A Scheme to Improve the Utilization of Vocational Qualification in the Lavor Market

연구의 목적은 기존의 자격이 노동시장에서 어떻게 활용되고 있는지 분석하여, 그 결과를 바탕으로 자격의 활용도를 제고시키는 방안을 모색하는 것이다. 이러한 연구목적과 관련하여 본 연구의 내용은 다음과 같다. 첫째, 노동시장에서 자격이 어떠한 의미를 갖고 있는지 분석한다. 둘째, 자격제도는 국가의 노동시장의 환경, 인적자원관리(HRM)의 유형, 직업훈련시장의 유형, 노사관계의 유형 등 다양한 요인에 의해 영향을 받을 수 있다. 셋째, 우리나라 노동시장에서 자격의 활용 현황을 분석하였다. 넷째, 이러한 활용 현황을 분석하여 자격의 활용도를 제고시키는 방안을 도출하였다.The objective of this study is to identify the role of vocational qualification in developing job skills and quantifying the job capabilities of workers. This study also endeavors to determine the scope of the utilization of vocational qualification system in the labor market in order to facilitate the workplace application of vocational qualification . The first and second Korean Labor and Income Panel Data released by the Korea Labor Institute were analyzed, surveys were conducted and case studies were performed in relations to intra-company management of vocational qualification . The following are the analysis of vocational qualification utilization and proposals for improvements. □Analysis of Vocational Qualification Utilization First, the qualification certificate is proven to be a factor in determining job shifts by wage earners. Certificate holders shows a higher level of job satisfaction than those who did not have them. Although more satisfied with what they do, certificate holders show a higher tendency to relocate to other companies than non-holders. Certificates also plays a positive role in driving changes in the workers' status. The employment model shows that, statistically, certificate holders stand a better chance of getting jobs than non-holders. Vocational qualification exerted a 6.6% weight on the wage frame (7.7% when selective bias was considered), showing the positive effect of vocational qualification on higher wages. Second, since the vocational qualification system is influenced by a variety of social environmental factors, i.e. types of the labor sector, human resources management, and labor/ management relations, the utilization of vocational qualification based on such factors was analyzed . The types of human resources management in Korea are changing in line with the flexibility of the labor market, forming a new set of paradigm. In employing new workers, however, "good personality and hard work" still ranked as the top priority (37.6%) followed by "professional expertise (30.6%)"and "fundamental job skills (28.2%)." Undoubtedly, professional expertise was thought to be the most important factor in the IT sector (60%), while industries involving machinery attached the greatest importance (90%) to "personality, industriousness, and fundamental job skills" in employment. Third, survey on how extensively the vocational qualification is utilized within a company showed that the correlation between vocational qualification and human resources management varied significantly depending on the types of industries. The correlation shows that vocational qualification is more of a factor in the IT sector, which is an externalized labor sector (duty-oriented HRM), than in machinery industries, which are internalized labor sectors (function-oriented HRM). This is due to the fact that machinery-handling vocational qualification is not geared toward any specific function required by a certain company and workers show a lower level of job satisfaction than those in the IT sector. In the IT sector, private and foreign vocational qualification certificates afford workers a higher level of satisfaction and a better chance of employment than government-issued certificates. Fourth, the vocational qualification system is influenced by the type of industry and human resources management. The more the labor market is internalized, the more importance is attached to intra-company vocational qualification . Demand for intra-company vocational qualification is higher in the machinery sector than in the IT sector. Functional vocational qualification shows a similar pattern . Fifth, case studies on intra-company vocational qualification certificates recognized by the Labor Ministry show that government-issued certificates are outweighed by intra-company certificates in importance. The vocational qualification also matched job functions. In personnel management and performance grading, intra-company certificates are more prevalent than government-issued national certificates in terms of widespread utilization . The intra-company certification system has positive effects not only on improving company productivity but also on personnel management and healthy labor-management relations...연구요약 I. 서 론 1 1. 연구의 필요성 및 목적 1 2. 연구 내용 3 3. 연구 방법 5 4. 연구의 제한점 및 범위 9 II. 노동시장에서 자격의 의미 11 1. 자격의 기능 및 활용 11 2. 외국 노동시장에서 자격의 기능 및 활용 13 III. 자격제도 유형의 영향요인 35 1. 영향요인 분석의 틀 35 2. 노동시장의 유형 36 3. 인적자원관리(HRM)의 유형 38 4. 직업훈련의 유형 43 5. 노사관계의 유형 46 6. 소결 50 Ⅳ. 자격의 활용도 분석 53 1. 활용도 분석의 틀 53 2. 노동패널 분석 54 3. 설문조사 77 4. 사내자격에 대한 사례조사(case study) 101 5 . 시사점 108 V. 자격의 활용도 제고방안 113 1. 활용도 제고를 위한 기본방향 113 2. 기업의 인적자원개발 강화 114 3. 능력개발형 인적자원관리체계구축 117 4. 사내자격 활성화 121 5. 초기업적 직무중심 자격제도의 내실화 125 6. 주기적인 자격 종목별 활용도 평가 130 7. 자격의 활용도 평가를 위한 인프라구축 131 VI. 결 론 133 참고문헌 137 Abstract 141 부 록 14

독일의 자격정보 관리 현황과 시사점

○ 자격정보에는 자격종목(검정)정보, 자격통계정보 및 자격활용정보가 있음. 자격정보를 체계적으로 관리하는 것은 자격을 취득하고자 하는 예비 수험자를 포함하여 자격검정에 관심이 있는 모든 정보수요자(기업, 연구자, 정책담당자)에게 질 높은 자격정보를 제공할 수 있을 뿐만 아니라 나아가 통합된 자격통계정보를 통해 국가차원에서 기술수준별 인력의 배출현황을 파악할 수 있음. 하지만 우리나라의 경우, 국가기술자격의 정보는 상대적으로 체계적으로 관리하나(활용정보 제외) 개별법의 국가자격정보는 부처마다 생성되고 있는 정보의 양이 제각각이고, 문제는 이러한 정보가 통합되지 못하고 개별기관에서 산발적으로 관리되고 있음. 따라서 이 연구는 자격정보를 체계적으로 관리하고 있는 독일의 사례를 분석하고 우리나라 자격정책 개선에 필요한 시사점을 찾고자 함.I. 서론 3 II. 한국의 국가자격 정보관리의 현황과 문제점 6 III. 독일 자격정보의 관리 현황 12 IV. 요약 및 시사점 28 참고문헌 3

한국과 독일의 자동차정비 분야 신입직원 채용과 현장적응 실태

한국 자동차 정비업체 중 연수생을 선발하고 있는 기업은 34.5%이며, 독일의 83.4%에 비하면 상당히 낮은 편임. 연수 종료 후 정규직으로 채용된 연수생도 한국은 전체 연수생의 36.6%이나 독일은 52.3%임. 입직 이후 신입직원의 현장직무 적응기간은 한국이 3.3년, 독일은 1.7년으로 약 2배 차이를 보임. 신입직원의 현장적응을 돕기 위해 기업이 제공하고 있는 직무연수 시간을 비교해 보면 한국(47.4시간)이 독일의(94.5시간) 1/2수준으로 낮은 실정임. 직무연수 프로그램의 종류를 보면 독일이 좀 더 다양한 반면, 한국은 일부 프로그램에 편중되어 운영되고 있음. 또 연수 유형도 법적으로 의무화되었거나 자동차 제조사가 요구하는 연수에 집중됨으로써 기업의 자발적인 연수의 비중이 독일에 비해 낮은 것으로 조사됨.Among Korean automotive repair companies, 34.5% select trainees, which is a considerably low percentage compared to Germany's 83.4%. With respect to the percentage of trainees recruited as regular workers after the completion of training, 36.6% of all trainees were recruited in Korea while 52.3% were recruited in Germany. The period that it takes for a new employee to adapt to on-site work is 3.3 years in Korea and 1.7 years in Germany, which shows an approximately twofold difference. The duration of job training provided by companies to help new employees adapt themselves to sites is 47.4 hours in Korea, which is about half the amount of Germany's 94.5 hours. With respect to types of job training programs, there are more diverse programs in Germany, while in Korea, job training is conducted based on only a few programs. In addition, in Korea, because training types are made mandatory by the law and weighted toward those demanded by the car manufacturers, the percentage of company-initiated training is low compared to in Germany

Research into the Management and Articulation of NCS-based Qualifications

본 연구의 목적은 NCS를 기반으로 한 다양한 자격들이 상호 연계가 가능하도록 운영되고 있는지 파악하기 위해 운영 현황을 분석한 후 자격 간의 연계 방향과 연계를 위한 정책과제를 마련하는 것이다.ThearticulationbetweenNCSbasedqualificationsinvolvescross- 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.요 약 제1장 서 론_1 제1절 연구의 필요성과 목적 3 제2절 연구의 내용과 방법 7 제3절 연구의 범위와 한계 12 제2장 NCS 기반 자격의 연계에 대한 이론적 논의_17 제1절 자격 간 연계의 개념과 필요성 19 제2절 관련 선행연구 분석 27 제3절 소결 32 제3장 NCS 기반 자격 및 교육훈련정책 추진 현황_35 제1절 NCS 기반 자격정책의 추진 현황 37 제2절 NCS 기반 교육훈련정책의 추진 현황 46 제3절 NQF 정책의 추진 현황 53 제4절 소결 55 제4장 주요국의 자격 운영과 연계 현황_57 제1절 개요 59 제2절 호주 60 제3절 영국 72 제4절 독일 85 제5절 시사점 97 제5장 NCS 기반 자격의 운영 현황과 연계를 위한 요구 분석_105 제1절 자격 간 연계 분석 틀 107 제2절 자격 간 연계를 위한 NCS 직업자격 및 교육훈련 현황 분석 114 제3절 자격 간 연계를 위한 요구 분석 137 제4절 시사점 및 소결 168 제6장 NCS 기반 자격 간 연계 방안_177 제1절 NCS 기반 자격 간 연계 방향 179 제2절 NCS 기반 자격 간 연계를 위한 정책과제 187 SUMMARY_205 참고문헌_207 부 록_217 NQF(안) 219 영국 UCAS가 인증하는 직업교육훈련자격 223 NCS 자격 및 교육과정의 능력단위와 시수 현황: 기계가공 분야 227 설문조사지 237 설문조사 결과 261 해외 사례 267 28

[이슈 분석] 한국형 국가역량체계(KQF)의 노동시장 활용 가능성 진단과 과제

I. 논의의 배경 II. 국가역량체계 구축 경과 및 구축 배경 1. 국가역량체계 및 산업별역량체계 구축 경과 가. 국가역량체계 구축 경과 나. 산업별역량체계 구축 경과 2. 국가역량체계의 구축 배경 III. 국가역량체계의 노동시장에서 활용 제고를 위한 전제 조건 1. 외국 노동시장에서의 국가역량체계 활용 현황 2. 노동시장에서 국가역량체계 활용 범위와 활용 제고를 위한 전제 조건 IV. 국가역량체계의 노동시장에서 활용 가능성 진단 1. 국가역량체계 구축(기본 틀) 가. 국가역량체계 8수준체계 구성요소의 적절성 나. 국가역량체계 8수준체계의 설명지표의 적절성(가독성) 다. 국가역량체계 8 수준체계의 수준 간 크기의 적정성(등간격성) 2. 국가역량체계 운영(가이드라인) 가. 자격의 범위 나. 자격의 품질관리 다. 자격의 수준·배치 및 자격 간 연계 3. 국가역량체계와 산업별역량체계의 역할 분담 4. 국가역량체계 거버넌스 체계 5. 국가역량체계의 활용 수요 6. 국가역량체계 친화적 노동시장 관행 V. 노동시장에서 국가역량체계의 활용 제고를 위한 과

자격제도의 현황과 과제

자격은 개인의 직업능력을 향상시키고, 기업과 국가의 경쟁력을 제고시키는 중요한 기능을 가지고 있다. 특히 ‘자격’은 ‘학력’과 함께 개인의 능력을 측정하여 개관적으로 보여주는 신호기능을 가지고 있다. 따라서 능력중심사회·평생학습사회에서 ‘자격’은 기존의 ‘학력’을 보완하는 노동시장의 신호기제로서 중요한 역할을 한다. 그러나 현재 자격제도는 그 의의만큼 기능을 하고 있지 못한 것이 현실이다. 이 글은 개별 자격제도가 갖는 문제점을 뛰어넘어 총체적으로 자격제도의 문제가 무엇이지 진단하고 앞으로 자격제도가 인적자원개발에 있어서 중요한 역할을 하고 노동시장의 중요한 신호기제로서 기능을 다하기 위한 과제들을 제시하는 것이다. 제시된 과제는 자격제도 운영의 내실화에 필요로 하는 총체적이면서 중요한 인프라 중심으로 제안되었다. 이 제안들은 노동부·교육부뿐만 아니라 자격과 관련된 22개 개별 부·처·청에, 그리고 이들 부처간 협력강화 및 주요정책 수립에 활용될 것이다.Ⅰ. 논의의 배경과 목적 1 Ⅱ. 자격의 개념과 기능 2 Ⅲ. 자격제도의 유형과 현황 4 Ⅳ. 자격제도의 문제점 10 Ⅴ. 자격제도의 개선방향 16 참고문헌 2

[연구노트] 독일 인력개발정책에 있어서 노·사·정 사회적 합의의 배경

1. 인력개발정책에서 사회적 합의의 중요성 2. 독일의 노·사·정 사회적 합의 3. 독일의 노·사·정 사회적 합의의 배경 1) 다원화된 사회전통과 정부의 역할 2) 노동조합의 법적, 정치적 배경과 국민 경제에 대한 책임감 3) 사용자 단체의 거시경제와 노조에 대한 시각 4) 사회적 규범 4. 결

Plans for Industry(ISC)-led Management and Operation of the Qualification System

■ 연구 목적 본 연구의 목적은 산업계의 자격제도 관리·운영에 대한 의지를 파악하고 산업계가 실제 자격제도 관리·운영을 어느 정도 할 수 있는지 역량을 진단하며, 진단 결과에 기반하여 산업계가 현실적으로 자격제도 관리·운영에서 참여할 수 있는 시기, 참여 시 역할범위 등을 파악하고, 나아가 역할을 잘 수행할 수 있도록 다양한 지원방안을 마련하는 것이다. ■ 연구 내용 이러한 연구의 목적과 질문에 기반하여 수행하는 본 연구의 내용은 아래와 같다 . 첫째, ‘산업계 주도의 자격제도 관리·운영’과 관련하여 이론적인 논의를 시도하였다. 특히 본 연구와 관련된 주요개념으로서 ‘산업계’, ‘산업계 주도’, ‘산업계 주도의 자격제도 관리·운영’ 등의 개념을 검토하였다. 아울러 왜 산업별 접근을 필요로 하고, 궁극적으로 왜 산업계가 자격제도 관리·운영을 주도해야 하는지 등에 대해서도 논의하였다. 둘째, 우리나라 산업계의 인적자원개발 참여현황을 살펴보았다. 특히 ISC의 조직 및 운영 현황을 분석하여 최근 나타나고 있는 이슈를 살펴보고 산업계의 자격제도 관리·운영 참여에 주는 시사점을 찾아보았다. 아울러 우리나라 산업계가 자격제도 운영에 어느 정도 참여하고 있는지 참여범위를 법령에 근거해 검토하고, 또 2008년 이후 국가기술자격 중 민간으로 자격검정을 위임·위탁하고 있는 기존제도에 대해 검토하였다. 셋째, 관련 해외사례를 연구하였다. 즉, 외국의 자격제도 관리·운영과 관련한 산업계 대표의 조직 형태와 자격제도 관리·운영에 있어서의 참여범위 및 내용을 검토하고 우리에게 주는 시사점을 도출하였다. 넷째, 현재 우리나라 산업계가 자격제도 관리·운영에 어느 정도 참여를 원하고 있는지를 파악하고 앞으로 자격의 관리·운영 업무가 가능할지에 관한 산업계 역량을 진단하였다. 현재 직업능력개발과 관련한 산업계 대표로 ISC가 조직되어 인력양성을 위한 여러 가지 노력을 하고 있지만, 수요자 중심의 자격정책을 추진하기에는 여전히 한계가 있어 좀 더 적극적으로 참여 가능한 범위를 파악하였다. 다섯째, 이러한 진단을 바탕으로 산업계가 주도적으로 자격제도 관리·운영을 할 수 있는 거버넌스를 구상하면서, 아울러 산업계가 자격제도 관리·운영에 참여할 수 있는 범위, 시기 및 산업계의 역할수행을 위한 지원방안과 여기에 필요한 정책과제(향후과제)를 제안하였다.1. Purpose of the study The industry mentioned in this study refers to the Industry Skills Council(ISC) which represents businesses related with human resources development. As rapid technological changes have brought about an increase in skills mismatch, there have been growing requests for ISC’ taking initiative in management and operation of qualifications in order to better reflect needs at fields into qualifications. Nevertheless, there has been scarcely a study carried out on which ISC is willing to take the leading role and how capable it is. The purpose of this study is to evaluate the level of ISC’s managing and operating competency required for an ISC-led qualification system and to make support plans to strengthen its competency, thereby laying the groundwork for an ISC-led management and operation system of national skills qualifications. 2. Study methodology The methodologies used in this study involve literature reviews, local field visits and interviews, surveys(two-tiered and conducted toward the ISC secretariat and representing and participating organizations), Focus Group Interview(FGI) and a case study about three ISCs, meeting of experts, global meetings, and policy seminars. 3. Study results ○ Necessity of ISC’s leadership in qualification operation ‘Industry(ISC)-led management and operation of qualifications’ means that the industry takes a part in managing and operating qualifications in such areas as surveying qualification demands, introducing new qualification subjects, implementing tests and attending government’s policy seminars in the capacity of corporate representative. In this context, ISC’s taking initiative implies that the qualification system, which used to be rather supplier-oriented, is to be more users-oriented and that, ultimately, the industry would become an actual issuer of qualifications. Therefore, it is necessary to create an environment where the industry is given rights to and held responsibilities for planning, evaluation, and issuance of qualifications. ○ Evaluation results on the ISC’s competency of qualification operation Surveys toward ISC and FGI were conducted with a view to find out the level of ISCs’ competencies and weaknesses in management and operation of qualifications and the results can be summarized as below. First, it was found out that ISCs, except for recently established ones, are experienced in developing NCS and NCS-based qualification subjects. However, in most cases, facilitators hired for the NCS development were from outside. It is deemed that with only two ISCs for NCS and five ISCs for qualification subject development, there are still a lack of skilled manpower. Second, there are findings on identifying needs concerning qualification subjects and opening new subjects. It was found that although the ISC has written analysis reports on the current status of industrial human resources, it still lacks the ability to utilize them in figuring out qualification needs, adopting new subjects and reorganizing(improving) qualifications. For this reason, it is required to enhance competencies regarding writing analysis reports on the current status of industrial human resources and analyzing the labor market. Third, regarding the capability to take a leading role in operation of the qualification system, it was surveyed whether ISCs are able to plan on their own qualification subjects reflecting the needs at field. According to the survey, only 4 ISCs out of the total 17 have the ability meaning that the planning competency in general is lower than needed. Fourth, it was also examined whether ISC secretariats well represent each business and the result shows a large variance depending on ISC with the lowest score at 5%. This means that ISCs need to make further efforts to secure more institutes to participate and to exert greater leadership. Fifth, according to a survey on testing ability, ISC in general was found to have some technical difficulties in certain areas like writing test questions but it was in better condition concerning testing facilities and equipments, confidentiality of test, acquisitors management and grading test papers. However, an in-depth case study(toward electronics ISC, machinery ISC, etc.) on the test implementation competency shows that their test methods entail a long period of time and thus high cost as they commonly involve work-based practical competencies. Consequently, all the studied ISCs are suffering deficit, except the machinery ISC which is supported by the Ministry of Trade, Industry and Energy in relation to its aggressive investments on raising the quality of test questions. The investments, however, might be discontinued if the government support comes to an end. Meanwhile, in terms of systematic implementation of qualifications, the electronics ISC relatively lags behind the machinery ISC which was recently formed. Sixth, according to a survey on organization management and expertise of manpower, 74% of the respondents said they have nationwide organization networks in place and 77% answered they have enough test facilities and equipments, which has not been checked yet at field. Looking at the case study results, while the machinery ISC being supported by the government for the qualification test system has a relatively sufficient level of organization and human resources in place with no financial problems, the electronics ISC is suffering a serious deficit in test implementation. Having only one manager, the latter turned out to have difficulties in organization, human resources, facilities and equipments and finance. Moreover, as of now, both ISCs are found to have not enough test networks nationwide. 4. Policy proposals for ISC-led operation of qualifications The policy proposals for ISC-led management and operation of qualifications are presented as below. First, through organic linkage between qualification policies and ISC policies, a comprehensive plan for future ISC development and a relevant road map should be prepared. Second, legal framework concerning the status and role of ISC should be put in place. As national qualifications are supposed to be part of public property, ISC, a public entity designed to take a role of a producer of public properties, should not excessively pursue profits of its own and thus should be supported by the government. Third, it is necessary to create conditions in which ISCs can well represent the industry and perform in a professional and autonomous way. In order for ISCs to better represent the industry, it is important to find out various associations and corporations and to that end, the government needs to support for designing new projects to strengthen the networks among participating organizations. With regard to higher expertise of ISC, the board of directors should be composed of representatives of employers, labor unions, associations and training organizations who have carried out practical businesses and acquired a high level of expertise in the industry concerned. In order to promote voluntary participation of ISCs, the government needs to exert efforts to change the existing top-down way of NCS development and NCS-based qualification development into a bottom-up way. Fourth, a support system for ISC’s qualification management and operation should be set up. As the management and operation of qualification is of public interest, the financial support for ISC’s relevant works should not be temporary but should be continued on a stable manner with certain legal basis in place. In the longer term, however, it is important to provide systematic support for ISC’s financial independence, in which process, the support for test facilities and equipments is essential. In other words, ISCs need to be allowed to use at lower prices existing test facilities of Korea Polytechnics(dual training center), testing institute, HRD-Korea, etc. Fifth, it is required to build governance for an open qualification platform. As a strong partnership between ISC and the government and HRD-Korea is indispensible for ISC’s active participation in qualification management and operation, it is essential to build governance where organizations can cooperate through an open platform. Sixth, the remit and process concerning ISC’s qualification management and operation should be defined. The ISC’s remit in qualification management and operation should be specified, which calls for a social consensus. In addition, ISCs should manage and operate qualifications by stages. In the short term, the existing qualification management works should be continued. In addition, the ISC should enhance its capacity for qualification management by operating a private qualification and acquiring knowhow of test practices by actively taking part in test works of HRD-Korea. Along with these efforts to accumulate competence, ISCs should fully implement management and operation of qualifications in the mid-to long-term within the legal framework. Seventh, before the ISC fully implements the management and operation works of qualifications, HRD-Korea should reorganize the subjects of national skills qualifications. In detail, through the reorganization, those qualifications that are not field-oriented should be removed in a drastic manner and new qualifications requested along with the emergence of new industries should be introduced laying the foundation for entrusting ISCs with national skills qualifications. ISC needs to fully participate in all these subject reorganization process.요약 ix 제1장 서 론 1 제1절 연구의 필요성 및 목적 3 제2절 연구의 내용 및 방법 7 제3절 용어의 정의 및 연구범위 14 제2장 이론적 논의와 해외사례 19 제1절 산업계 주도의 필요성과 산업계의 역할 21 제2절 선행연구 분석 27 제3절 주요국 산업계의 자격 관리·운영 현황 32 제4절 소결 78 제3장 산업계의 자격제도 관리·운영 참여 실태 81 제1절 산업계 대표(ISC)의 조직현황과 사업내용 83 제2절 자격제도 관리·운영 관점에서 산업계(ISC) 조직 검토 100 제3절 현행 자격제도 관리·운영에서 산업계 역할 106 제4절 소결 117 제4장 산업계의 자격제도 관리·운영 역량 진단 121 제1절 역량진단 배경과 진단틀 123 제2절 역량진단을 위한 설문조사 결과 137 제3절 역량진단을 위한 사례조사(case study) 결과 176 제4절 소결 200 제5장 산업계 주도의 자격제도 관리·운영 방안 207 제1절 산업계 주도의 자격제도 관리·운영 방향 209 제2절 산업계 주도의 자격제도 관리·운영 방안 217 제6장 결 론 251 제1절 요약 253 제2절 향후과제 256 SUMMARY 263 참고문헌 271 부록 283 1. ISC별(대표기관 및 참여기관의) 자격검정 현황 285 2. ISC의 대표성, 전문성 진단 및 조직의 역할범위 296 3. 17개 산업별 인적자원개발위원회(ISC) 참여기관·참여기업 현황 299 4. ISC의 자격 관리·운영에 관한 역량 진단틀 306 5. 설문조사지 2종 31

A Plan for a New Qualifications System in the Knowledge and Information Era

'지식정보화시대'란 IT기술을 근간으로 한 정보화의 의미뿐 아니라 빠른 기술변화, 세계화 등 복합적인 사회트렌드를 의미한다. 이 시대에는 특히 현장의 빠른 기술변화로 자격의 현장성 유지에 어려움이 많기 때문에 자격제도 정비가 요구된다. 본 연구는 이러한 시대적 요구에 맞추어 새로운 패러다임에 부합되는 자격제도를 구상하기 위해 다양한 관점에서 접근하였다. 먼저 우리나라 자격제도를 살펴보면서 현 제도의 문제점이 무엇인지 진단하였다. 그리고 자격제도를 둘러싼 새로운 환경이 어떻게 변화하고 있는지 심층분석하였다. 또 지식정보화시대의 자격 개념, 의미, 기능 및 역할 등이 과거에 비해 어떻게 변화하고 있는 지 분석하여, 이를 바탕으로 자격제도의 비전과 전략, 추진과제 등을 도출하였다. 본 연구는 자격기본법상 "자격개념"을 보완하는 데 활용되고, 정부부처의 자격종목 신설 ·폐지 에 있어서의 판단기준이 될 것이며, 한편 우리나라 자격제도발전기본계획 수립에 일조할 것이 다. ○ 주요 내용 - 지식정보화시대의 외부환경 변화 - 외국의 자격제도 변화 현황 - 우리나라 자격제도 진단 - 지식정보화시대의 자격 역할 변화 - 신자격제도의 비전과 전략1. Study Background A knowledge and information era does not involve only a progress in the informatization based on IT technologies but also refer to a new society with complex mega-trends including globalization, rapid technological changes and growth of the service industry. As technologies used at the industrial fields evolve drastically, it is difficult for qualifications to reflect on-site needs. Also with fast transformation of external circumstances which highlights the necessity of lifelong learning, the learning should be pursued on a constant basis and linkage between its result and qualifications is essential. In an environment where labor movement is inevitable with the advent of the globalization trend, more weight is given to the functions of qualifications to facilitate labor movement. Against this background, this study focuses on the rising need of preparing strategies for a new qualifications system by reidentifying functions and roles of qualifications. 2. Results □ Diagnosis of the Korean Qualifications System As for the trend of qualifications application, the number of applicants has decreased. In particular, the number of applicants for technician qualification has greatly reduced lately, while the number of applicants for license qualification or high level professional qualifications has slightly increased. One of the most serious problems of the current qualification system is low usefulness. In addition, the awareness toward qualifications is still at a low level and the qualifications are not utilized as standards for employment or promotion at corporations. Even when one obtains a qualification, the job area of the qualification, in many cases, does not coincide with the area that the worker practically engages in. Moreover, as the qualification items do not reflect on-site needs, they should be overhauled. In addition, as a result of an analysis on whether the test standards reflect on-site needs, it was found out that there is a gap between the test contents of job duties and the skills requirements at the industrial fields. Meanwhile, it is worth a note that the method of granting qualifications in Korea is not proper to promote lifelong learning desired in the knowledge and information era. Finally, the effects of qualifications on job transfer, job duties satisfaction level, employment and wage were examined. As a result, it was revealed that qualifications play a role of signaling employment and job transfer but no effects were found concerning job duties satisfaction, wage, and workers after employment. □ Diagnosis of Changes in External Environment Aging of population and changes in people's tastes have brought about emergence of new industries such as silver industry, environment industry and sports industry. Qualification items in these areas, however, are not diversified yet. In addition, with the growth of service industry, proportions of the primary and secondary industries are falling, while that of the tertiary industry is rising. Also, the manufacturing industry is increasingly linked to the service industry with the development of information and telecommunications technologies. Therefore, National Skills Qualifications taking its root at the traditional manufacturing industry cannot guarantee on-site utility any more and thus, measures to address this problem should be prepared. Meanwhile, job duties have changed drastically and the job family structure has simplified centering around unskilled manual work, service related work, research and analysis work and culture and art work. This signifies that with shrinking demands for workers with middle level skills, the demand for relevant qualification items will decline as opposed to rising demand for high level skills. □ Analysis of Recent Changes in Qualification Systems of Other Nations Nations around the world have recently witnessed a variety of changes to their qualification systems. The changes and their implications can be analyzed and summarized as below. First, efforts are being made to strengthen on-site utility of qualification. With the global trend of rapid technological changes, there are rising needs toward changes in qualification items and contents and methods of qualification tests. In the case of Germany, experts at various research organizations have made concerted efforts to launch "the early recognition system (so-called the early warning system)" in order to survey qualifications requirements responding to emergence of new jobs in the wake of technological changes. It is a kind of system to deliver qualifications requirements. Second, countries around the world are paying a keen attention to preparing for the lifelong learning society. For example, in Australia, recognition of prior learning is advanced at the national level and flexible linkage between study and work is promoted in a similar way as the Germany Dual System in order to reduce unemployment rate of adolescents. Moreover, the school-based apprenticeship, a mix of vocational education and training and general education, is spreading in the country. Third, with the growingly frequent movement of labor among countries, nations around the globe are preparing for mutual certification of qualifications. For example, Germany has come up with a system for mutual certification of qualifications among EU member countries. In a similar drive, Japan has improved its professional engineer system as part of the efforts to prepare introduction of a system for mutual certification with other nations. Fourth, qualification systems are becoming more flexible. In Germany, the module type qualifications has been introduced and in Japan increasingly diverse entities have become in charge of management and operation of qualifications. □ Establishment of Concept, Functions and Roles of Qualifications in the Knowledge and Information Era In Korea, a qualification is being defined, under the Basic Qualification Act, as "the level of acquisition of knowledge and skills that are evaluated and recognized according to certain standards and process and the competency required for job duties performance". Based on this definition, qualifications are confined to vocational ones and granted through one-time testing service. However, changes in the concept of qualification is required in the knowledge and information era because lifelong learning has become more important and labor movement is increasing. Qualifications so far have been based on workers but in the future individual learners including workers should be the focus of qualifications. Also, a qualification system emphasizing recognition of individual competency rather than the labor market should be pursued. The learning (education and training) here should have various forms and methods. In addition, granting of qualifications should be done in a more diverse way. As for functions of qualifications, while signaling, guiding and screening functions have been stressed in the past, other functions should be added including promotion of labor movement, enhancement of lifelong learning and integrating and linking of various competency evaluation mechanisms...요 약 제1장 서 론 제1절 연구의 필요성 및 목적 1 1. 연구의 필요성 1 2. 연구의 목적 3 제2절 연구의 내용 3 제3절 연구의 방법 5 제2장 지식정보화시대의 외부환경 변화 제1절 자격제도의 변화과정 7 1. 분산 관리기 9 2. 통합 관리기 9 3. 확대ㆍ강화기 10 4. 역할 분담기 10 제2절 최근의 외부환경변화 11 1. 산업세계의 변화와 전망 12 2. 직업 세계의 변화와 전망 25 3. 기업 조직의 변화 37 4. 학습의 다양화 45 5. 자격제도에 주는 시사점 46 제3절 외국 자격제도의 변화 51 1. 독일 51 2. 일본 58 3. 호주 66 4. 시사점 71 제3장 우리나라 자격제도 진단과 자격의 역할변화 제1절 자격제도 현황과 진단 73 1. 자격제도 현황 73 2. 자격제도의 문제점 77 3. 자격의 효과분석 98 4. 소결 111 제2절 자격제도의 역할변화 112 1. 자격의 개념 112 2. 자격의 기능 및 역할 123 3 지식정보화시대에 부합하는 자격화 모습 130 4. 소결 135 제4장 신자격제도의 비전과 전략 제1절 신자격제도의 비전 137 1. 지식정보화시대 구현과 자격의 기능 137 2. 신 자격제도 전략도출 139 제2절 신자격제도 전략과 세부과제 141 1. 자격의 유연화 141 2. 자격의 통합화 155 3. 자격의 표준화 173 4. 세부과제의 기존의 자격제도와의 차이점과 과제의 시급성 185 제5장 결론 및 향후과제 SUMMARY 193 자격과 유사(관련)용어와의 비교 203 참고문헌 21

[이슈 분석] NCS 기반 과정평가형 국가기술자격 운영 성과와 개선과제

Ⅰ. 논의의 배경 Ⅱ. NCS 기반 과정평가형 국가기술자격 운영 현황 Ⅲ. NCS 기반 과정평가형 국가기술자격과정의 운영 성과 1. 고용효과 2. 직무수행능력 향상 효과 3. 현장적응시간 감소 효과 4. 기업 재교육 비용 절감 효과 5. 숙련불일치(Skill Mismatch) 감소 효과 Ⅳ. NCS 기반 과정평가형 국가기술자격 운영의 문제점과 개선과제 1. 문제점 가. NCS에 대한 이해도 부족 나. 편성기준의 문제 다. 인적자원의 기술적 지원 문제 라. 내부 평가의 타당성 및 객관성 문제 마. 산업계의 참여 부족 2. 개선과