Korea Research Institute for Vocational Education and Training
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How to Reform Human Resource Management System in Company for Building the Meritocratic Labour Market
No full text본 연구에서는 능력중심 노동시장 구축을 위해 매우 중요한 분야임에도 불구하고 현재 상대적으로 준비가 덜 이루어지고 있는 인력 활용 분야, 특히 능력중심 노동시장 구축이 이루어진다면 대부분의 활용이 이루어질 것으로 예상되는 민간 기업에서의 활용에 대한 부분을 다루고자 한다.There 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.
The government selected some public agencies to carry out the human resource management based on meritocracy, however the outcomes of system’s application has been not verified. Hence the symbolic adoption could appear in this situation. It is necessary for the government to encourage a company to accept and implement the meritocracy in human resource management system with understanding its value internally, and to develop the policy considering the systematic traits of them.
This study performs the empirical research to find out the relation between the trait of human resource management system and performance. The result of analysis shows that the implementation of meritocratic human resource management does not lead better performance, especially, the human resource management system could be adjusted and differentiated in various environment of a company based on the result of HCCP(Human Capital Corporate Panel) analysis. It is necessary to confirm constraints and obstructive factors in the process of reforming the human resource management system. The result of FGI with human resource managers shows that there is a agreement that implementing the meritocratic human resource management is necessary, however they find the difficulty to operate the system. Several concerns are the absence of definition about competency the company requires, measurement for accurate evaluation and material as well as human resource to implement the system. The government support is essential for a company to overcome these concerns. In conclusion, meritocratic HRM is not a best practice for all companies, the trait of individual company and job should be considered for reforming HRM system.요 약
제1장 서 론_1
제1절 문제 제기 3
제2절 연구의 필요성 9
제3절 연구의 목적 13
제2장 능력중심 노동시장과 기업의 인적자원관리의 이론_19
제1절 능력중심 노동시장과 인적자원관리의 개념 21
제2절 노동시장 환경 변화와 인사 관리의 변화 28
제3절 기업의 능력중심 인적자원관리 도입에 대한 이론적 틀 36
제3장 능력중심 인적자원관리와 기업(사업체)의 성과_47
제1절 문제 제기 49
제2절 분석 자료 및 변수 설정 51
제3절 사업체 패널 조사(WPS)와 인적자본 패널(HCCP)을 활용한 실증 분석 59
제4절 소결론 85
제4장 기업의 능력중심 인적자원관리 실태 및 인식_89
제1절 설문 조사 및 FGI 개요 92
제2절 조사 결과 96
제3절 시사점 149
제5장 결 론_153
제1절 연구 결과 요약 155
제2절 기업의 인적자원관리 개선 방안 및 정책 제언 158
SUMMARY_165
참고문헌_169
부 록_179
1. 실증 분석 부표 181
2. 기업 인사 담당자 설문 조사지 19
Panel research design on transition from school to labor market
No full text본 연구는 2016년부터 수행하게 될 한국교육고용패널조사II의 표본추출, 문항설계, 조사방법 등 신규 패널조사의 계획을 수립하는 것을 목적으로 한다.
이를 좀 더 구체적으로 살펴보면 다음과 같다.
첫째, 신규 코호트의 모집단을 결정한다.
둘째, 신규 코호트의 표집틀을 구성한다.
셋째, 설문 문항의 설계이다.
넷째, 조사주기 및 조사방법의 결정이다.This study is to prepare Korean Education and Employment Panel Ⅱ(henceforth KEEP Ⅱ) which will be conducted from 2016. Sample design, question design, and overall research design was carried out by reviewing domestic and international panel research including Korean Education and Employment Panel(henceforth KEEP).
Above all, with consideration of limited sample size and various school types(General High School, Autonomous High School, Specialized High School, Special-purpose High School, etc.), the direction of KEEP Ⅱ sample design is to design a sample for 1 cohort to increase the efficiency of material utilization for the limited sample size. Considering research on various types of school and the minimum number of students per school, 400 schools are extracted and 10,000 students that are the total of 25 students per school will be surveyed for sample size. Distribution of schools by school types has the principle of proportional distribution in accordance with the proportion of students. However, allowing for the minimum number of samples in the case of a relatively small proportion of Characterized High School, 10 schools will be extracted for each type.
The following is the study of question design. KEEP Ⅱ is being developed fundamentally based on KEEP survey questions. Trends between the generations can be analyzed in the connection with existing panel as well as the utilization of the panel report when using the survey questions without alteration.
In this study, in total of 7 itemized expert meeting was held for question development. Through these meetings, review and modification of existing survey and development of new survey was made.
Students in the second year of high school will be surveyed consistently as panel for an object of KEEP Ⅱ. And because there is need to understand the conditions surrounding this panel, survey on school administrator, class teacher, and the guardian of the household is going to be combined at the same time.
Expected progression of the current plan is to take household survey in the first year, and conduct survey on school administrator and class teacher at the time of the third year of high school. Survey on the conditions except students will be carried out once, but household survey can be conducted once more with brief questions after reaching adulthood if needed.
There is a need to conduct an annual survey as the effect of school should be grasped enough over the second year and the third year in the stage of high school. But it seems to be no big problem in conducting survey in the period of every two years after reaching adulthood and entering the university or labor market. In the year of when KEEP Ⅱ is not going to be conducted, the method of combining KEEP is also in the consideration.
The policy implications that can be analyzed by the data analysis of KEEP Ⅱ are as follows in detail.
First, as youth employment problem related to youth job hunting, regular/non-regular work issues, quantitative and qualitative mismatch, etc is generally occurring. Therefore comparative analysis on trends with the last 10 years can be done.
Second, by empirically determining the performance of the secondary vocational education activating policy, that is enforced in both present and former government as core national policy agenda, can be used as basic material in future vocational training policy making.
Third, through a comparative analysis of career paths which revolved around career and aptitude of student or parents, the performance of human resource utilization can be maximized.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
1. 연구 필요성 3
2. 연구 목적 6
제2절 연구의 내용 및 방법 7
1. 연구 내용 7
2. 연구 방법 8
제2장 선행연구 검토_11
제1절 국외의 선행연구 13
1. 미국 13
2. 독일 28
3. 일본 35
4. 대만 38
제2절 국내의 선행연구 44
1. 청년패널조사 44
2. 한국청소년패널조사 49
3. 한국교육종단연구2005(Korea Education Logitudinal Study 2005) 52
제3절 한국교육고용패널조사의 성과 55
1. 조사 개요 55
2. 조사 진행 사항 58
3. 데이터 활용 성과 69
제4절 국내외 패널조사의 시사점 76
1. 국외 패널조사의 시사점 76
2. 국내 패널조사의 시사점 78
제3장 표본설계_81
제1절 표본설계 개요 83
1. 조사 대상 및 표본 규모 83
2. 표본설계 고려 요인 86
3. 표본 수 배분 89
제2절 모집단 90
제3절 표본추출 방법 94
1. 학교 추출 94
2. 학급 및 학생 추출 97
3. 추출률에 따른 가중치 97
제4장 문항설계_99
제1절 문항설계의 틀 101
1. 문항설계의 기본 방향 101
2. 모듈형 설문구조의 개발 104
3. 문항검토 전략 및 과정 114
제2절 학교교육 117
1. 주제별 전반적 논의 117
2. 기존 문항 검토 118
3. 신규 문항 검토 122
제3절 진로교육 140
1. 진로교육의 문항 구성 140
2. 기존 문항 검토 143
3. 신규 문항 검토 146
제4절 경제활동 152
1. 전반적 논의 및 기존 문항 검토 152
2. 신규 문항 검토 154
3. 한국교육고용패널Ⅱ 문항설계 157
제5절 가정 및 여가생활 158
1. 주제별 전반적 논의 158
2. 기존 문항 검토 159
3. 신규 문항 검토 163
제5장 조사설계_165
제1절 조사 대상 및 주기 167
1. 조사 대상 167
2. 조사 주기 169
제2절 조사 방법 174
1. 조사 방식과 조사 시스템 174
2. 조사 업체의 선정과 역할 176
3. 조사 대상별 원칙(기준 연도) 178
제3절 성적 자료 취합 181
제4절 결과 활용 방안 182
1. 자료 제공 방식의 제고 182
2. 학술대회 개최 183
3. 사업보고서 및 분석보고서 발간 184
제6장 결 론_185
제1절 요약 187
1. 연구의 의의 187
2. 표집설계 189
3. 문항설계 190
4. 조사설계 193
제2절 결론 194
SUMMARY_197
참고문헌_201
부 록_205
1. 고등학생 설문지 207
2. 한국교육고용패널 자료 활용 리스트 28
The Study of Korean Occupational Index(2015)
No full text본 연구는 단순히 역량 진단에서 그치는 것이 아니라, 이를 토대로 학교 교육과정 개선에 활용되어 궁극적으로 대학생의 핵심역량이 향상되는 데 기여할 수 있는 정책방안을 제시하고자 한다. 이는 고등교육의 역량 강화를 통해 국가 인적자원개발 차원에 기여할 수 있을 것이다.Detailed objectives of this study are as follows:
First, calculate occupational index for major occupations in Korea, the USA, Germany, Japan, and so forth.
Second, analyze issues about skill, balance between work and family, short-term labor, qualification and training based on major countries’ workforce investigation result.
Third, analyze not only economic conditions in Korea, the USA, Germany, Japan, and so on, but also culture and system related with occupation.
Fourth, suggest an alternative for improving workforce professionalism and labor condition based on major countries’ occupational index investigation result.
Main methods of this study are literature review, survey, conducting a seminar, and so forth. Survey is the core method of this study. We performed a survey to calculate the occupational index for major workforces in Korea, the USA, Germany, and Japan. Survey method is web-based and goal of respondents is 4,000 people in four countries. Investigation period is from 19th of May, 2015 to 8th of July, 2015.
To review overall basic occupational index value in each country’s 20 jobs, lawyer, medical specialist, elementary school teacher, education manager, and accountant were in the top five in case of Korea. In the USA, electrical engineer ranked third and elementary school teacher dropped out of the top five. In Japan, reporter ranked fifth and accountant dropped out of the top five. Germany presented a great contrast to the other three countries. In Germany, medical specialist ranked at the top. Next came electrical engineer, web developer, education manager, insurance salesperson and so on.
To sum it all up, Korea and Japan’s index were lower than Germany and the USA especially employment stability, development possibility, job professionalism, and so forth.
To review overall basic occupational index value in each country’s 20 jobs after ten year’s prospect, education manager was the top prospect of future. Next came elementary school teacher, electrical engineer and nurse. In the USA, accountant ranked second, lawyer ranked third, carpenter ranked fifth and elementary school teacher, nurse, fashion designer dropped out of the top five. In Germany, web developer ranked first, medical specialist ranked third, accountant ranked fourth and education manager, elementary school teacher, electrical engineer dropped out of the top five. In Japan, medical specialist was the top prospect of future. Next came elementary school teacher and electrical engineer. More than three countries amongst observed ranked electrical engineer as in the top five after ten year’s prospect.요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 6
제3절 연구 방법 7
제2장 대학생 핵심역량 선행연구 및 지원 정책_11
제1절 핵심역량 관련 선행 연구 분석 13
제2절 대학생 핵심역량 진단 도구 실태 21
제3장 K-CESA 성과와 개선과제_31
제1절 K-CESA 참여 현황 33
제2절 K-CESA 활용 실태 38
제3절 K-CESA 진단 만족도 조사 결과 51
제4절 K-CESA 문제점과 개선 과제 57
제4장 대학생 핵심역량 지원 실태 및 우수 사례_61
제1절 국내대학 핵심역량 지원 실태 63
제2절 우수 사례 76
제3절 시사점 103
제5장 정책 제언_107
SUMMARY_115
참고문헌_121
부록_12
A Study on tertiary vocational education finance and its decision system
No full text본 연구에서는 보다 구체적으로 현재의 사립 전문대학 위주의 의사결정시스템을 국가지원 확대와 더불어 보다 국가적, 사회적 책무성을 갖는 준공영 형태로 개편해 나가는 것이 올바른 방향인지 다각도로 실증분석해보는 것이다.
또한 만약 실증분석 결과가 준공영제의 필요성을 제기하는 이러한 문제의식을 지지할 경우 개괄적인 형태로나마 정책 대안도 모색해 볼 것이다.1. Empirical results
We did diverse empirical analysis on the effect of current change of tertiary vocational education institutions to government-dependent ones that have national and social responsibilities with expanding financial supports. The result shows that additional financial supports are needed and it is desirable to change to government-dependent institutions. The results can be summarized as follows.
At first, while the shares of public tertiary institutions were almost 100% in most of OECD countries and even 64% in Swiss where the share was relatively low, they were so low in Korea, Japan, and Netherlands, and only 2%, 8%, 10%, respectively. In addition, education investment were made better in high public-owned countries than in high private-owned countries.
At second, we estimated the rate of return on tertiary vocational education investment by internal rate of return method. The result shows that the difference in the rate of return between tertiary vocational education graduates and college graduates has diminished a little since 2000 and there is even possibility that it disappear in near future. Considering this narrow difference, investment on tertiary vocational education is plausible in efficiency respect. At least, if we consider the equality and other social environment, increasing investment on tertiary vocational education is needed.
At third, we regressed the decreasing rate of tuition model by OLS and estimated the logit model of half-tuition realization. According to the results, the decreasing rate of tuition and probablity of half-tuition realization are lower in vocational education than in college. This is because the number of public tertiary vocational education institutions is very small and scholarships other than national scholarship are scarcer in vocational institutions than in colleges.
At fourth, we analyzed the school effect by school types and found that tuition per student, the number of full-time teachers per student, the amount of financial support per student made positive effects on employment. This implies that increasing the financial support for schools and students can help the graduates of vocational tertiary institutions to get employed.
At fifth, we did DEA analysis on management efficiency of tertiary vocational institutions. The result is that relative efficiency gaps among vocational tertiary institutions are not negligible and a lot of vocational tertiary institutions are run inefficiently. In addition, public-financed vocational tertiary institutions are more efficient than private ones, which comes from POLITEC effect.
At last, we looked into management and current situation of POLITEC that are more efficient than other vocational tertiary institutions. We found that the core of POLITEC’s competitiveness is factory learning system which is the model to increase the students adaptability to industry workplace. The characteristics of the system are industry-driven projects, workplace-based education, small group directed by instructors, and firm’s responsibility.
2. Policy implications
This study proposes that government-dependent vocational tertiary institutions need to be increased. At least 50% of vocational tertiary institutions need to be changed progressively into government-dependent ones but the change should be made by voluntary decisions of individual private vocational tertiary institutions. And the change need to be admitted based on pre-determined processes.
It is desirable that only one government-dependent tertiary vocational institution is set up in each region and makes economies of scales through integration of diverse institutions. Exploiting of current POLITECs is another alternative because their management performance are excellent and efficient. For these government-dependent tertiary vocational institutions, financial supports should be made by performance agreements or contracts.요약 ix
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 주요 연구내용 6
제2장 이론적 논의와 재정지원 실태 검토_11
제1절 비용분담에 대한 이론적 논의와 한국의 실태 13
제2절 전문대학에 대한 정부지원 실태와 추이 25
제3장 OECD 주요국과의 비교분석_41
제1절 설립유형 비교 43
제2절 설립유형과 교육투자 47
제3절 설립유형과 교육의 질 51
제4절 설립유형과 노동시장이행 53
제5절 소결 57
제4장 전문대학의 교육투자 수익성 분석_59
제1절 교육투자 수익률의 시계열 추이 63
제2절 현재의 교육투자 수익률 추정 69
제3절 전문대학 졸업자의 소득분위별 구성과 소득점유율 75
제4절 소결 81
제5장 전문대학 학생지원시스템의 적정성_85
제1절 이용 자료 87
제2절 기초통계 분석 97
제3절 회귀분석 결과 103
제4절 소결 109
제6장 전문대학의 설립유형별 효과분석_111
제1절 문제제기 113
제2절 분석 방법 및 모형 118
제3절 전문대학의 설립유형별 현황분석 129
제4절 전문대학 설립유형별 학교효과 분석 146
제5절 소결 154
제7장 전문대학 운영의 효율성 분석_157
제1절 DEA 모형의 특성 159
제2절 선행연구 검토 162
제3절 DEA 분석 결과 165
제4절 소결 176
제8장 폴리텍대학의 운영 실태와 현황 분석_179
제1절 적절한 인력양성 정책과 폴리텍대학 181
제2절 일반 현황 184
제3절 폴리텍대학의 특징 및 성공요인 189
제4절 최근의 학과 개편 및 특성화 추진 경과 200
제5절 대학이자 공공직업훈련기관인 폴리텍대학의 역할 202
제9장 요약 및 정책 제언_205
제1절 연구결과 요약 207
제2절 정책 제언 211
SUMMARY_217
참고문헌_22
[동향 / 해외] 프랑스 신 직업교육법의 주요 개정 방향과 내용
Get PDF올해 1월 1일부터 프랑스에서는 신 직업교육법이 시행에 들어갔다. 프랑스 정부는 신 직업교육법이 사회의 변화 추세에 맞춰 새로운 연속직업교육 수요에 부응하고, 연속직업교육이 가장 필요한 계층이 우선적으로 혜택을 받을 수 있도록 하는데 가장 중점을 두었다고 발표했다. 본고에서는 신 직업교육법의 주요 개정 방향과 내용을 프랑스 노동, 고용, 직업교육 및 사회적 대화부(이하 프랑스 노동부)에서 발행한 자료 “Loi Formation Professionnelle, emploi etd？mocratie sociale”과 “R？forme de la formation professionnelle”을 바탕으로 소개하고자 한다
좋은 일자리 창출과 기업의 지식투자
Get PDF기업의 지식투자가 숙련노동수요에 영향을 미치고, 기업의 숙련노동수요는 기업의 좋은 일자리에 긍정적 효과를 주는 것으로 나타남.
즉, 연구개발과 교육훈련 등 기업의 지식투자는 기업이 숙련노동 중심 고용구조를 가져갈 때, 좋은 일자리 창출로 이어짐.
좋은 일자리 창출을 위해서는 기업의 지식투자가 연구개발과 설비 투자와 같은 기술관련 분야뿐만 아니라 교육훈련 등 인적자원개발 분야에 적극적으로 투자하는 것이 필요함.Corporations’ investment in knowledge has an impact on the demand for skilled labor, and the demand for skilled labor by companies has a positive effect on creating high-quality jobs.
Corporations’ investment in knowledge, such as research & development and education & training, lead to the creation of high-quality jobs if the companies switch to skilled labor-oriented hiring system.
In order to create high-quality jobs, companies’ investment in knowledge should not only be oriented in technology (R&D, facility, etc.) but should also include human resource development (education & training)
중국의 기술 창업 활성화와 그 시사점
Get PDF중국의 실리콘 밸리로 알려진 북경의 중관촌은 중관촌 관리 기관, 창업지원기관, 창업 인큐베이션센터, 협력 대학과 연구소, 국내외 유수기업이 유기적으로 연결된 창업 생태계를 구축하고 있으며, 2014년 포춘지가 선정한 글로벌 500대 기업 중 98개사가 입주할 만큼 세계적인 기술 창업 지역으로 부상함.
탄탄한 창업 생태계와 정부의 매력적인 청년 인재 유인책으로 중관촌 입주 기업 임직원의 46.5%가 30대 미만일 만큼 기술을 보유한 청년들이 중관촌으로 몰리고 있음.
심천은 중국 최대의 창업 도시로, 풍부한 기술 인력과 함께 공장, 부품 공급상, 유통시스템 등 제조업의 전후방 공급망이 잘 발달되어 있고, 수많은 금융·투자기관과 전문 창업 인큐베이터·엑셀러레이터들이 모여 있어 효율성이 높은 제조업 생태계를 구축하고 있음.
중국 대학의 창업교육은 학생들이 실제로 학교에서 소정의 투자금을 받아 창업을 해 보는 경험 위주로 이루어져 청년 창업 인력의 저변을 확대하고 있음.Known as the Silicon Valley of China, Zhongguancun has created a start-up ecosystem that links government supervisory agency, start-up support organizations, start-up incubation centers, cooperative universities and research labs, as well as leading domestic and international companies. This region has emerged as a world-class technology creation spot with presence by 98 of the 2014 Fortune 500 companies.
Thanks to this strong start-up ecosystem and attractive stimulus for young entrepreneur by the Chinese government, talented young people are continuously attracted to Zhongguancun. Over 46.5% of all workers in companies in Zhongguancun are in their 30s or younger.
Shenzhen is the largest start-up city in China with a well-developed supply network for manufacturing, abundant technical manpower, factories, parts suppliers, and distribution systems. Numerous financial and investment institutions and professional start-up incubators and accelerators are gathered here, creating highly efficient manufacturing ecosystem.
The start-up education courses in Chinese universities have a program that makes a small investment to students launching a start-up. This not only provides experience oriented education but also increases the number of young entrepreneurs in China
선취업 후진학자, 무엇 때문에 힘들까?
Get PDF회사와 대학교육을 병행하면서 겪는 어려움으로는 ‘학습시간 부족’이 46.4%, ‘교육비(개인 부담금) 부담’은 37.8%, ‘인근 지역에 희망 학과 부족’은 36.8%, ‘상사의 눈치’는 32.9%로 나타남.
후진학자의 73.4%가 개인이 등록금의 일부 또는 전액을 부담하고 있음. 정부 재정지원 및 학자금 대출을 받는 경우는 34.3%, 대학 장학금은 33.6%, 회사 재정지원 및 학자금 대출은 32.6%임.
4년제 대학 후진학자 중 상사의 눈치 때문에 일·학습 병행에 어려움을 겪는 경우는 36.5%로 전문대학 후진학자 30.4% 보다 많음.
대기업 후진학자(42.7%)가 중소기업 후진학자(30.8%)보다 상사의 눈치 때문에 일·학습 병행이 어렵다고 응답한 비율이 11.9%p 더 높음.
정부의 재정 지원 확대를 통해 후진학자의 교육비 부담을 덜어주고, 학습하는 직원에게 “눈치 주는” 기업 문화를 “격려하는” 기업문화로 전환하는 것이 필요함.Regarding the difficulties in juggling work and college education, the percentage who answered 'shortage of studying time' is the highest (46.4%), followed by 'tuition fees shouldered by individuals' (37.8%), 'shortage of desired departments and courses in nearby areas' (36.8%), and 'pressure from superiors' (32.9%).
73.4% of program participants are shouldering the whole or part of their tuition fees themselves. The percentage who receive the government's financial aid and student loans is 34.3%; the percentage who receive college scholarships is 33.6%; and the percentage who receive their companies' financial aid and student loans is 32.6%.
Among the program participants, the percentage of four-year college graduates who have difficulties in juggling work and study because of pressure from their superiors is 36.5%, which is higher than the percentage of two-year college graduates, at 30.4%.
The percentage of program participants in large companies who answered that they have difficulties in juggling work and study because of pressure from their superiors (42.7%) is 11.9 percentage points higher than the percentage of such program participants in small and medium-sized companies (30.8%).
It is necessary to ease the burden of tuition fees on program participants by expanding the government's financial aid and changing the current corporate culture of 'putting pressure' on learning employees into a new corporate culture of 'giving encouragement.
New Policy Frame and Directions of Vocational Education, Training and Employment for Continuous Advances
No full text본 연구에서 지속성장은 경쟁력 강화와 균형 잡힌 발전으로 구성된다. 경쟁력 강화는 산업과 기업의 경쟁력과 삶의 질 개선을 목표로 하고 균형 잡힌 발전은 좋은 일자리 확충과 사회적 양극화 해소를 목표로 한다. 이 연구의 목적은 경쟁력 강화와 균형 성장을 위한 교육훈련, 고용의 새로운 프레임과 주요 과제를 제시하는 것이다.
앞서 연구의 필요성에서 논의한 양적인 성장의 한계를 극복하고 질적인 성장을 추구하기 위하여 교육훈련 및 고용의 프레임을 새롭게 제시하고자 한다. 이러한 변화의 원인은 환경의 변화에 있다. 환경의 변화를 과학기술, 사회, 정치, 경제 및 환경의 관점에서 파악하고 이를 바탕으로 변화의 동인을 분석하였으며, 이러한 동인의 상호작용의 결과로 발생할 단기(5년 이내), 중기(5~10년), 장기(10~15년)적 미래를 전망했다. 이렇게 전망된 미래를 기반으로 새로운 교육훈련은 무엇이 변화되어야하고 또한 이러한 변화를 위한 전략과 내용을 새로운 프레임과 과제로 제시하고자 하였다.This research is designed to suggest necessary education and training, new employment framework and main tasks for Korea to accomplish sustainable development based on foresight in a future society.
First, the study reviews earlier studies regarding the future foresight and understood future trends, key drivers and uncertainty which have impacts on the education and training, and employment in the future. The STEEP (Society, Technology, Economy, Environment, Politics) analysis framework is laid out to carry out this study.
Second, the research focuses to analyze earlier studies, policies and NAVER news related to the education, training and employment in a time sequence. With the collection of data, the research shows the vocational education and training system (relationship between education, training and employment) and its main issues by using big data analysis. Furthermore, the study draws the future issues on the education, training and employment through the keyword matrix analysis.
Third, the research selects the crucial future trends, key drivers, and uncertainty in the education, training and employment sectors. Experts group meetings and Delphi study ran in parallel to create the foresight scenario based on the results. The survey contributes not only to draw the high feasible scenario with a desirable picture of our future but also to show the policy issues for the education, training and employment.
Fourth, the research suggests the new education, training, framework and policy issues for future employment based upon the analysis and survey results.
Results of this report can be summarized as follow.
First, four divers which underline main STEEP trends have been identified. ICT technology (AI, IOT, Big data, Virtual reality)innovation has most critical impact on economy, education and training. It has more potential impact on future of work and life. Within 10 years it would not erode number of jobs because it could help create new jobs, but after 10 years that will seriously erode jobs. ICT technology will change nature of job and daily life soon and later. Low birth rate and ageing are ready bring huge impact on society and economy negatively if emigration regulation will not be altered. It is possible to have more active aged population who would lead consumption in service industry. Korea society will allow ethnic diversity and gender equality. Emerging China economy has great impacts on economy. China would be a black hole for technology startups because China could attract highly motivated entrepreneurs from Korea. Competition between Korean companies and Chinese companies has started from traditional industries to cutting edged technology industries. Social and economic polarization has been a critical policy issue because it deteriorates quality of life and mid and long term national competitiveness.
According to WEF (World Economic Forum) report on national competitiveness comparison, Korea was top 8th in 2008, but went down to 26th in 2015. Lack of Government policy consistency and transparency, low efficiency of conglomerates’ management, low efficiency of industry ecosystem (large company centered industry structure), mismatch between education provision and industry needs, and poor quality of industrial cooperation are main causes of the national competitiveness sliding. Reform of education & training and job strategy is the most important measure to make a difference in national competitiveness. As the result of big data analysis, mismatch between job strategy and education system, national policy and public needs on job strategy have been identified. It is critical to address the mismatches.
The researcher has developed multiple forecast scenarios in 5, 10, 15 years, based on literature review, expert intensive discussion reports and expert panel survey. In 5 year scenario, mainstreaming start-ups is the core factor to differentiate two scenarios. In 10 years, China and cooperation with the North Korea are the key uncertainties. In 15 years, artificial intelligence and robotics, and environmental emergency are main factor because after 1o years, smart machines could replace human labour directly.
It is critical to prepare futures in order to make a better future. The report suggests new policy ideas. First category is on new idea and frame. 1. Increasing entrepreneurship and startup skills to make a breakthrough on employment uncertainty. Vocational education and training have to play pivotal role in this regards. 2. Digitalization of traditional skills to increase middle skill jobs. 3. Empowering skilled workforce in social and industrial relations to enhance skill-based-society as bearer of skill capital. Second category is on TVET system. 1. Customized career development and TVET system suitable for stage of the life cycle, 2. Developing national qualification framework to assess different format of skills in variety. 3. Life-long TVET platform based on smart technology to meet new emerging different needs. Third category is on strategic targets and areas. 1. New TVET system for the reunification era, 2. HRD Strategy of Korea culture wave industry and emerging industry development. 3. HRD and Job strategy for gender mainstreaming. 4. TVET Policy on Cultural diversity and massive emigration, 5. Globalization of TVET system and ODA, 6. Safety and TVET: how to make safer society through TVET measures.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 6
제3절 연구 방법 8
제2장 선행연구 분석_23
제1절 국가 경쟁력 보고서에서 나타난 지속성장 이슈 검토 25
제2절 교육훈련·고용에 영향을 끼칠 미래 트렌드 분석 43
제3절 일자리의 트렌드와 교육훈련 87
제3장 빅데이터를 활용한 교육훈련, 고용의 빅픽처 분석_101
제1절 빅데이터 분석의 개요 103
제2절 빅데이터 연관성 분석 결과 115
제3절 미래 키워드 매트릭스 분석 143
제4절 빅데이터 분석 결과 요약 및 시사점 종합 148
제4장 미래 전망_155
제1절 미래를 전망하는 주요 트렌드 및 동인 선정 157
제2절 교육훈련 및 고용에 미칠 불확실성 요인 190
제3절 미래 전망을 위한 교육훈련·고용의 시나리오 200
제4절 직업교육훈련 및 고용의 방향과 과제 설정 237
제5장 미래 전망 시나리오 설문조사 결과_259
제1절 조사 개요 261
제2절 단기 미래 전망 시나리오 263
제3절 중기 미래 전망 시나리오 267
제4절 장기 미래 전망 시나리오 271
제5절 소결 275
제6장 새로운 프레임과 정책 과제_279
제1절 교육훈련·고용의 프레임의 변화 281
제2절 교육훈련 시스템의 변화 309
제3절 직업능력개발 대상 및 영역별 전략 322
SUMMARY_347
참고문헌_35
Study on National Skills Outlook
No full text국가숙련전망조사 연구의 목적은 인적자원의 양성과 효율적 활용을 숙련의 관점에서 조망할 수 있는 정보 생성의 틀을 마련하고, 생성된 숙련정보를 바탕으로 숙련전망의 틀을 마련하는 것이다. 금년도의 연구는 고용주 조사라는 숙련수요조사의 타당성을 재점검하고, 이와 관련된 정보를 생성하며, 향후 조사의 개선방향을 살펴보는 것을 중요한 목적으로 한다. 또 고용주 조사와 기존의 데이터들을 활용하여 향후 국가숙련전망의 결과물로서 어떠한 정보들을 생성할 것인지 그 방향을 설정하는 것을 중요한 목적으로 한다. 이를 위하여 국가의 인력수급전망체계를 검토하고 숙련전망체계를 구축하기 위한 환경을 살펴보았다. 또 인력수급전망 이외의 숙련수요전망 사례를 검토하였다.The purpose of the Research on National Skills Projection Survey is to develop an information frame through the development of human resource and effective use in terms of skills and to develop a frame for skills projection based on the information frame. In the past, continuous results came from a frame called development of skills information, through surveying employers; however, after the research ended in the tenth year, the direction regarding what type of results to produce became ambiguous. This year, the research will focus on reexamine the validity of the skill demand survey from the employers, develop information regarding the skill demand, and provide ways to improve in future researches. Another important purpose of the research is to set a direction on what information should be produced as the result of the research on National Skills Projection. This will be initiated through the use of employers’ survey and initial data. In order to achieve this purpose, human resource supply and demand projection system was reviewed and the environment which skills projection system will be used on was examined. Also, case studies on human resource demand projection was reviewed.
First, reexamine topics on skills and skill mismatch through literature review. Through this process, reinspect the direction for skills projection information production,
Second, improve the existing employers’ survey, conduct a survey on manufacturing companies, and present the survey result. Also, assuming the Korean companies environmental characteristics will affect skills demand, conduct additional research regarding the relationship of social responsibility and main contract and subcontract of the company, and present the result.
Third, set a future direction for skills projection survey. For this purpose, examine the possibility of improving the human resource supply and demand projection using skills projection information, and examine the Korean environment for skills projection.
Lastly, summarize the research result and propose a policy for future skills projection.
The range of skill can be categorized as skills related to task or skills unrelated to task based on OECD’s core competence, skills related to task can be divided into cognitive skill, functional or technical skill, and cooperative skill. First, cognitive skill is learned through general work related training. It is the ability to use theory, logic (or concept), and knowledge. Second, functional skill is a technical skill required by workers to perform a specific task. Third, cooperative skill is the ability to work with other people.요 약
제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 연구의 내용 5
제3절 연구 추진 방법 8
제2장 숙련과 숙련불일치에 관한 기존 연구 검토_9
제1절 숙련과 숙련불일치의 개념 13
제2절 숙련불일치의 원인과 개념들 간의 관계 25
제3절 숙련불일치와 거시경제 30
제3장 숙련조사 및 기초통계_35
제1절 모집단 구축과 표본설계 38
제2절 조사내용의 구성 59
제3절 고용주 조사의 기초통계 73
제4절 부가조사의 기초통계 99
제4장 숙련전망모형 검토_123
제1절 국내의 인력수급전망모형 126
제2절 해외의 숙련수요전망 134
제3절 숙련전망환경 141
제4절 숙련전망모형의 방향 161
제5장 결론과 정책 제언_181
제1절 연구 결과 요약 183
제2절 정책 제언 190
SUMMARY_195
참고문헌_209
부 록_21