Korea Research Institute for Vocational Education and Training
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A Study on Skills Development and Employment Support Policies to Upgrade Economic Status for the Multi-cultural Families: Focused on Marriage Immigrant Women
Get PDFThe study has been conducted to analyze the current status of economic activities, and to suggest improvement plans and policy tasks for skills development and employment for marriage immigrant women. The concrete purposes of this study are as follow:
First, the characteristics and propensity of employment are identified by analyzing the tendency of increase in marriage immigrant and their economic activities based on social change to seek measures to upgrade their economic status.
Second, support measures and lessons are suggested to improve effectiveness of employment by analyzing the current situation of labor market policies and programs for the marriage immigrant women.
Third, demand-centered effective skills development policies are prepared by analyzing current situation of skills development and programs for the marriage immigrant women. Besides the purposes, the study presents practical basis of job creation and vocational education and training for not only government and vocational education and training institutes but also marriage immigrant women. Ultimately, this study would contribute to achieve economic stability of marriage immigrant women.
To fulfill the purposes of the study various kinds of methodologies are adopted to conduct this study; literature survey, analysis of related material, survey on the best foreign cases, experts conferences, interview survey, and policy forum. ..
The Senior Job Program: Policy Issues and Implications through Application Projects of Overseas Countries
Get PDF본 논문은 최근 논란이 되고 있는 노인일자리사업의 사회보험 적용과제를 검토하여 노인일자리사업의 현안 해결에 필요한 기초자료를 제공하고자 시도되었다. 연구결과 첫째, 노인일자리사업 참여노인은 대부분 월 60시간 미만의 초단시간근로자이지만 생계비마련을 위해 참여하는 비율이 높아서 사회보험의 적용대상기준인지 논란이 되고 있다. 그러나 생계비 마련의 욕구가 높아도 60.4%이기 때문에 전체 노인으로 일반화하기 어렵고, 월 20만원의 일자리를 생업으로 보기 어렵다. 사회보험 특히 고용보험의 생업에 대한 명확한 기준마련과 노인일자리사업에 대한 가치정립이 필요하다. 그럼에도 노인일자리사업의 참여노인을 근로자로 본다면, 노인일자리사업을 노동관계법에서 적용제외하는 것이 적절할 것으로 판단된다. 다만, 사회보장법 특히, 산재보험은 독립개념설을 적용하거나 사회법적 성격을 강화하여 근로자가 아닌 공익활동자(노인일자리사업 포함)에게도 확대할 필요가 있다.This paper aims to provide basic information for policy alternatives of senior job programs through the review of social insurance policy issues and application projects of similar policies for other countries. The main results of this study show that the working time of the elderly under the senior job program is less than 60 hours per month and 60.4% participate in the program for their livelihood. However, even though their demands for the cost of living are very high, these facts are not for all senior job program participants. Also, 200,000 Korean Won per month cannot be regarded as an adequate wage for living expenses. At this point, we are uncertain if the participants are subject to social insurance tax. However, if the participants are still considered as workers in the labor market, it is desirable for senior job programs to be excluded from the application of the labor laws including the expansion of worker's compensation's coverage for public interest activists
Case Study on Public institution in Flexible Job Competency Model Based on NCS
Get PDFTo establish the competence based society, the government induces industries to construct human resource management system based on job competency evaluation system and National Competency Standard (NCS). Since the paradigm shift in human resource management, the government practices NCS based recruiting and promotion system, and carry forward competence based human resource management system excluding educational background and qualification, there exist the need of the change in human management skill and process such as recruiting and HR, career development, refresher and extension course. In this situation, the need of NCS is raised for public institutions. For this reason, it is urgent to find out a good method to convert current HR system of public institutions to NCS based HR system.
This study explores that NCS can be applied to some institutions (Korea South-East Power Co.Ltd., Korea Cadastral Survey Corporation) which were selected the best institutions in Best HRD and the possibilities for expansion to whole public institutions.
This study is relevant in that it introduces the exemplary guideline of public sector HR management and development by investigating the method to apply NCS to recruiting and HR, career development, refresher and extension course. Also, this study can be used to establish and expansion of NCS based HRM, HRD system and successful public institution evaluation system. Moreover, we also expect that it can induce public institutions to pay attention to government projects, and to lead the introduction of NCS in the whole industries
Notation Plan of Learning Outcomes for Vocational Courses based on NCS
Get PDFThe purpose of this study is to propose the ‘Learning Outcome Description Scheme of National Competency Standards-based Vocational Education Curriculum’, which a consumer, i.e. a company can apply in confidence, and a supplier, i.e.a vocational training institution can introduce & operate effectively and efficiently in the present situation where the educational curriculum of a vocational training institution is being induced to be reorganized on the basis of National Competency Standards(hereinafter, referred to as ‘NCS’) in order to realize the competency-based society.
This study set up its major object of this research with a specialized high school, Meister high school, and junior college, which are operated with focus on the vocational education curriculum.
As a result of this research, the contents of learning outcome description scheme of NCS-based vocational education curriculum are summed up as follows:
First, it was found that the opinion supporting learning outcome description by correcting & supplementing a part of the present system was dominant, together with applications through separate development of a desirable form of system in the medium & long term.
Second, it’s necessary for a systematic, phased support policies (teachers’ training, manual development & distribution, etc.) to back up such a desired purpose in order for evaluation and learning outcome description to be properly fixated in the actual educational field.
Third, this study found out that from the position of industries, they want a reliable, clear, concise description of learning outcome. It's because there existed an insurmountable limit in practically applying the complicated, strict evaluation and learning outcome description even in the actual educational field.
Fourth, it’s necessary to gradually materialize the application plan in the light of the connection with the process evaluation-type qualification system, and general & particular research results of NCS-based vocational education curriculum as extra elements of school education
중장년층, 더 오래 일하려면 능력개발이 필요해
Get PDF직무능력 수준이 가장 높았던 시점의 능력을 100%이라고 할 때, 기업이 인식하는 40대 후반 근로자의 직무능력 수준은 85%, 50대 초반은 79%, 50대 후반에는 70%로 떨어짐.
반대로 50대가 받는 임금을 100%라고 할 때, 40대는 82.5%, 30대는 55.1%로 연령이 높아질수록 직무능력과 임금 간의 미스매치가 커짐.
50대 이상 장년 근로자의 직업훈련 참여율은 13.5%로 30대 37.7%보다 크게 떨어짐.
정년 연장 시 예상되는 문제점으로는 기업의 76.5%가 인건비 부담을, 절반 이상의 기업에서는 중년 근로자의 역량 문제를 꼽음.
정년 연장에 대한 기업의 대응으로는 임금피크제 도입이 34.5%, 쉬운 직무로 재배치는 32.2%이나, 장년 근로자를 위한 교육 훈련 실시는 20.5%에 불과함.Changes in the Job Competency Levels of Middle-Aged and Older Workers
Supposing that the peak job competency level of a worker is 100%, companies recognize that the competency level of workers in their 40s is 85%, which drops to 79% in workers in their early 50s and to 70% in workers in their late 50s.
On the other hand, supposing that the level of wages earned by workers in their 50s is 100%, workers in their 40s earn only 82.5% of what workers in their 50s earn, and workers in their 30s earn only 55.1% of what workers in their 50s earn, indicating that the mismatch between job competency and wage becomes wider with age.
Companies recognize that the age at which the job competency of a worker reaches its peak is the late 30s. In terms of occupation, the job competency of people who work in the manufacturing sector peaks in their 30s and decreases dramatically afterward, while the job competency of people who work in the services sector increases dramatically in their 30s and decreases gradually afterward.
For extension of the retirement age to be beneficial to both the workers and the companies, the job competencies of workers must be accumulated in a constant manner via training and reach a peak in their 50s.
The vocational training participation rate for workers aged 50 or over is 13.5%, which is significantly lower than the 37.7% of workers in their 30s. This may be the cause for the decrease in job competencies of workers over the age of 30.
The Difficulties that Extension of the Retirement Age Causes for Companies
As the problems that would arise if the retirement age were extended to 60 years old, 76.5% of companies picked 'burden of labor costs’ and near 50% picked 'insufficient competencies of middle-aged and older workers'
Study on the Measurement of Skill Deprivation and Labour Market Mismatch
No full text본 연구는 한국의 인지적 숙련퇴화와 학력 미스매치의 정도를 측정하고, 둘의 관련성에 대해 분석한다. 이때 OECD 국가 간 비교를 통해 한국의 숙련퇴화와 노동시장 미스매치 정도가 얼마나 심각한지 확인해 보고자 하였다.With an ageing issue arising as a policy priority across OECD countries, decline in productivity among aged population has drawn much attention among policy makers. Adding on current literature on skill depreciation, this study develops an empirical measure of skills depreciation, estimates depreciation rate of education, and compares depreciation rates across OECD countries. Using PIAAC data on skills proficiency over population, this study derives measures for skills depreciation since the completion of formal education.
Results show that the depreciation rate of education is under 1% per a year across countries. Which means, its causing skill depreciation rate much smaller than 1%. Like previous longitudinal studies which do not report clear age-related decline of cognitive skills until 60’s and 70’s, the estimates don't show huge depreciation. Among OECD countries, Korea shows the highest cognitive skill depreciation rate same as depreciation rate of education.
Intellectual challenge at the workplace is of high significance as causes of skill depreciation. These findings suggest that skill use prevents depreciation from occurring, shedding light on the importance of making workplace more skills friendly as well as participation in learning activities.
This study also measures the labor market mismatch focused on a qualification mismatch. Compared to the OECD countries, Korea’s over-education and over-skill is more serious than under-education and under-skill. Because the cognitive skill of Korea is lower than OECD average, skill problems in Korea may be caused by a demand side. Over-education mismatch is related to a low intellectual challenge at the workplace. Which means, labor market mismatch can affect a skill depreciation. So, over-education is not only the problem of youth unemployment, but also of middle-aged or elderly people’ skill depreciation.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 및 구성 7
제2장 기존의 측정방법, 쟁점, 새로운 숙련퇴화 측정방법_13
제1절 숙련퇴화 측정방법과 쟁점 16
제2절 노동시장 미스매치 측정방법과 쟁점 46
제3절 새로운 숙련퇴화 측정방법 52
제3장 숙련퇴화와 노동시장 미스매치 측정_81
제1절 숙련퇴화 측정결과 84
제2절 노동시장 미스매치 측정결과 122
제3절 숙련퇴화와 노동시장 미스매치 관련성 분석 154
제4장 결 론_189
제1절 숙련퇴화와 노동시장 미스매치 측정결과 종합 191
제2절 정책적 함의 201
SUMMARY_207
참고문헌_20
주요국의 도제교육 연구 : 독일, 스위스를 중심으로
No full text본 연구는 독일·스위스 도제교육 운영 기반과 실태 파악, 그리고 운영 현황 및 사례의 분석을 통해 우리나라에 적용할 수 있는 시사점 및 제고 방안을 도출하는 것을 목적으로 한다.1. Overview
Recently, there are several serious social issues including lower employment rate among younger generation, academic ability’s inflation and rising age to entry into the labor market. In order to solve these problems, the government of Korea has struggled to carry forward a political agenda for cultivating talented individuals who are suitable in the industry field.
The government would be test-operated a Dual Vocational and training system that trainees who are high-school students could receive education about efficient on the job training and will go into real work field as a skilled worker. So as to introduce the vocational education and training school and expand it, examining and analyzing thoroughly about a case of nations which are successfully established and managed this system for ages must take precedence. Because the ultimate objective and direction of vocational education and training will be same way, even though there are some differences of history, background and social recognition about the apprenticeship education.
In this respect, this research contains the institutional framework and supporting system, current and operation situation, procedure and curriculum of Germany and Switzerland’s dual systems that are successful models in the world, and comparatively analyzes to draw a conclusion including several implications and improvement plans for Korean education. In order to achieve the research’s objectives and produce the results, it is used to the literature on data analysis and research meeting had been taken out of country and collect materials, and expert consultation.
2. Institutional framework and supporting system of Germany and Switzerland’s Dual system
In the second chapter, it has examined legislative requirements and education systems of Germany and Switzerland’s dual system, functions and roles of each section participating in the dual system, and training of teachers and standards of qualification. Germany and Switzerland have achieved good results through the solid institutional framework and supporting systems. It makes substantial outcomes that each participant of dual system has acted within the legal boundaries and implemented their roles and functions perfectly. Above all, they have social recognition from a long tradition that the industry has to train professional manpower themselves.
In terms of fundamental concepts including the whole education system, formations and contents of the dual system are not significantly different from Germany and Switzerland’s dual system although some distinction in the weight of role of participating institutions and authorities. The most common importance of dual system’s operation both Germany and Switzerland is the industry consistently makes an investment in human resource, materials and time. In the long run, participating in dual system of the industry will be influenced on the industry positively, and optimistic social mood and recognition about the vocational education and training. The government’s systematic support are helpful to make the successful model of dual system.
Due to the dual system, trainees could get a opportunity of employment and its income, occupational ability and working level education in a real work field with high-tech as well as they could be provided differ occupations and various education and training. The industry will obtain skilled manpower who are needed efficiently than retaining outside, improve a quality of product and service as well as higher productivity, and save expenses of recruitment and training for new employee. Moreover, thereby the government obtaining skilled workforce, it will be satisfied the labor market’s demand. This can anticipate economic and industrial stabilization, capability improvement of the dual system autonomously, and data collection about labor market principle of supply and demand요 약
제1장 서 론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 및 방법 13
제2장 독일·스위스 도제교육의 제도적 기반과 지원체계_19
제1절 도제교육의 법적 기반과 교육 시스템 21
제2절 도제교육 주체별 역할과 기능 40
제3절 도제교육 교원의 양성 및 자격 77
제4절 소결 97
제3장 독일·스위스 도제교육 운영 현황_103
제1절 독일 105
제2절 스위스 141
제3절 소결 160
제4장 독일·스위스 도제교육의 운영 절차 및 교육과정_163
제1절 도제교육 운영 절차 165
제2절 도제교육 교육과정 195
제3절 소결 206
제5장 산학일체형 도제학교 도입 및 확대를 위한 제고 방안_209
Summary_229
참고문헌_237
부 록 _243
1. 독일 직업교육법(Vocational Training Act) 245
2. 스위스 연방직업교육훈련법(VPETA) 276
3. 현장 훈련교사의 학습 모듈(독일) 311
4. 텔레마케팅 서비스직/ 텔레마케팅 전문직 직업학교 교육과정(독일) 315
5. 산업기계직 산업체 교육과정(독일) 324
6. 요리사 도제교육 교육과정 편성 규정(스위스) 33
International Comparative Analysis regarding Educational Outcomes : Empirical Evidence from PISA and PIAAC
No full text이 연구는 국가 간 교육성과 비교·분석 결과를 토대로 국가 수준에서 청소년 및 성인들의 역량 강화를 통한 국제경쟁력 강화를 위한 정책과제를 도출하는 데 목적이 있다. 이를 위해 PISA와 PIAAC 자료를 활용하여 청소년 및 성인들의 학습역량을 국가별로 비교·분석한 후, 중등 단계에서 성인으로 이행함에 따라 나타나는 학습역량 결손 현상을 확인하고, 그 원인을 고등교육 확대라는 관점에서 탐색적으로 모색해 보고자 하였다. 그리고 우리나라의 청소년 및 성인들의 학습역량을 제고하기 위하여 ① 학습역량 감소 현상에 대한 원인 파악 및 정책 대안 수립·시행, ② 중등 단계의 학습역량 유지 및 내실화 방안 마련, ③ 중등 및 성인교육의 투입 대비 효율성 제고를 위한 교육체제 변환 등의 정책 제언을 하였다.The purpose of this study is to empirically analyze educational outcomes by countries, and to draw policy tasks improving youth and adults’ learning competency. For these objectives, this study comparatively analyzed youth and adults’ learning competency across countries participated in PISA 2012 and PIAAC. As a result, this study identified Korean adults’ learning deficit compared to Korean youth ages, and tried to hypothetically investigate the factors leading to the deficit in the perspective of Korean higher education expansion. Furthermore, this study found that the efficiency level of Korean youth and adult education is relatively low among countries participated in PISA and PIAAC.
Those findings provide useful policy implications for improving Korean youth and adults’ learning competency. Firstly, it is necessary to investigate the factors leading to the deficit of adults’ learning competency compared to youths’ outcomes, and to draw useful policy alternatives for those problems. Secondly, it is recommended to maintain Korean youths’ high performance level and reinforce those competencies. Lastly, it is needed to focus the educational efficiency and design new educational system considering not only educational outcome level but efficiency perspective.Ⅰ. 서 론 2
Ⅱ. PISA와 PIAAC으로 살펴본 한국의 교육성과 6
Ⅲ. PISA에서 PIAAC으로의 이행 과정 분석 17
Ⅳ. 정책 제언 21
참고 문헌 25
Abstract 27
[부록] 2
인재정책 종합정보 생성·제공사업(2015)
No full text본 사업의 목적은 다음과 같음.
첫째, 기존에 생성된 NHRD-Net의 유지 및 보수
둘째, 인재개발과 관련한 정보의 수집·가공·분석·제공
셋째, NHRD-Net을 통한 정보제공 등에 관한 업무 수행
넷째, 국가인재개발 관련 정책수립을 위한 지원역할 수행요 약
제1장 서 론_1
제1절 사업의 필요성과 목적 3
제2절 사업의 경과 5
제3절 2015년 사업의 내용 및 추진 방법 8
제2장 NHRD-Net 운영_11
제1절 사이트 개편 13
제2절 메일링 서비스 제공 26
제3절 지속적인 정보의 수집·제공 35
제4절 시스템 유지·관리 38
제5절 기타 사이트 운영 41
제3장 이용 현황 및 만족도 조사_45
제1절 이용 현황 47
제2절 이용자 만족도 조사 52
제3절 조사 결과 분석 65
제4장 사업 평가와 향후 과제_67
제1절 사업 평가 71
제2절 향후 과제 74
참고문헌_79
부 록_81
1. NHRD-Net 이용자 만족도 조사 설문지 83
2. 2015년 THE HRD REVIEW 메일링 서비스 제공 세부 목록 8
Study on the Systematization of Qualification Laws to Implement the National Agenda on Qualifications with Efficiency
No full text본 연구는 자격 관련 법령 및 현재 진행되고 있는 국정과제를 체계적으로 정비함으로써 정책 추진의 효율성과 일관성을 높이고자 하는 데에 목적이 있다.This study dedicated to provide legal direction to systematically organize current laws on qualification as well as to codify to enhance efficiency and consistency in advancing national agenda on qualifications under implementing stages.
Around 70 acts such as "National Technical Qualifications Act", "Attorney- At-Law Act", and "Architects Act" are regulating Korean qualification system. "The Framework Act on Qualifications" consists of basic direction of management and operation of qualification system, establishment of qualification policy deliberation council, and private qualification. These acts belong to many ministries and contain articles on level, testing criteria, and eligibility for application of qualifications.
However, current "The Framework Act on Qualifications" has not sufficient clauses to conduct its role as a framework for qualification due to the total delegation of management and operation scheme of national qualifications to other laws except private qualification. Also, the clauses on major enforcement issues and delegation of power are ambiguous. There is lack of consistency among "National Technical Qualifications Act" and other acts since they are differ in regulating operation scheme of qualifications. Legal clauses which can systematically organize nation qualification policy agenda such as "National Competency Standards", "National Qualification Framework", "Learning Modules", and "Process Oriented Evaluation Method" are not prepared. These cause policy mismatches on qualification each ministries are implementing as national agenda. Therefore, systematization of acts regulating qualifications is necessary to substantially support national policies on the operation and maintenance of qualifications and to harmonize policies.
Having borrowed theoretical framework from two existing reports, "Theories to Make Basic Act" and "Criteria to Propose and Evaluate Law", this study analyzed current Korean laws, current national agenda on qualifications and compared them with foreign laws related to qualifications. This study suggests five long and four short term strategies to systemize current acts on qualification and to legalize government agenda. The division of "The Framework Act on Qualifications" into two separate acts is one of the long term goals and addition of clauses defining "National Qualification Framework" immediately is one of the short term issues.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구내용 6
제3절 연구방법 7
제4절 연구절차 11
제5절 연구의 한계 및 향후 과제 12
제2장 자격 관련 법령체계 분석을 위한 이론적 고찰_13
제1절 법령 체계화의 의미 15
제2절 기본법의 법령체계 21
제3절 시사점 27
제3장 자격 관련 법령 및 국정과제 분석_29
제1절 자격 관련 법령의 체계성 분석 31
제2절 국정과제 관련 자격법령 분석 50
제3절 시사점 69
제4장 국외 자격 관련 법령 분석_73
제1절 일본 76
제2절 독일 81
제3절 기타 국가(영국, 호주, 미국) 84
제4절 시사점 89
제5장 자격 관련 법령 체계화 방향_91
제1절 법령 체계화의 원칙과 규율 방향 93
제2절 체계화 방향 96
SUMMARY_109
참 고 문 헌_111
부 록_117
자격법 및 국정과제 관련 선행연구 119
국가자격 현황 133
국가기술자격 현황 145
「자격기본법」상 위임 및 집행명령 149
「국가기술자격법」상 위임 및 집행명령 155
일본의 직업능력개발촉진법령 169
독일의 자격법령 175
호주의 「국가직업교육훈련규제기관법」 18