Korea Research Institute for Vocational Education and Training
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Reform of Wage System based on the National Competency Standards (NCS)
No full text본 연구의 구체적인 목적은 다음의 두 가지이다.
우선, 현 시기 우리나라 임금체계의 현황과 특징이 어떠한지를 살펴보고, 그에 따라 왜 임금체계의 개편이 필요한지, 즉 임금체계 개편의 필요성을 검토하는 것이다.
이어서 가장 핵심적인 목적은 임금체계의 개편 과정에서 NCS가 어떻게 활용될 수 있는지를 검토하는 것이다.The Park government has been accelerating the development and application of the National Competency Standards (NCS), motivated by the national agenda of “a realization of a competence-based rather than a degree-based society.” So the government has completed the development of 797 NCS during 2013 and 2014, which the government is pushing ahead various initiatives in order to implement the NCS in vocational education and training (VET) and corporate HRM. In the midst of this, the government also announced plans for the NCS’ implementation in wage system reform during the second half of last year, but the specifics are yet to be determined. This study has revealed the need for a job-based and skill-based wage system to replace the current seniority-based wage system, and the goal is to examine ways in which the NCS can be effectively utilized for this purpose.
Upon analyzing the NCS structure in detail (ch. 2) and demonstrating the need for wage reform (ch. 3), this study investigtes examples of firms that have restructured into a job-based and a skill-based wage system (irrespective of the NCS) and the relation between the NCS and wage system in Australia (ch. 4), and then finally examines the applicabilities and limitations of NCS in regard to the wage reform process (ch. 5).
Currently, seniority-based pay is Korea’s predominant wage system, and the following reasons have been brought forth as to why reform is needed. First, seniority-based pay is highly rigid, but the flexibilization of the labor market demands wage flexibility. Second, seniority-based pay (specifically targeting regular employees) exacerbates the two-tier structure of the labor market, while widening the wage gap between regular and irregular employees, conglomerates and SME’s, and between different industries and occupations. Third, due to technological progress and the development of educational/training institutions the emphasis on skill acquisition within firms has waned, leading to decreased importance of continuous employment in a firm in regard to wage determination.
Job-based pay system and skill-based pay system are alternatives to the current seniority-based wage system. The NCS can be utilized in the initiation phase of the alternative wage systems, but the scope of its application is limited.
One potential benefit of the NCS is that it can be used in the establishment of job surveys and job classification systems in the initial phases of the job-based system because the NCS categorizes jobs based on various subcomponents, such as units of competency and components of such units. Due to the fact that not all job positions directly align to its job classification benchmarks, the NCS cannot be directly applied in these cases, but relevant reference materials can be used to facilitate this process. The NCS can also be useful for drawing up job descriptions because such documents are exemplified in its application package. It can also be used for comparative analysis. Furthermore, the NCS application package provides the Unit of Competency Framework based on the skill level assessed by each unit. Thus, the NCS can be helpful as a reference when distinguishing job grades between similar jobs, providing a basis for job evaluations.
On the establishment of skill-based pay, analyses and assessments of skills are used to distinguish skill grades, and using similar reasoning as in the job-based pay, the NCS’ units of competency can be applied to analysis of skill levels in specific firms, while acting as a comparative resource and a general reference. It follows that the Unit of Competency Framework can be a resource for skill assessment in the determination of the aforementioned skill grades.
Despite its applicability, the NCS can be used solely as a reference because the NCS, like its namesake suggests, is considered only as a standard across industries. In other words, the NCS is limited in that it cannot be applied directly to analyses of individual firms. In regard to the skill-based pay system’s operation, the lack of a basis of an accreditation system can be another potential limiting factor of the NCS. The establishment of skill-based pay is dependent upon ensuring the pay process is impartial and rigorously enforced; however, if an external accreditation system is already in place, then companies could simply make use of it or alter it to produce their own in-house accreditation system. Thus, the establishment of a New Job Qualification System and a National Qualification Framework on the basis of the NCS is an urgent agenda.
However, these prognoses are merely based on intuition, as there are no precedents in which the NCS has been used in wage reform. Over time, there will be a need to assess problems and propose improvements to the NCS, as cases of its implementation begin to accumulate. To that end, an expansion of consulting services and government support for that will be required to ensure its success.요 약
제1장 서론_3
제1절 연구의 필요성 및 목적 3
제2절 선행연구 검토 7
제3절 연구의 내용 8
제4절 연구의 방법 9
제2장 NCS의 개발·활용과 구조적 특성_13
제1절 NCS의 개발과 활용 13
제2절 NCS의 구조적 특성 24
제3장 임금체계의 현황과 개편의 필요성_39
제1절 임금체계의 개요 39
제2절 임금체계의 현황과 변천 43
제3절 연공급 체계의 한계와 개편의 필요성 50
제4절 연공급 체계 개편의 방향 54
제4장 국내외의 임금체계 (개편) 사례_65
제1절 직무급 개편 사례: A사 65
제2절 직능급 개편 사례: B사 74
제3절 호주의 (N)CS와 임금체계 90
제5장 임금체계 개편에서 NCS 활용과 과제_101
제1절 직무급 개편에서 NCS 활용 101
제2절 직능급 개편에서 NCS 활용 108
제3절 임금체계 개편에서 NCS 활용의 한계와 향후 과제 111
Summary_115
참고문헌_119
부 록_123
[부록 1] NCS 사례 (인사) 125
[부록 2] NCS 직무기술서 사례 (인사기획) 133
[부록 3] A사 직무기술서 사례 (인사기획) 13
The Project for Publication of Career Information for Students with Special Educational Needs(2013~2017)
No full text본 사업은 특수교육대상학생을 위한 신뢰롭고 정확한 진로정보의 생성·보급·확산을 목적으로 한다. 이 사업은 또한 5개년(2013~2017)에 걸친 연속 사업으로, 연차적으로 한국고용직업분류(KECO) 6개 대분류 직업별 30개 직업을 선정하여 진로정보를 생성하고 특수학교 및 일반학교에 보급·확산을 목적으로 한다. 2015년은 3차 연도 사업으로서 한국고용직업분류(KECO) 6개 대분류(① 관리직, ② 경영·재무직, ③ 사회서비스직, ④ 판매 및 개인서비스직, ⑤ 엔지니어·건설·생산직, ⑥ 농림어업직) 중 「사회서비스직」의 30개 직업을 선정하고, 교사와 학부모 대상의 진로정보서를 보급·확산하며, 해외 사례의 심층적 분석을 통해 특수교육 진로정보정책 발전의 시사점을 모색한다.This is the third year project for the Publication of Career Information for Students with Special Educational Needs, which is expected to be conducted from 2013 to 2017. Throughout the five years of the research, career information about thirty occupations will be developed year by year, based on the six major classifications of KECO(Korean Employment Classification of Occupation) and consequently, career information of total 150 occupations will be chosen and developed.
The main purposes of this year were to develop the accurate and reliable career information to publish three kinds of career information related products on the “Social Service”. In addition, for dissemination and diffusion of the research outcomes, a seminar was held on 2nd of December, 2015 with more than 200 teachers and researchers at the field of special education.
For the selection of occupation to be included in 2015 Career Information Book, based on the 2014 survey results, total thirty occupations were chosen in the area of ‘Social Service’, and they were finally confirmed through researchers’ workshops and experts advisory meeting. Thirty occupations which 2015 Career Information Book includes were chosen according to following criteria: the easy job seeking occupations, the desirable occupations, and the challengeable but achievable occupations in the future from the view of students and teachers.
The Career Information Book covers both qualitative and quantitative information of thirty occupations. Several data processing was conducted in order to create quantitative information. For creating qualitative information such as required competences and current status of each occupation, task analysis, the interview and visitation were conducted with workers of thirty occupations. And It will be published both in paper and e-book.
Lastly, several policy suggestions were recommended for providing better career information to the students, parents and teachers of special schools based on the experience of long term research. In addition, research directions and guidelines for conducting next year project of 2016 were also suggested.요약
제1장 사업 개요_1
제1절 사업의 필요성 및 목적 3
제2절 사업 내용 및 방법 7
제2장 2015 진로정보 개발을 위한 「사회서비스직」특징_13
제1절「사회서비스직」개요 15
제2절「사회서비스직」장애인 노동시장 특징 22
제3절「사회서비스직」장애 근로자 현황 31
제4절 2015년 진로정보 개발에 주는 함의 35
제3장 2015 사업 콘텐츠 개발 과정 및 결과물 발간_39
제1절 2015년 진로정보 생성 접근 틀 41
제2절 2015년 진로정보 생성 과정 45
제3절 2015년 진로정보서 발간 63
제4장 해외 주요국의 장애학생 진로정보 정책_77
제1절 미국 79
제2절 캐나다 119
제3절 호주 126
제4절 싱가포르 138
제5절 진로정보 사업에 주는 함의 153
제5장 사업 중간점검 및 정책제언_163
제1절 사업 중간점검 및 향후 추진 방향 165
제2절 정책제언 178
SUMMARY_201
참고문헌_203
부 록_209
1. 3차 연도(2015) 진로정보서 인쇄책자 예시 211
2. 2015년 세미나 개최 보도자료 212
3. 3차 연도(2015) 인터뷰 동의서 216
4. 기초연구 및 1~3차 연도 진로정보서 수록 120개 직업명 목록 217
5. 기초연구 및 1~3차 연도 진로정보서 수록 120개 직업별 직장예절 유형별 목록 220
6. 1차 연도(2013), 2차 연도(2014) 사업 성과물 22
Countermeasures for the Quality Management System of NCS-based Education and Training Curriculum
No full text본 연구에서는 NCS 기반 교육훈련과정 질 관리를 위한 체계 구축 방안을 모색하는 데 목적을 두고 있다. 구체적인 연구의 목적은 다음과 같다.
첫째, NCS 기반 교육훈련과정 질 관리 체계의 구성요소를 도출한다.
둘째, NCS 기반 교육훈련과정 질 관리 실행 방안을 모색한다.
셋째, 다양한 이해관계자 및 관련 주체의 참여 확대를 위한 정책 방안을 모색한다.1. Background
This study aims to explore countermeasures for the quality management system of the NCS-based education and training curriculum. Specifically, the objectives of this study were (1) to investigate the concepts and characteristics of NCS-based education and training curriculum quality management system, (2) to analyze its cases and trends in other countries, and (3) to suggest its countermeasures based upon the various opinions. To this end, this study used the research methods of (1) the literature review, (2) the specialists opinion survey, (3) the focus group interview, and (4) the site visit and personnel interview.
2.The Concept of the NCS-based Education and Training Curriculum Quality Management
A.The Concept of the NCS-based Education and Training Curriculum
NCS-based education and training curriculum has the characteristics of outcome-oriented curriculum which focuses on learning outcomes. The NCS-based curriculum, currently developing in the various ways, is defined as the activities for organizing educational contents and developing a certain level of vocational competencies required in a specific sectors using the NCS. And, with the point that unit of competency is the educable and evaluable function unit derived from vocational competencies required in the workplace, the NCS-based curriculum is generally reified as the combination of NCS units of competency.
Outcome-oriented curriculum specifies what learners can understand and perform at the end of course, and it does not specify the traditional curriculum elements such as learning objectives, learning process, learning knowledge, etc. Currently, our NCS-based curriculum generally defines learning outcomes based on behavioristic approaches, aside from the application type of NCS-based curriculum. In other words, our NCS-based curriculum defines learning outcomes as observable performance verbs using the NCS performance criteria. Its main issue is how we can set up the relationship between competencies defined in the NCS and the learning outcomes in curriculum. We should consider the logical and systemic way of translating the NCS components into the educational learning outcomes.
B.The Meaning of Quality Management of NCS-based Curriculum
This study considers the quality management as the ongoing improvement activities for excellence of appraisal subjects. Therefore, the basic direction for quality management should be the activities for efficiently developing and implementing the NCS-based education and training curriculum. And, the NCS-based curriculum quality management systems should (1) be applied with the same management system in accordance with school types, (2) cover the overall area such as the planning and development of vocational curriculum, its implementation, recognition of learning outcomes, appraisal and feedback, etc., (3) link the NCS-based curriculum completion outcomes with the related qulifications according to the NQF, and (4) secure enough expertise of the stakeholders involved in the quality management systems. In this meaning, the NCS-based curriculum quality management system can be defined as the system that previously expected learning outcomes could be achieved through efficient implementation of the NCS-based curriculum.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 6
제3절 연구의 방법 7
제2장 NCS 기반 교육훈련과정 및 질 관리 체계의 개념_11
제1절 NCS 기반 교육훈련과정 질 관리의 의미 13
제2절 NCS 기반 교육훈련과정의 개념 35
제3절 유형별 NCS 기반 교육훈련과정 운영 현황 51
제3장 NCS 기반 교육훈련과정 질 관리 체계 해외 사례_97
제1절 영국의 NOS 기반 교육훈련과정 질 관리 체계 99
제2절 호주의 AQF 교육훈련과정 질 관리 체계 115
제3절 홍콩의 SCS 기반 교육훈련과정 질 관리 체계 134
제4장 NCS 기반 교육훈련과정 질 관리 구축 방향 설정_151
제1절 NCS 기반 교육훈련과정의 편성·운영 및 질 관리 방향에 대한 의견 수렴 153
제2절 NCS 기반 교육훈련과정 질 관리 요소의 구성 172
제3절 NCS 기반 교육훈련과정의 질적 개선을 위해 필요한 과제 179
제5장 결론 및 제언_181
제1절 NCS 기반 교육훈련과정 질 관리 구축의 기본 방향 183
제2절 효과적인 NCS 기반 교육훈련과정 질 관리 체제 구축을 위한 제언 197
SUMMARY_203
참고문헌_211
부 록_221
전문가 의견조사지 22
[동향 / 해외] 중국식 학도제의 개념 및 운영현황
No full text중국 정부는 기업의 인력난 특히, 고급기술인재 부족 문제를 해결하기 위해 다양한 직업교육개혁 정책을 실시하였으며, 그 일환으로 ‘현대학도제’라는 새로운 직업교육 운영모델이 등장하게 되었다. 현대학도제는 도제식 교육훈련에 기반하여 기업과 학교의 협력을 통해 고급기술노동자를 양성하는 직업교육제도를 의미한다. 본고는 중국 교육부에서 발표한 〈현대학도제 시범에 대한 의견(笑于開展代學徒制試点工作的意見)〉과 〈현대학도제 시범 시행 방안(現代學徒制試点工作實施方案)〉, 현대학도제에 대한 각종 논문자료를 참고하여 중국식 학도제의 개념과 운영현황을 분석·정리하였다
[이슈분석] 국가직무능력표준(NCS)과 국가역량체계(NQF)의 핵심 쟁점과 향후 과제
Get PDFⅠ. 논의의 배경 및 목적
Ⅱ. NCS, NQF 과제와 대안
1. NQF와 SQF
2. NCS 개발
3. NCS 적용 및 활용
Ⅲ. 향후 정책추진 방향을 위한 제
[글로벌리포트] OECD의 스킬 미스매치 관련 연구 정리
No full textⅠ. 스킬 미스매치 논의 동향
Ⅱ. 미스매치 개념 및 현황
1. 미스매치 개념 및 원인
2. PIAAC 결과에 따른 미스매치 현황
Ⅲ. 스킬 미스매치와 노동생산성
Ⅳ. 스킬 미스매치와 공공정책 간의 관계
Ⅴ. 미스매치 해소를 위한 정책 시사
The Labor Market Outcomes in Young Adulthood by Income Class
Get PDF본 연구는 한국교육고용패널조사(KEEP)를 활용하여 고등학교 3학년 시점 가구의 소득계층에 따라 청년의 노동시장 성과가 다르게 나타나는지를 확인하였다. 첫째, 소득계층별 첫 일자리 이행기간을 분석한 결과, 소득1분위에 비해 소득4분위와 소득5분위의 첫 일자리 이행기간이 더 긴 것으로 나타났으며, 둘째, 고용상태와 이직횟수에 있어서는 소득계층에 따른 차이를 발견하기 어려웠다. 셋째, 소득1분위에 비해 소득4분위와 소득5분위의 임금수준이 높고 저임금근로를 할 가능성이 낮아지는 것으로 나타났다. 이와 더불어 교육수준이 높고, 해외연수 경험이 있는 경우에 임금수준이 높은 것으로 확인되었다. 이를 토대로 본 연구는 고등학교 시점의 가구 소득계층에 따라 노동시장 성과가 달라지는 점을 고려하여 소득하위계층에 속한 청년들의 노동시장 성과를 높이기 위한 생애주기적 정책이 요구되며, 고용과 교육, 복지를 포괄하는 통합적 정책이 확충되어야 함을 제언하였다.This study aimed to estimate the differences among labor market achievements during young adulthood (ages about 27) by their income class at the age of 17. This study analyzed the Korea Education and Employment Panel(KEEP) using survival analysis and Heckman's sample selection model. Main findings are as follows: First, young adults who were in the highest income class had longer period of school to work transition and higher wages compared to the lowest income class. Second, young adult who had a vocational training experience or a certification had more probability to get a first job after being graduated or dropped out of school. Third, young adult who graduated from university or had an overseas training experience had higher wages. Based on these findings, this study suggests that young adult policies have to concentrate on welfare services for the job ability of young adults who have been grown up in poor families as well as on improving educational attainment
A Study on the Effects of Career Decision Level in Early Adolescence and University-Major Satisfaction on Identity Developmental Trajectories
No full text청소년기는 충분한 자아성찰 및 진로탐색을 통해 성인기 이후까지 이어지는 긍정적자아 발달의 중요한 시기이다. 이 연구에서는 청소년이 성인기로 이행하면서 경험하는 자아정체감의 변화 궤적을 분석하고, 변화 궤적에 따른 집단별 구분을 통해 초기 청소년기 진로결정수준과 대학 입학 후 대학 만족도 및 전공 만족도가 자아정체감 변화 궤적에 따른 집단 결정에 영향을 미치는지 분석했다. 이를 위해 종단자료인 한국교육고용패널(KEEP) 중학교 3학년 코호트의 1차, 4차, 7차, 10차년도 자료를 활용했다. 연구결과 자아정체감 변화 궤적에 따라 크게 "고수준 상승집단", "지속 하락집단", "평균수준상승집단", "저수준 상승집단","저수준 지속집단"의 5개 집단으로 구분되었고, 카이제곱검정과 분산분석 결과 각 집단 별로 중학교 3학년 때의 진로결정수준, 그리고 대학교 1학년 때의 대학 만족도 및 전공 만족도에서 유의한 차이가 나타났다. 다항로지스틱 회귀분석 결과, 중학교 3학년 때의 진로결정수준과 대학교 1학년 때의 전공 만족도가 자아정체감 변화 궤적 집단 결정에 의미 있는 영향을 미쳤다. 이러한 결과는 제도적 차원에서 청소년 유형별로 적합한 진로탐색 기회를 충분히 제공하는 것이 자아정체감 및 진로탐색능력 향상의 열쇠임을 시사한다.This research aimed to identify the trajectories of Korean adolescents' self identity formation and to analyze whether career decision level and university- major satisfaction had influence on determining the latent group which an adolescent belongs to. The results were as follows. Firstly, identity developmental trajectories were divided into five groups; a group staying in a low level, a group ascending from an average level, a group ascending from a low level, a group ascending from a high level, and a group continuously descending from a high level. Secondly, career decision level in middle school and satisfaction for university-major in freshman year varied with identity trajectories. Thirdly, career decision level and major satisfaction had significant effects on determining which trajectory group one belongs to. This study implies that it is necessary to consider adolescents' career exploration in the context of distinctive personal identity, which develops through adolescence and early adulthood
A Study on Strategies for Reestablishing Human Resource Policy System
Get PDFThe purpose of this study is to reset the basic law and the operating system for HR (human resources) policy in Korea. To fulfill this purpose, we reviewed the actual condition and the performance of the NHRD policy that was pursued by Ministry of Education and Human Resource Development from 2000 to 2007. At the same time, we examined new agendas of the human resources policy in relation to the social change in the future. And, based on past experience and new agendas, we extracted key elements to reestablish the new system of human resource policy on the ground of experts’ opinions. The main contents of this report are composed of four chapters: the experience and performance of HR policy, current status and future of human resource policy, experts' opinions on HR policy, and strategies of resetting human resources policy system