Korea Research Institute for Vocational Education and Training
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Activation of Collective Learning Network to Strengthen Artificial Intelligence Fusion Technology
Get PDFArtificial intelligence and convergence technology is a core competence that determines the core competitiveness of the 4th industrial revolution. Although the interest has increased since the Alpha Go event, the level of technology, experts, investment and infrastructure are insufficient.
Artificial intelligence, led by smart technology, has emerged as the core of national competitiveness in the 4th Industrial Revolution, as artificial intelligence that learns by itself and IOT, cloud, and big data are combined and developed rapidly.
The most important characteristics of the artificial intelligence and its application are the results of a learning network that occurs within the industrial ecosystem of many researchers and companies, not individuals or individual institutions. Therefore, in order to develop artificial intelligence, it is necessary to strengthen learning network that can activate group learning. The robustness of the industrial ecosystem that supports this will determine the competitiveness of the industrial structure.
A single star company decides its overall competitiveness, that is, the hierarchical integration strategy led by large companies is no longer easy to remember. Development of artificial intelligence network provides opportunities for many technology start-ups and job creation. The domestic artificial intelligence specialists and start-ups have considerable capabilities. Universities and research institutes are also recognized in the field, but professional workers and start-ups are not networked and develop into new businesses or programs. Therefore, Collective learning based on network is a driving force that facilitates the development of various business opportunities and product development based on the cooperation of experts and companies with various competencies.
Group learning networks of artificial intelligence related technology are defined as a concept that includes knowledge creation and dissemination, inter-organizational network, and innovation activities outside the company for activities in which connected professionals and companies create new value. These diverse professional and corporate networks are mainly used to develop ideas to be realized in the lean process and value chain, to create and segment customers. In order for lean processes to work smoothly through such group learning, an ecosystem supporting this can be established. This horizontal network ecosystem is located at a point opposite to the hierarchical integration of pyramid shaped subcontracts
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A Study on Method to Share Roles between Vocational Training Institutions According to Job Level of Industrial Manpower
Get PDFTo cultivate and apply manpower required from the highly skilled society from now on, the role of education policy for systematical human resources development since high school stage to college and university has become more important. However, as for the current state of vocational education, it has been pointed out as chronic problems such as absence of system to deliver changes of industrial structure and occupational manpower demand in the education and training systematically, severance between learning from school and business work, and lack of on-site technical expertise of teaching staffs etc.
In this research, it is tried to pay attention to provide educational experience of contents and level for school by the vocational education institution per school level based upon NCS. To achieve the above-mentioned purpose, in this research, it has been discussed role division by focusing on curriculum systemized method for relevant major areas in the high school, college and university by focusing on three job areas. And it has been proposed the policy to contribute toward competency centered society by enhancing the reliability for vocational education and improving satisfaction for education of students through cultivating manpower per job level required from labor market.
The major contents of this study are as following:
First, it would be searched the necessity of role division of vocational education institution through analyzing advanced studies and policies etc.
Second, it would be analyzed the education contents and level of curriculum of vocational education institution per school level.: Consistency of curriculum contents per school level based on the contents and level of competence unit of three job areas (hair beauty, production of electronic devices and software development)
Third, it would be comprehended the current state of job level and manpower type of industrial manpower: Method to strengthen ability according to job level of industrial manpower, performance expectation level per school level and suitable academic background ability for three job areas (hair beauty, production of electronic devices and software development)
Fourth, it would be drawn policy proposal to share roles of vocational education institution.
To achieve above-mentioned purpose, it has been analyzed domestic and foreign advanced researches and literatures and applied policy seminars to draw policies, questionnaires targeting industrial workers, analyzing gap between curriculum per school level of vocational education institution, and expert conference etc. Especially, in this study, it has been aiming efficiency and substantiality to perform the research by limiting study subject to three job areas (hair beauty, production of electronic devices and software development).
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Study on National Skills Outlook
Get PDFThe main objective of this research is to develop a model for skills outlook and to propose its outcome. This research is composed of 3 stages in total. Each suggests has its own prospects, yet the combination of the 1st stage and the 2nd stage leads to the skills outlook for the 3rd one, thus the final outlook in this study is the 3rd stage.
The 1st stage suppose that the professional distribution in the profession is fixed and presents a skills outlook by reflecting the changes in employment distribution between careers. The 2nd stage predicts the changes in employment distribution in the career by using Delphi method. Lastly, the 3rd stage is the combination of the first and two stages.
The skills for the outlook object in this year’s research includes 34 middle categories of NCS Vacational Core Competencies. The method of investigation was to select the most important skill out of those 34 areas. In this case, the importance of the following skill can be marked in percentage because it is simply choosing between either 0 or 1. In other words, this research offers the importance about specific skill of specific jobs that evaluated by a specific company by a certain percentage, and shows how many percentage that importance would rise or fall in the future.
The underlying meaning of the outcome of this research is as follows: Based on the service sector, which is limited to service industries using this year’s data, it is identified that some skills become more important in future than present. The skills in basic foreign language, human resources management, strategy application, cosmopolitan outlook, and the understanding of management are such examples. However, these skills are measured in terms of future importance changes compared to the present, and even if they do become more important, some of them would still has low importance in an absolute standard. One entertaining factor is that there is no skill to feel difficult in eliminating disparities when analyze of how difficult it is to eliminate disparities between important skill of the present and the future. Henceforth, even if a corporation consider a skill important for the present and the future, the disparities in skills caused by that evaluation would be eliminated pretty easy. This has a lot to do with how our countries’ corporations do not require that many highly skilled people in a working environment
Utility Evaluation of Private Certifications II : Establishing utility Evaluation System
Get PDFThis study is 2nd year research of its 3 years research project on utility evaluation of private certifications. This utility evaluation is performed by using most of the evaluation system proposed on the 1st year research. The targets of this evaluation are private certifications authorized by the state on May, 2016, which were wiling to participate on this utility survey. Overall summary on the evaluation research is as follows:
First, the satisfaction value on authorized private certifications by ministries are 3.58, which is higher than the median value of 3. As the common satisfaction value result is way beyond the median value, the absolute value is not a high level.
Second, classifying the vocational certifications and basic vocational certifications, the result shows that the utility of vocational certifications have higher utility value than basic vocational certifications in every respect.
Third, in terms of the areal utility of state authorized private certifications, non-economic utility and management operation of private certifications show high utility value than average value. This indicates that existing private certification market is more focused on improving the individual competency not on entering into the job market.
Fourth, in terms of the infrastructure of state authorized private certifications, hardware-wise infrastructure has higher value than the software-wise one. This means that certification system shows lower average value than that of the organization’s management operation capability. This demonstrates that state authorized test agencies are not fully displaying its ability. This is because many of certifications’ test subject and test methods, which are the core of the certification system, are inadequately designed.
Fifth, the correspondence value of private certifications is also shown as below average value. This attributes to the fact that the existing state authorized private certification does not fulfil the improvement of lifelong vocational competency of people, which is the purpose of establishing the system.
Sixth, although some of state authorized private certifications claim to advocate vocational qualification-test, they did not properly function, and some other basic vocation related authorized private certification functioned as vocational qualification-test.
According to its evaluation result, this study would like to suggest a policy recommendation. First, classifying vocational qualification- test and basic vocational qualification-test when it comes to authorizing the private certifications. Second, simplifying the re-authorizing procedure for the certifications with high utility value. Third, reinforcing the inspection regarding non-participating agency and test subject. Fourth, reinforcing the management of certification quality through feedback on evaluation result. Fifth, granting incentive to already registered private certification when it’s newly authorized
Diffusion of AI(Artificial Intelligence) and Change of Skills
Get PDFWhile AI(Artificial Intelligence) is substituting the abilities of cognition, learning, and reasoning which previously were regarded as being possible only in human being, there are growing cautiousness in society on how to respond to this challenge in policy level. In this circumstances, this study attempts to analyze how the changes of skills are being processed with a regard to the diffusion of AI and aims to provide a set of policy choice with the degree of importance and urgency in the response plan.
It is expected that the repetitive tasks(routine tasks) of professional jobs as well as the functional skills will continuously be substituted by the diffusion of AI. When we consider the recent trends of skill’s change related with the technological changes like AI, it is recommended emphasizing cognitive abilities in the vocational education and training, that enable more preemptive response. Furthermore, it is considered to strengthen the communication skills to enhance group reponses and collaboration rather than individual responses.
The survey of experts regarding the human resource policy responding to the development and diffusion of AI in 10 years, shows that the importance and urgency of training for highly potential manpower is very high comparing with the facilitation of development in cognitive abilities, social skills in education and training, and enhancement of basic programming education in secondary education.
Meanwhile, the diffusion of AI will consistently create new business opportunities while perishing the current jobs. Furthermore, as there is an advancement of new technologies, services like maker’s space or online and offline maker’s community activities stimulate start-up activities based on sharing ideas and technologies and also crowd funding to support the prototyping and production funding is significantly reducing the initial costs for start-ups. Accordingly, the initial costs for start-up companies are being reduced to five percents comparing to the past and it facilitates set up a company.
The survey regarding the importance and urgency of concrete vocational education policy responding to the diffusion of AI explains that the start-up eduction to activate AI based start-ups is more important than the on the job training for re-skilling and the enforcement of cognitive abilities and social skills in lower trained occupations. Therefore, as the maker’s start-up is being considered more important, it is suggested that the education course or start-up course for makers need to be included in the curriculum
A Study on Local Government’s Support for the Locally Tailored Jobs Creation Support Initiative and Lifelong Vocational Education and Training
Get PDFLearning for work brings the stability of employment to this modern society. The government provides wide range of policies to make it work successfully. In particular, the central government has amended and improved the existing policies to the changing social situations with the policy initiatives.
In these circumstances, the role of local government becomes important more and more as the local autonomy(self-governing) has been fully implemented.
The regional and basic local governments cooperate with the central government and the other local governments to develop their region and improve their peoples’ quality of life with the various policies according to local characteristics.
This study aims that the local government should lead the central government’s Locally Tailored Jobs Creation Support Initiative and link the Initiative with the local’s lifelong vocational education and training to boost the both policies based on the roles and functions of the central and local governments. In other words, the local government needs to more vigorously support creating jobs and lifelong vocational education and training for their people.
On the basis of the theoretical background, this paper investigates the current status and products of the Initiatives, and also finds the excellent cases from it. With those investigation and finding, the paper presents their implications for making plans to improve the Initiative.
The study suggests that the central government needs to empower the local governments and decentralize its employment policy, and that the local governments need to create jobs more effectively by linking the industries related to the regional characteristics with the support programs for the local people’s lifelong vocational education and training.
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Analysis on Decision-making Factors of Freshman about Meister High School Entrance: Focusing on Developing of Policy Issues regarding Career Development & Employment
Get PDFThe purpose of this study was to analyze decision-making awareness of freshman about Meister high school entrance, and to examine comprehensively their individual and environmental characteristics and middle school life. At the same time, we identified the effect according to motivation of entering Meister high school by analyzing high school satisfaction and career plans after graduation. To achieve these purposes, we conducted a survey of Meister high school freshman in 2016, and the survey results showed that there were significant differences on the school satisfaction and career plans after graduation based on the motivation of entering Meister high school. Through these findings, we proposed several suggestions such as 1) operating career guidance program customized target-specific characteristics, 2) strengthening career guidance about vocational education and Meister school for middle school students, 3) building the career path of Meister high school graduates after entering labor market, 4) supporting finding out the competitive enterprises and constructing network between Meister high schools and enterprises
Analysis on the Influence of Factors for Job Preference as a Cause of Youth Job Mismatch and Policy Suggestions for Information Use
Get PDF이 연구는 취업선호도에 영향을 미치는 요인을 분석하여 청년실업 해소를 위한 정책방안을 제시하는데 있다. 청년 실업에 대한 기존 연구는 자존감, 사회적자본, 정보활용, 인생의 중요성 등 가치관이 취업여부에 영향을 미치는 것을 보여주지만, 이들이 취업선호도에 미치는 영향 연구는 알려진 바가 거의 없다. 이에 본 연구는 청년 취업선호도에 대해 (1) 자존감, (2) 사회적 자본, (3) 인생의 가치관, (4) 정보활용이 영향을 주는지 그리고 (5) 정보활용이 조절효과를 보여주는지 살펴보았다. 분석데이터는 한국교육고용패널 13년도 자료를 사용하여, 요인분석과 회귀분석을 통해 분석하였다. 분석 결과, “취업선호도”는 지역(1요인), 근무편의성(2요인), 선망직장(3요인), 학력학벌(4요인)으로 구성되며, 사회적 자본, 가치관, 정보활용은 학력학벌 취업선호도에 영향을 주는 것으로 나타났다. 특히 정보활용은 취업선호도 4가지 요인 모두에 (+), (-)의 영향을 미침으로써, 한국사회의 고질적 청년실업 문제를 긍정적으로 해결할 수 있는 기회를 제공할 수 있는 것으로 나타났다. 이에 정보활용에 의한 취업선호도 정책은, 1) 지역에 대한 정보활용 정책, 2) 근무편의성에 대한 정보활용 정책, 3) 선망직장에 대한 정보활용 정책, 4) 학력학벌에 대한 정보활용 정책을 고려할 수가 있다.The purpose of this study is to investigate the factors influencing job preference underlying youth job mismatch, and to analyze the impact of the major employment factors such as self-esteem, social capital, use of information, and values on the job preference. This study used the 2013 Korea Education and Employment Panel data to conduct factor analysis and regression analysis.
The results of the analysis shows that "job preference" consists of four factors, including location, working conditions, societal preference, and academic ability; and that social capital, and values, and use of information have a significant influence on academic ability among the factors for job preference. In particular, use of information has both positive and negative effects on job preference. Therefore, promoting the use of information can provide an opportunity to solve youth unemployment problems in Korean society. Suggestions for policies on job preference using information can be made for location, working conditions, good jobs, and academic ability
The Effects of Individual Personality on Panel Attrition
No full text본 연구는 한국교육고용패널조사(KEEP) 자료 중에서 1차부터 12차까지의 자료를 사용하였다. 특히 9차년도에 조사한 성격검사 30개 문항을 Big5 성격 5요인(외향성, 정서적 불안정성, 호감성, 성실성, 경험에 대한 개방성)으로 파악하여 사용하였다. 9차 자료를 기준으로 패널의 응답유형을 네 가지(지속유지, 향후유지, 일시탈락, 완전탈락)로 분류하고, 패널이 유지되거나 이탈하는 데 있어 어떤 변수가 영향을 주는지를 확인하고자 하였다.
패널 이탈 요인 분석 결과, 남성보다는 여성의 패널 참여가 유지될 가능성이 높고, 중3 코호트가 고3 코호트에 비해 지속 유지 가능성이 높음을 알 수 있었다. Big5 성격 5요인은 모두 패널 이탈에 유의한 영향을 주었다. 외향성이 높을수록 지속 유지 보다는 9차 이후 한 번 이상 탈락을 경험한 것으로 나타났다.
정서적 불안정성이 높은 남성은 상대적으로 패널 유지에 영향을 주는 것으로 나타난 반면에 호감성이 높은 경우에는 지속 유지 보다는 9차 이전에 한 번 정도 이탈 경험이 있었음을 알 수 있었다. 성실성은 성별과 모형에 따라 다른 결과를 보여주었는데, 여성의 경우에는 성실성이 높을수록 패널의 지속 유지 가능성이 높았지만, 남성의 경우에는 성실성이 높을수록 완전 탈락일 가능성이 높은 것으로 나타났다. 이는 남성의 군 입대 경험에 의한 차이와 무관하지 않을 것으로 판단된다. 경험에 대한 개방성이 높은 경우에 여성을 중심으로 향후 유지 보다는 지속 유지일 가능성이 높게 나타났다.This study examines the factors that affect panel attrition of survey respondents using the Korea Education and Employment Panel (KEEP). The type of response was classified for the following four distinct classes of respondents: constant retention, future retention, temporary attrition and explicit withdrawal. A multinomial logistic regression examined an extensive range of demographic and sociopsychological covariates (among them the Big-5 personality traits) associated with membership in these classes (N = 3,625).
Samples with high “Extraversion” or low “Openness to Experience” were less likely to be constant respondents. Female samples with high “Conscientiousness” were positively associated with membership in the constant respondents. On the contrary, male samples with low “Conscientiousness” were positively associated with membership in the constant respondents. It may be considered that this result was not related to the difference due to men’s army experience. On the other hand, female samples with high self-esteem were more likely to be retained in the future
A study on the paradigmatic change of skills regime in Korea(2017)
No full text이 연구에서는 4차 산업혁명에 효과적으로 대응하기 위한 새로운 패러다임의 인력 양성 및 활용 방법을 모색하고자 한다. 특히, 교육훈련을 통한 인력의 양성과 실제 근로 현장에서의 인력의 활용이 긴밀하게 연계되어 있음에 주목하여, 이들을 포괄하는 숙련 체제(skills regime) 관점에서 정책 대안을 모색하고자 한다. 한편, 이 연구에서는 현재까지 이어지고 있는 우리나라 숙련 체제를 ‘추격 성장형 숙련 체제’(follower skills regime)로 정의하고, 이를 대신할 새로운 숙련 체제를 ‘혁신 성장형 숙련 체제’(innovator skills regime)로 정의하고자 한다.
혁신 성장형 숙련 체제의 구축과 관련하여 2017년 1차 년도 연구에서는 현재 4차 산업혁명을 주도하는 신기술에 대한 탐색, 신기술과 일자리의 관계에 대한 분석틀 도출, 우리나라에서 4차 산업혁명의 구체적 함의와 영향에 대한 검토, 인력 정책의 개편 방향의 도출을 수행한다. 다음으로, 2차 년도 연구에서는 1차 년도 연구에서 제시된 개편 방향에 기초하여 숙련 체제의 세부 분야별 개편 방안을 구체화하고자 한다. 잠정적으로 인력양성의 개선(특히, 대학교육의 품질 제고를 통한 혁신역량의 제고), 노동시장 양극화 완화를 통한 혁신역량 제고, 인력활용 및 인적자원관리의 개선을 통한 혁신역량 제고, 평생학습 활성화를 통한 혁신역량 제고를 중심으로 검토한다.This study was carried out in order to explore the new direction of skills policies needed to find a new economic growth model in Korea, based on the review of the relationship between the changes of technological environment and changes in the labor market under the Korea’s socio-economic contexts. To this end, the study examined the previous researches on the relationship between the recent technological changes such as the fourth industrial revolution and the changes of jobs and skills. In this process, this study pointed out serious flaws of nowadays popular technological determinism that assumes unilateral and deterministic impacts from technological changes to the labor market. In particular, such technology determinism detaches technological change from the socio-economic context and, as a result, obstructs the search for appropriate policies required in shaping the trajectory of technological change itself towards the direction of serving the social and human demands.
In addition, considering the complexity of pathways that the technology affects the labor market, and Korea’s specific economic environment, unlike the general assumptions, Korea's sluggish automation may result in bigger negative effect to the Korean labor market through the weakened competitiveness in the global product market. Of course, this study does not deny that recent technological changes, including automation, can have a negative impact on the labor market. For example, automation can actually replace jobs for mid-skilled workers, and it is also likely to hinder wage increases for low-skilled workers. In short, the impact of recent technology changes on jobs has shown up to now and will show in the future a complex pattern that cannot be simplified to one-sided optimism or one-sided pessimism.
In addition, this study pointed out that, according to the neo-institutionalist approach, the mode of innovation itself, including technological change, has a certain degree of institutional complementarity with skills regime that incorporates skills formation and skills utilization. Understanding about such institutional complementarity will lead us to the investigation about what kind of innovation would be more appropriate under the specific contexts of Korea’s economic and social situation.
Along with this theoretical review, this study also conducted various empirical analyzes of the relationship between the changes of technology and the changes of jobs and skills. First, we analyzed the effect of the labor market conditions on the automation of Korean manufacturing industry and the effect of the automation on the employment opportunity. In addition, from the early 1990s until recently, we analyzed what kind of changes occurred in various skill types required by occupation in Korea, and analyzed the causes of such changes. Finally, in order to supplement the above quantitative analysis, qualitative analysis of the changes in the labor process due to automation at the manufacturing workplace was also conducted. The results of the empirical analysis altogether once again prove that technological change does not have unilateral and negative effects on jobs and skills, as discussed in the theoretical analysis above. Rather, various elements of our society influence technological change itself, jobs and skills.
Based on these findings, this study proposed concrete policy directions required for the establishment of a new skill regime that enables Korea's new innovation growth model. In particular, we discussed contributions and its inherent shortcomings of the 'follower skill regime' that has been dominant in Korea so far, and discussed the necessity and basic features of 'innovator skills regime’, in particular the transition from the model of “study hard and work hard” to the model of “study smart and work smart”. We then looked at some of the policy issues that are essential to the new skills regime. These policy tasks include the introduction of External Examiner system to improve the quality of tertiary education, reform of a lifelong skills improvement system, dissemination of work-life compatible human resources management and innovative work practices, reconstruction of the social safety net and the introduction of Korean Solidarity Wage Policy.요약 xi
제1장 서 론 1
제1절 연구 배경 3
제2절 연구 내용 및 방법 8
제2장 4차 산업혁명의 주요 기술과 각국의 대응 15
제1절 4차 산업혁명 관련 주요 기술 17
제2절 4차 산업혁명에 대한 주요국의 대응 42
제3장 기술 변화와 일자리: 이론적 검토 51
제1절 개요 53
제2절 기술 변화와 일자리/숙련 변화: 전통적 논의 54
제3절 4차 산업혁명과 일자리/숙련: 비판적 검토 59
제4절 기술 변화와 일자리/숙련 변화: 이론적 개념화 93
제5절 소결 106
제4장 자동화와 일자리의 변화: 거시적 분석 111
제1절 개요 113
제2절 자동화의 영향 요인 분석 116
제3절 자동화의 일자리 영향: 산업연관분석 결과 133
제4절 소결 149
제5장 숙련구조와 숙련 수익률의 추이 153
제1절 개요 155
제2절 분석 모형 159
제3절 숙련의 변화 169
제4절 숙련구조의 변화 176
제5절 숙련 수익률의 변화 191
제6절 소결 201
제6장 자동화와 숙련의 변화: 작업장 수준 분석 209
제1절 개요 211
제2절 자동화와 노동과정: 이론적 검토 215
제3절 독일의 노동 4.0과 우리나라의 스마트공장 사업 223
제4절 작업장에서의 기술 변화와 숙련의 변화: 사례조사 234
제5절 소결 259
제7장 미래 기술 변화의 일자리 영향 265
제1절 개요 267
제2절 최근 기술 변화의 일자리 영향 269
제3절 기업 혁신활동의 일자리 영향: 2030년 기준 전망 285
제4절 소결 305
제8장 결론: 혁신 성장형 숙련 체제의 구축 309
제1절 요약 311
제2절 현재 숙련 체제와 인력양성 패러다임의 문제 313
제3절 새로운 인력양성 패러다임에 대한 구상: 혁신 성장형 숙련 체제의 관점에서 321
SUMMARY 365
참고문헌 369
부록 389
부록 1. 숙련구조와 숙련 수익률의 추이 관련 표 391
부록 2. 기업 대상 혁신 조사 설문지 39