Korea Research Institute for Vocational Education and Training
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[이슈분석] 대학 창업교육훈련 생태계 조성 분야 핵심 이슈
No full textⅠ. 논의의 배경 및 목적
Ⅱ. 창업교육훈련 실태분석 결과
Ⅲ. 정책 제언
1. '교내 벤처' 지원을 통한 '성공과 실패'의 롤모델 창출
2. 학생 등 수혜자 중심 창업교육훈련으로 전환 필요
3. 사업계획서 경연대회 등 창업훈련의 강화 필요
4. 실전 지향의 창업교육 확대 및 창업교육의 이론화 지양
5. 청년창업 단계별 정부지원 프로그램의 체계적 확
[이슈분석] 고졸 청년의 취업 추이와 향후 과제
No full textⅠ. 배경 및 문제점
Ⅱ. 조사 및 분석 결과
1. 학력간 취업가능성 비교
2. 학력간 정규직 취업가능성 비교
3. 학력 간 임금격차
Ⅲ. 정책 제
[동향 / 해외] 일본 직업능력개발 분야의 향후 이슈 전망
No full text본고에서는 일본 후생노동성 직업능력개발국이 일본의 직업능력개발 분야 향후 이슈에 관해 6회에 걸쳐 작성한 「직업능력개발의 향후 방향에 관한 연구회 보고서(2014년 9월)」를 번역·정리하였다. 이 보고서에서는 일본 직업능력개발의 현상과 과제, 직업능력평가 제도, 개인 주도의 커리어 형성 지원 직업능력개발의 과제, 재직자 직업훈련 및 청년층 직업능력개발에 관한 내용을 주요하게 다루고 있다
Firm's Knowledge and Good Job
Get PDFCurrently, the most important issue of the Korean economy is employment. Hereupon, while employment rate which means the problem related to amount of employment has been the subject of social and political considerable interest, the problem of the quality of employment has been a target to be relatively marginalized from policy and research. However, in the Korean economy where the polarization of the labor market is becoming even more serious, the labor market policy’s research project must be oriented with the goal of improvement of both the amount of employment and its quality.
As the main agents which offer a job are companies, it is more important than anything to allow companies to offer a good job. In this study, I tried to provide analysis on how the act of accumulation of knowledge and the act of offering a good job have mutual complementaries. It is also a work which helps to make sure if the problem of employment can be a same problem of knowledge accumulation of a company.
Good job and knowledge of the company is an important concept of this study, so we have developed the theory framework of the mutual complementarity of these two concepts. This complementarity is working beyond each individual company. Namely, our theory framework covers the firm’s relations.
Empirically this paper analyzes relationships between the knowledge and good job at the firm level. If the introduction of technology increases the demands of skilled labor by companies, and if the companies improve the custom of working condition for the supply and the maintenance of skilled labor, the companies knowledge will create good jobs with skilled labor. Or, the improvement of the jobs quality can stimulate the accumulation of human capital of the employees within the companies. This paper empirically proved these paths. It is possible to say the quality of work and knowledge of the company has an associated in any way. Firm’s balance knowledge investment of education&training and research&development creates more high skilled and higher-paid good jobs.
And this article analyzes the spillover effect of firm’s knowledge on firm’s job quality focused on high skilled and higher paid jobs between chaebol large sized firms, other large sized firms, and small&medium sized firms. Empirically I found that trickle-up effect and trickle-down effect both are not working. This means that the relation among firms is very short-term in Korean economy. And I conclude that chaebol firms’ strategy to exploit the value from small firms are more strengthened after the 1997-98 financial crisis
Training Evaluation Model for Quality Improvement of Small & Medium Sized Enterprises (SMEs) Employers consignment training
Get PDFThe purpose of this study is to develop a training and evaluation model that can be used in SME incumbent training to improve the quality of training, SME employers consignment. The purpose of this study can be summarized as follows.
First, we analyze the problem of the status and characteristics, and training and assessment of employer training that is currently being done in small commission.
Second, SMEs can contribute new to improve the quality of the employer entrusted training, training performance through presented integrated evaluation model.
Third, to the final development through the validation pilot test, the main interests of SMEs consignment trained personnel (SMEs, training institutions, the incumbent, policy makers) are presented integrated training and assessment models that can be used for training and evaluation.
Finally, we propose the use of a training plan and policy recommendations for improving performance evaluation model to be trained in quality management aspects of SMEs employers consignment training.
Although evaluation model, various models, depending on the approach, the present study was to utilize the IPO model of McGrath. IPO model is ‘Input - Process - Outcomes’ an approach based on the process leading to the calculation to analyze the behavior and performance of the group.
Based on this study, the following policies were proposed.
First, The first ‘1. Application of SME-specific training examination evaluation system’ proposal suggested that the specialized training that focused on the screening evaluation model and the introduction is necessary to reflect the realities of our country SMEs employers consignment training.
Secondly, ‘2. NCS introduced in the training and evaluation of training foster SME employers’ proposals vocational education and training (VET) quality assessment and suggestions obtained from the government on the basis of the introduction of a management system that promotes a national tasks NCS (National Competency Standards) to NCS-based job descriptions (training certificate) were proposed to utilize the diagnosis and assessment of the duties incumbent capabilities of SMEs.
The third ‘3. SME training institutions established an integrated quality management and operation’ the trainees and training institutions, SMEs, policy makers, assessment institutions to help enforcement agencies continue to the systematic training and assessment activities suggested the need for quality control will control tower operations.
Finally, ‘4. Trainees follow-through pre-qualified and trained graduates assessment’ is proposed to strengthen the trainees (SMEs incumbent), and to target pre-scan system and NCS-based Job Competency
The Study of Korean Occupational Index (2014)
Get PDFThis study was conducted in the fourth year of “The study of Korean Occupational Index (2011-2015).” The purpose of this study can be summarized as follows.
First, to collect the data for analyzing Korean occupations by doing a occupational index survey of the working people who are in the position or the experts related to the occupations of social, sales and personal services, administrations, and agriculture, forestry and fishery
Second, to present the current state and after-10-year prospect of occupations by researching and analyzing of Occupational Index.
Third, to analyze issues related to occupation, such as gender equality, short-time working, occupational complexity, and job satisfaction, and to draw policy tasks.
Fourth, to show the changing trend of the world of work by analyzing the research data of Korean Occupational Index started since 2007.
Fifth, to publish“2014 Korean Occupational Index”(sourcebook) as informational book for introducing the current state and the prospect of occupation to the people.
The research project was proceeded as the following 7 steps. The domestic and abroad literature review, the survey research of Korean Occupational Index, conducting FGI (Focus Group Interview), analyzing basic occupational index, analyzing applied occupational index, publishing sourcebook, and policy proposal. ..
대학 교육의 만족도와 전공-일자리 일치도, 전공 지식의 업무 활용도 및 임금과의 관계
Get PDF대학 교육 만족도는 수도권 대학이 지방대학보다, 대학 순위가 높을수록 높음. 특히 수도권 대학(57.3%)은 지방대학(51.5%)보다 전공 교수진의 능력 및 열의 측면에서 만족도가 더 높고, 상위권 대학(49.0%)은 하위권 대학(38.6%)보다 전공 커리큘럼 및 교육 내용에서 만족도가 10.4%p 더 높음.
만족스러운 전공 교육을 받은 대졸자는 전공-일자리 미스매치 비율이 낮게 나타남. 특히 전공 커리큘럼 및 교육 내용에 만족하는 대졸자의 전공-일자리 미스매치 비율은 20.3%로, 불만족하는 대졸자(38.3%)에 비해 18.0%p 낮음.
만족스러운 대학 교육을 받은 대졸자는 불만족스러운 경우보다 임금을 더 많이 받음. 특히 1~30위권 대학 졸업자 중 전공 커리큘럼 및 내용에 만족하는 경우, 월평균 임금이 251만 6천 원으로 불만족하는 대졸자 224만 2천 원보다 27만 4천 원 더 높음. 61위 이하 대학 졸업자는 진로 지원에 만족하는 경우(199만 8천 원)가 불만족하는 경우(184만 9천 원)보다 14만 9천 원 더 받음.Satisfaction with college education is higher in metropolitan colleges than in provincial non-metropolitan colleges, increasing in line with college rankings. Students of metropolitan colleges (57.3%) are more satisfied with the abilities and enthusiasm of the faculties than those attending provincial, non-metropolitan colleges (51.5%). In addition, satisfaction with the curriculums of their majors and educational contents is 10.4pp higher in top colleges (49.0%) than in lower-ranking colleges (38.6%)
College graduates who received satisfactory education in their major field of study showed a lower level of major？job mismatch. In particular, the major？job mismatch rate of college graduates who are satisfied with the curriculums of their majors and educational contents was 20.3%, 18.0pp lower than that of dissatisfied college graduates (38.3%).
College graduates who received satisfactory college education receive higher wages than dissatisfied college graduates. In particular, the average monthly salary of graduates from colleges ranked 1st to 30th who are satisfied with the curriculums of their majors and educational contents is KRW2.516 million, KRW274,000 more than that of dissatisfied college graduates (KRW2.242 million). The average monthly salary of graduates from colleges ranked below 61st who are satisfied with the career support was KRW1.998 million, KRW149,000 more than that of dissatisfied graduates (KRW1.849 million)
지난 10년간 시간제 일자리의 질적 변화
Get PDF시간제 근로자는 2004년 107만 2천 명→2008년 122만 9천 명→2013년 188만 3천 명으로 증가하였으며, 특히 중소기업을 중심으로 빠르게 증가
시간제 근로자의 상용직 비율은 1.8%(2004년)→9.2%(2013년)로 증가하였으나 여전히 낮은 수준임.
시간제 근로자의 근로계약서 미작성(85.7%→61.4%), 시간외 수당 미적용(98.2%→91.2%), 유급휴일 미적용(98.2%→91.2%), 상여금 미적용(98.7%→82.7%) 비율은 전반적으로 개선되고 있으나 전일제 근로자에 비해 미흡
시간제 근로자의 국민연금(10.7%→24.0%), 고용보험(7.3%→20.9%), 건강보험(9.4%→25.0%) 가입률은 개선되고 있으나 전일제 근로자에 비해 미흡
시간제 근로자의 노동조합 가입률은 0.6%로 현저히 낮음. 노동조합이 있지만 가입대상이 안 되는 기업에 종사하는 시간제 근로자의 비율도 지난 10년간 5.6%→12.8%로 높아짐.The number of part-time workers has increased from 1,072,000 in 2004 to 1,229,000 in 2008 to 1,883,000 in 2013. In particular, the increases have occurred rapidly in small and medium-sized companies.
Among part-time workers, the percentage of workers with the one-year or multi-year contract has increased from 1.8% in 2004 to 9.2% in 2013. However, this is still low.
It is generally estimated that among part-time workers, the percentage of cases where employment contracts have not been drawn up has decreased from 85.7% to 61.4%; the percentage of cases where overtime allowances have not been applied have decreased from 98.2% to 91.2%; the percentage of cases where paid vacations have not been applied have decreased from 98.2% to 91.2%; and the percentage of cases where bonuses have not been applied have decreased from 98.7% to 82.7%. The figures show an overall improvement, but they are insignificant when compared to full-time workers.
The percentages of part-time workers who have signed up for a National Pension (10.7%→24.0%), Employment Insurance (7.3%→20.9%), and Health Insurance (9.4%→25.0%) are all improving, but they are insignificant when compared to full-time workers.
The percentage of part-time workers who have joined a labor union is 0.6%, which is significantly low. The percentage of part-time workers who work at companies that have labor unions which they are not eligible to join has increased in the past 10 years, from 5.6% to 12.8%
[이슈분석] 지방대학 및 지역인재 육성 이슈 : 지방대학 및 지역균형인재 육성에 관한 법률을 중심으로
Get PDFⅠ. 논의의 배경
Ⅱ. 정책 현황 분석
1. 지방대학 육성방안 마련
2. 지방대학 및 지역균형인재 육성에 관한 법률 제정
Ⅲ. 핵심 이슈: 지방대학 및 지역균형인재 육성에 관한 법률을 중심으로
Ⅳ. 결
[동향] 직업능력개발
No full textⅠ. 직업능력개발 정책
□ 고용노동부, 「고용보험법 시행령」 개정안 7월 1일부터 시행, 근로자 직업능력개발훈련 지원 대상 확대(2015.6.25.)
□ 고용노동부, 「지역산업특화형 도제특구」 도입, 전국 6개 지역을 특구로 선정·발표(2015.6.17.)
□ 고용노동부·한국산업인력공단, 청년층의 해외 취업 지원을 위한 K-Move 스쿨 연수생 공개 모집(2015.7.8.)
Ⅱ. 직업능력개발 통계
◈ 임금근로자의 교육·훈련 참여 현황: 경제활동인구조사 근로 형태별 부가 조사(2015.3.) 결과
□ 2015년 3월 현재 임금근로자가 지난 주의 직장에서 지난 1년간 직업능력개발을 위한 교육·훈련을 받은 비율은 53.3%로 전년 동월 대비 4.4%p 증가
□ 청년층(15~29세) 임금근로자의 지난 1년간의 교육·훈련 경험 비율은 53.5%로 전년 동월 대비 5.4%p 증가
□ 고령층(55~79세) 임금근로자의 지난 1년간 교육·훈련 경험 비율은 40.9%로 전년 동월 대비 4.3%p 증