Korea Research Institute for Vocational Education and Training
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청년층 대졸자의 초기 일자리 이동
Get PDF노동시장에 진출한 청년층 대졸자의 19.8%가 대학 졸업 후 약 2년 내에 이직함.
여성 청년 대졸자의 이직 비율(22.1%)과 경력 단절 비율(16.4%)이 남자(각각 17.3%, 13.1%)보다 높게 나타남.
청년층 대졸자는 대체로 이직을 통해 고용 안정성과 임금이 높은 일자리로 진출하나, 첫 일자리가 임시직·일용직인 경우 상용직으로 이직하는 비율이 상대적으로 낮음.
첫 직장에서 일용직으로 고용된 경우, 여자가 상용직 일자리로 이직한 비율은 35.6%로 남자 63.2%보다 27.6%p 낮음.
이직 시 월 평균 7만 7천 원을 더 받으며, 성별로는 남자는 이직 시 월 평균 9만 9천 원, 여자는 6만 2천 원을 더 많이 받음.19.8% of young university graduates who entered the labor market change their careers within approximately two years of graduating from university.
The employment separation rate (22.1%) and career discontinuation rate (16.4%) of young female university graduates were higher than young male university graduates (17.3% and 13.1%, respectively).
Young university graduates enjoy employment stability and higher wages through career changes. If their jobs are temporary or day-to-day jobs, however, the employment separation rate to a full-time job is relatively low.
When the first job is a day-to-day job, the employment separation rate to a full-time job of ？women (35.6%) is 27.6 percentage points lower than that of men (63.2%).
An average of 77,000 won a month is additionally paid when changing jobs. Specifically, men additionally receive an average of 99,000 won per month, and women additionally receive 62,000 won per month.
*The full-text is available in Korean only
기업의 능력평가와 저성과자 관리 현황 및 과제
Get PDF기업에서 근로자의 능력평가 시 고려하는 주요 항목은 문제해결능력(67.2%), 업무태도(59.8%), 직무 관련 지식(57.3%), 업무추진력(49.3%), 리더십(36.0%)임.
기업들이 전 직원 대상으로 가장 많이 활용하는 능력평가 방법은 상사평가(50.6%)이며, 가장 효과적이라고 생각하는 평가 방법은 다면평가(3.66점/5점 만점)로 나타남.
능력평가 결과는 승진(86.4%)과 임금 조정(57.8%), 배치·전환(43.2%)에 주로 활용되고 있으며, 교육훈련(18.0%), 채용 기준 마련(11.8%), 퇴직 관리(4.6%)에는 활용도가 낮음.
인사담당자의 30.2%는 회사의 평가체계가 개개인의 역량과 성과를 진단하는 데 효과적으로 구성되어 있다고 응답하였으며, 33.4%가 평가 결과에 대한 직원들의 수용도가 높은 편이라고 응답함.
기업들이 저성과자를 관리하기 위해 가장 많이 활용하는 방법은 승급 제한(69.8%)으로 나타났으며, 저성과자의 성과 제고를 위한 교육프로그램을 실시하는 기업은 61.7%임.The main criteria businesses consider when carrying out work capacity evaluations are problem-solving ability (67.2%), work attitude (59.8%), work-related knowledge (57.3%), ability to perform tasks (49.3%), and leadership (36.0%).
Supervisor appraisal is considered the method most commonly used for evaluating the capacity of workers by businesses (50.6%) and 360-degree feedback assessments are rated the most effective method (3.66/5 points).
Work capacity evaluation results are most commonly used for promotion (86.4%), wage revisions (57.8%), and reassignment/transfer (43.2%). They rarely lead to vocational training (18.0%), establishment of new hiring standards (11.8%), or workplace dismissal (4.6%).
30.2% of personnel managers responded that office evaluation systems are effectively constructed for determining individual capabilities and achievements, and 33.4% said that a high number of employees tend to agree with their evaluation results.
Businesses use restrictions on promotion (69.8%) as the most common method for dealing with poor performers, and 61.7 % of businesses use education programs to enhance the performance of poor performers
지난 10년간 OECD 국가의 중등단계 직업계고 학생 비중 변화 분석과 우리나라의 대응 방안
Get PDF2015년 직업계고 입학정원은 11만 3천 명으로, 전체 학생의 19.0%를 차지함.
우리나라 중등단계 직업계고 학생 비중은 OECD 평균(49.1%)보다 낮은 16.7%로 최하위 수준이며, 다른 OECD 국가에 비해 지난 10년 간 중등단계 직업계고 학생 비중의 하락폭이 큼.
2015년 직업계고 입학 수요는 14만 7천 명(24%)으로 약 3만 1천 명의 초과 수요가 존재함.
중장기 인력수급전망에 따르면 고졸 수준의 기술·기능 인력 확보에 어려움이 있으나 직업계고 학생 수는 지속적으로 감소하고 있음.In Korea, the total number of students who enrolled in vocational high schools in 2015 was 113,000, accounting for 19.0% of whole students.
The proportion of vocational high school students in Korea is 16.7% which is lower than the OECD average of 49.1%, and its declining rate is higher than other OECD countries.
In 2015, 147,000(24%) places were in demand for vocational high school admissions, suggesting that there was an excess demand of about 31,000 places.
According to the mid to long-term skills supply/demand forecast, although there are difficulties in securing skilled workers and technicians at high school graduate level, the number of vocational high school students has been decreasing continuously.
*The full-text is available in Korean only
Effects of Student Loan on School-to-Work Transition: Focusing on Female University Graduates
Get PDF본 연구는 상당수의 대학생들이 경험하고 있는 학자금 대출을 둘러싼 효과를 실증적으로 살펴봄으로써, 향후 학자금 대출 정책을 수립·시행하는데 있어 참고자료가 되는 것을 목적으로 하고 있다. 이를 위해 본 연구에서는 한국직업능력개발원의 「한국교육고용패널조사(KEEP)」를 이용하여 4년제 대학을 졸업한 여학생을 대상으로 그들의 학자금 대출 실태를 살펴보고 학자금 대출이 노동시장 이행성과와 어떠한 관련을 갖고 있는지에 대해 실증적으로 살펴보았다.
분석결과에 따르면 4년제 대학을 졸업한 여학생의 34.6%가 학자금 대출을 받은 경험이 있었으며, 평균적으로 1.3학기에 걸쳐 학자금 대출을 받은 것으로 나타났다. 학자금 대출을 받은 경험이 있다고 응답한 학생들을 기준으로는 3.83학기 동안 학자금 대출을 받았고 학자금 대출의 평균 액수는 1,293만원에 달했다.
학자금 대출에 따른 노동시장 이행 성과 차이에 대한 분석에서는 학자금 대출경험이 있는 이들이 졸업 후 첫 직장을 빨리 구하기는 하지만 일자리의 질을 나타내는 첫 직장의 임금수준이나 직장의 전공 일치도는 상대적으로 낮은 것으로 나타났다. 아울러 이와 같은 양상은 학자금 대출 기간(학기)이나 학자금 대출 총액에 따라서도 유효한 것으로 분석되었다.
학자금 대출을 둘러싼 정치권에서의 논쟁 그리고 이에 대해 체감하고 있는 국민들의 부담감에 비해 이를 둘러싼 실증적 연구가 부족한 상황에서 본 연구는 노동시장 이행과정에서의 학자금 대출의 관련성을 다각적으로 살펴보았다는 점에서 그 의미를 찾을 수 있다.The purpose of this study is to empirically assess the effects of student loan that many students receive while they are in college and to give a reference for making and implementing policies on student loan later.
For this purpose, the representative statistical data from the Korean Education and Employment Panel (KEEP) by the Korea Research Institute for Vocational Education and Training were used to perform empirical analysis of student loan status and the effects of student loan on school-to-work transition for female university graduates.
The results showed that 34.6% of the female university graduates received student loan for 1.3 terms on average. According to students who responded that they had received student loan, they had student loan for 3.83 terms and the loan amounted to 12.93 million won on average. As for the effects of student loan, the student loan recipients were quick to get the first job after graduation but their wage at the first job and the job's agreement with their major were at relatively lower levels.
This study is significant in that in the scarcity of academic research, it made multilateral research on the effects of student loan on school-to-work transition, considering the political disputes over student loan and the relevant burden felt by the people
Research into the Management and Articulation of NCS-based Qualifications
Get PDFThearticulationbetweenNCSbasedqualificationsinvolvescross- acknowledgement of the learning outcomes. It minimizes the repetition of the same or similar learning and contributes to promoting life-long learning. Currently, many qualifications have been designed and run based on NCS but little research looked into the overlap between them or the possibility of articulation.
This study aimed to 1) evaluate the current governmental qualification policy and the process in which the policy has been carried forward, 2) evaluate current state of NCS-based qualification management, 3) analyse the possibility and underlying issue in the articulating different qualifications, and 4) recommend the effective ways of articulating the qualifications.
The methodology included literature and text-data review, experts interview, questionnaire survey, content analysis of NCS based occupational qualification and VET courses, and a seminar to share the views and insights of involved parties.
Through the case study of overseas countries, questionnaire survey, and experts interviews, three recommendations can be made for the articulation of NCS-based qualifications. Firstly, prior learning should be unitized and acknowledged as credits of learning. Secondly, related contents of learning should be discussed and articulated in prior. Finally, related contents of learning should be analysed and recognised as learning credit. In comparison to the first recommendations, the final one differs in that the units of credit is not the same as NCS units of credit.
The study makes the following recommendations for the policy makers. Firstly, detailed credit recognition system should be established for the articulation between qualifications. Secondly, the establishment of NQF should be moved up since it is essential for the articulation of qualifications. Thirdly, the methods and procedure of designing occupational qualification should be reformed. Fourthly, the size of current NCS competency units are irregular and should be improved. Fifthly, the assessment system of NCS based qualification and learning courses should be refined. Sixthly, various infrastructure such as the amendments of the related laws should be made for the articulation of occupational-academic qualifications (e.g., degree). Lastly, the issue of overlap between the contents of different occupational qualifications should be resolved. Should the issue be found to be difficult to resolve, it should be considered to merge the related qualifications
How to Reform Human Resource Management System in Company for Building the Meritocratic Labour Market
Get PDFThere has been a recognition that blind pursuing of high eduction level and academic clique are great tools to get fine jobs as well as to improve social status in Korea. For this recognition, labour market in Korea is facing some issues such as discrimination, unnecessary social expenses. The concept of a “Meritocracy” is a new alternative in order to overcome the problems caused by the blind pursuing of high eduction level and academic clique.
This study defines the meritocratic labour market and meritocratic human resource management. The first concept, the meritocratic labour market, is a social system founded on the belief that individuals should be chosen and moved ahead for their abilities rather than only for their educational background (elitism) or level. The latter concept, the meritocratic human resource management, is a system which evaluates individual competency and capability on the basis of their performance measured through examination and/or demonstrated achievement in the field where it is implemented by reflecting the value of meritocratic labour market. This study premises the interactive relationship between both concepts.
In terms of institutional isomorphism theory, the implement of government policy for reforming human resource management could be a problem because it should be operated by external pressure regardless the managerial efficiency of a company. Moreover, due to lack of experience, it is hard that meritocracy in human resource management can bring the effectiveness and outcomes even though the enterprises implement the system. ..
Research into the Current State of University Career Centers in Korea
Get PDFYouth unemployment has become societal and economic issue internationally. In South Korea, the high rate of youth unemployment mainly arises from the high rate of enrollment to higher education. Therefore, enforcing the function and capacity of university career center can be an effective countermeasure against youth unemployment.
In this study, a survey was conducted(101 4-year universities, 80 2-year colleges) and the GOMS(Graduates Occupational Mobility Survey) 2012 data were analysed. In doing so, the current state of university career centers was looked into and ways to improve their current function and capacity were recommended.
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[이슈분석] 진로교육의 관점에서 특수교육 전공과 운영 활성화 방안
No full textⅠ. 특수교육 전공과 운영, 왜 진로교육 관점인가?
Ⅱ. 전공과 운영의 문제점
Ⅲ. 전공과 운영 실태 및 요구사항
1. 전공과의 정체성 및 향후 운영 방안
2. 전공과 대상 학생 선발 및 담당교사의 요구 역량
3. 전공과 교육과정의 요구
4. 전공과 학생의 취업 및 진로 전담교사 배치 요구
Ⅳ. 향후 전공과 운영의 정책 방
[이슈분석] 제4차 산업혁명에 대응하는 조직문화와 인적자원개발 사례
No full textⅠ. 서론
Ⅱ. 사례 기업의 인적자원개발과 조직문화
1. 기업가정신과 융합인재를 키워가는 ㈜서린바이오사이언스
가. 사람의 마음을 경영(마음경영)
나. 독서근육으로 100년 기업을 준비
2. 스마트워크로 스마크인재를 지원하는 유한킴벌리
3. 유기농경영으로 인재를 육성해가는 한국콜마
Ⅲ. 시사