자본 및 선별 이론 67
4. 청년층 인적자원에 대한 이론적 함의 79
제3장 청년층 인적자원개발을 위한 투자 83
제1절 청년층 인적자본 투자의 배경 83
제2절 고등교육 단계의 인적자본 투자 89
1. 고등교육의 선택 89
2. 고등교육의 공급 97
3. 고등교육의 투자 106
제3절 노동시장에서 청년층 인적자본 투자 122
1. 청년층 훈련의 특성 123
2. 훈련투자의 일반적 모형 127
3. 불확실성하의 훈련 투자 135
제4절 청년층 인적자본 투자의 실태와 시사점 143
1. 고등교육투자 143
2. 청년층 인적자본 투자 166
제4장 청년층의 노동시장 이행 성과 177
제1절 분석의 주요 쟁점 177
1. 숙련불일치의 측정 178
2. 숙련불일치와 일자리 정착 179
3. 청년층의 이직과 임금효과 181
4. 청년층의 노동시장 성과와 분석 요소 182
제2절 청년층 숙련불일치와 노동성과 184
1. 분석 자료의 특성 184
2. 청년층의 노동시장 이행실태 186
3. 노동시장 이행 성과에 대한 실증 분석 190
제3절 청년층 직장이동과 경력형성 202
1. 자료 구성과 기초통계 202
2. 첫 일자리로 이행 기간과 특성 206
3. 청년층 직장이동과 경력형성의 특성 216
4. 청년층 직장이동과 임금성과 226
제4절 실증분석 결과의 시사점 231
제5장 정부정책의 현황 및 평가 235
제1절 고등교육의 재정지원 정책 235
1. 정부의 고등교육 재정지원 규모 235
2. 부처별 대학재정 지원 현황 237
3. 인적자원개발 및 연구개발 지원 241
4. 수도권 대학과 지방 대학의 지원 244
5. 문제점 및 대응책 246
제2절 기타 고등교육 투자 247
1. 학자금 융자제도 247
2. 정부보증 학자금 대출제도 251
3. 장학금제도 256
제3절 청년 근로자 인적자원개발 정책 259
1. 직업능력개발 259
2. 청년 실업 대책 268
제4절 정부정책의 평가와 대응방안 273
1. 고등교육 투자 정책 274
2. 노동시장에서 청년층 인적자본투자 279
제6장 요약 및 결론 283
SUMMARY 289
참고문헌 29
Koreans' Occupational Consciousness and Work Ethic(2007) : In the Context of International Comparison
No full text글로벌 지식 경제 시대에 한국인의 직업의식이 어떤 위치에 있고 어떤 특징을 갖는지를 파악하는것은 학문적으로나 정책적으로 중요하다. 본 연구는 한국, 일본, 미국, 독일 4개국 국제비교조사를 통해 현 시기 한국인의 직업의식과 직업윤리를 국제적 맥락에서 비교분석한 것이다.
본 연구에서는 한국, 일본, 미국, 독일의 18~64세 성인 취업자를 모집단으로 하여, 각국별로 1,200명씩 총 4,800명의 표본을 대상으로 설문조사를 실시하였다. 표집 및 조사는 인터넷 엑세스 패널 서베이(Access Panel Survey) 방식에 따라 이루어졌으며, 직업가치관과 직업위세 등 직업의식 및 직업윤리 전반을 조사하였다.
한국인의 일과 삶의 만족도, 조직 및 직무몰입은 미국이나 독일에 비해 낮지만 일본보다 다소높았다. 삶에서 일이 차지하는 중요도는 매우 높았지만, 일에 대한 자부심은 낮아 후진적 양상을 보였다. 일본인들의 조직 및 직무몰입이 높다는 통설을 지지되지 않았다. 직업위세 평가에서 한국은 상대적으로 민간부문의 가치 창출형 직업들에 대한 평가가 낮았으며, 직업위세 격차가 두드러지게 컸다.KRIVET 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 on 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 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 comparively low. Especially the Koreans showed the lowest satisfaction on working hours and work environment.
Chapter 4 discusses the attitudes towards work values. Our survey results shows that the Koreans put more emphasis on economic rewards and employment stability than other country workers do. And Korean workers evaluate the importance of work in life most highly, whereas self-esteem on their job was lower than any other country workers. So Korean workers' attitude on work values shows somewhat undesirable or out-of-date characteristic which is not suitable for advanced IT society.
Chapter 5 dealt with organizational commitment, job commitment and trust in workplace. According to our analysis, japanese respondents turned out the least positive in terms of work enthusiasm, pride in their jobs, and organizational loyalty among the four countries. Whereas U.S. and German workers responded more positively and actively than the Koreans and the Japanese. Overall, the workers of the United States and Germany showed more positive attitudes towards job commitment and trust in workplace. This appears to imply that, among such western countries, isomorphism occured in various aspects relating to occupational consciousness.
Chapter 6 analyzes differences in attitudes towards occupational prestige by country. According to our analysis, the Koreans evaluate the prestige of lawmakers, pharmacists, and middle or high school teacher highly and the Japanese did the prestige of lawmakers, pharmacists, and software developers. Whereas the Americans and Germans put comparatively high score to the prestige of software developers. mechanical engineers, pharmacists, businessmen. And occupational prestige gap was biggest in Korea, while least in the United States. This suggests that the Koreans have the most strong differential consciousness towards occupational prestige. Multiple regression analysis shows that job satisfaction, education level, working years and earnins have positive influence on self-evaluated occupational prestige.
As to work ethic, chapter 7 indicates that Korean people tend to take responsibility, spontaneity, and job competency into account seriously while less do so on creativity, conformity to organization, and integrity. The Japanese showed similar pattern to that of the Koreans. Whereas the Americans and Germans consider creativity, and integrity comparatively more important than do the workers of two east-asian advanced countries. Self-evaluated level of work ethic of one's own occupational group was highest among American workers and the Germans was the next. The Koreans and Japanese evaluate their own work ethic level comparatively low.
Chapter 8 dealt with perception about the relation between job qualification and occupational consciousness. On the items which represent the individual's capability, work experience was considered first in all 4 countries. Next, the Koreans and Japanese think educational background more significant rather than certification, but the Americans and Germans did certification rather than educational background. According to our analysis, job qualifications seems to have more or less positive influence on organizational and job commitment.요 약
제1장 서론
제1절 연구의 필요성과 목적 1
제2절 연구의 내용과 방법 2
제2장 선행연구 및 조사의 개관
제1절 선행연구의 검토 5
1. 한국직업능력개발원의 직업의식 연구 5
2. 기타 국내외의 직업의식 관련 조사연구 6
제2절 조사개요와 방법 8
1. 조사목적과 대상 8
2. 표본설계 9
3. 조사방법 13
제3장 삶과 일 만족도의 국제비교
제1절 서 론 19
제2절 기초분석 결과 21
1. 국가간 삶의 만족도와 직무만족도 비교 21
2. 배경변수들과 삶의 만족도 24
3. 주요 배경변수별 직무만족도 32
4. 직업가치관 변수들과 직무만족도 상관관계 분석 결과 40
제3절 직무만족도에 영향을 미치는 요인에 대한 국가별 비교 분석 50
제4절 소결 59
제4장 지식정보사회 직업가치관의 국제비교
제1절 서론 63
제2절 이론적 논의 65
1. 직업 가치관의 국제비교 연구 65
2. 직업 가치관: 핵심 가치 67
3. 직업 가치관: 지식정보사회의 주요 가치 68
제3절 분석결과 70
1. 일의 중요도와 자부심 70
2. 일의 특성에 대한 중요도 평가 77
3. 직업환경의 변화와 직업생활의 태도 81
제4절 소결 96
제5장 조직 몰입, 직업 몰입 및 직장에서의 신뢰
제1절 서론 103
제2절 조직 몰입의 국가간 성별 비교 105
제3절 직업 몰입의 국가간 성별 비교 111
제4절 직장에서의 신뢰에 대한 국가간 성별 비교 117
1. 직장에서 개인적으로 신뢰하는 사람의 수 117
2. 직장에 대한 신뢰 119
제5절 소결 128
제6장 직업위세에 대한 인식의 국제비교
제1절 서론 131
제2절 이론적 논의 132
1. 직업위세의 개념 132
2. 직업위세에 대한 선행연구 133
3. 연구내용과 연구방법 136
제3절 직업위세에 대한 국가별 비교 분석 결과 137
1. 직업위세 순위 137
2. 직업위세 격차 140
3. 하위집단별 직업위세 인식 142
제4절 자기평가 직업위세의 국가별 비교 분석 결과 148
1. 자기평가 직업위세 인식 149
2. 자기평가 직업위세의 결정 요인과 국가별 차이 152
제5절 소결 155
제7장 직업윤리 인식의 국제비교
제1절 서론 159
제2절 이론적 논의 160
1. 직업윤리의 개념 160
2. 직업윤리에 관한 선행연구 163
제3절 분석 결과 165
1. 직업윤리 덕목 165
2. 직업윤리 수준 평가 175
3. 직업윤리 수준이 낮은 이유 180
제4절 소결 181
제8장 직업자격과 직업의식의 국제비교
제1절 서론 185
제2절 이론적 논의 186
1. 자격제도의 유형 186
2. 국가별 자격제도의 특징 188
제3절 국가별 자격의 인식과 자격 취득자 현황 191
1. 국가별 자격의 인식 191
2. 국가별 자격취득률과 특징 192
3. 자격관리운영 주체별 자격취득률 194
4. 직무분야별 자격취득률 195
제4절 국가별 자격이 직업의식에 미치는 영향 196
1. 자격과 직무만족도 196
2. 자격과 조직몰입도 200
3. 자격과 직업몰입도 209
제5절 소결 216
제9장 요약과 결론
제1절 요약 219
제2절 함의와 정책제언 228
SUMMARY 233
설문조사표-한국 239
설문조사표-일본 249
설문조사표-미국 256
설문조사표-독일 263
참고문헌 27
[교육·직업훈련·노동시장 동향] 교육
No full textHRD 및 교육정책동향
HRD정책 동향
□ 2007년 제 2·3차 인적자원개발 회의의 주요내용
□ 2007년 인적자원개발 우수공공기관 인증
교육정책 동향
□ 실업계고를“전문계고”로 명칭 변경
□ 2007년 사교육 의존도 완화 방안 발표
□ EBS 영어교육채널 개국
□ IMD 국가경쟁력4) 교육 분야 순위 대폭 상승(42위 → 29위)
□ 한국형 MBA 운영 현황
교육비 동향
□ 2007년 1/4분기 월평균 교육비, 전년 동기 대비 6.1% 증가
□ 소득 분위별 교육비 격차, 소득 최상위(10분위)가 최하위(1분위)의 약 7.1배
□ 교육물가지
[특집] 한·미 FTA가 노동시장에 미치는 영향
No full text본고는 한·미 FTA가 노동시장에 미치는 영향을 일자리 창출, 고용조정 압력, 소득분배, 노동규제에 미치는 영향으로 나누어 살펴보기로 한다.
한·미 FTA가 일자리 창출에 미치는 영향
한·미 FTA로 인한 고용조정 압력
한·미 FTA가 소득분배에 미치는 영향
한·미 FTA가 노동규제 환경 변화에 미치는 영향
결
[교육·직업훈련·노동시장 동향] 직업훈련
No full text정책동향
한·미 FTA 고용대책 발표(2007년 6월 28일)
국가기술자격법 시행규칙을 개정 공포(2007년 7월 9일)
자격기본법시행령 개정안 및 시행규칙 제정안 입법예고(2007년 8월 16일)
직업능력개발사업 동향
2007년 2/4분기 직업능력개발사업 지원 인원, 전년 동기 대비 19.0% 증가
직업능력개발훈련 동향
직업능력개발훈련 참가자 비율 8.0%로 전년 동기에 비해 0.6%p 높아짐
5~299인 사업체 근로자 훈련 참여율 증가세 유지
사업주 훈련 참가인원 전년 동기 대비 15.6% 증가
사업주 양성훈련 인원 17.6% 증가
신규 취업자의 양성훈련 참가율 12.5%
실업자재취직훈련 동향
실업자재취직훈련 인원 전년 동기에 비해 14.5% 증